Insights April 2014 by Think Baseline

The magazine for todayâ&#x20AC;&#x2122;s electrical and systems contractors

April 2014

www.ieci.org

a pathway to a

great career Plus

Independent Electrical contractors

+ Recruiting Veterans + Value of Training + High School Apprentices

ATP and the IEC Providing the Highest Quality Training

Combining the trade knowledge of the IEC committees with the experienced professionals of our editorial staff, ATP and the IEC have worked together to develop numerous textbooks used in IEC apprenticeship and journeyman training programs. ATP training materials feature: • • • •

Descriptive illustrations Application-based examples Numerous practical exercises Digital learning resources

ATP values its relationship with the IEC and looks forward to many more years of working together to provide the best in training.

Your Partner in Learning

2014

Why electrical contracting? Electricians are among the highest paid jobs in the construction sector, according to the U.S. News “Best Construction Jobs” Rankings. According to the Bureau of Labor Statistics, between 2010 and 2020, electricians will have a 23-percent growth rate. The need for skilled professionals in this trade is higher than ever.

Why IEC? • IEC is fully committed to easing your transition to the electrical industry and helping you build a successful career. • The IEC four-year apprenticeship program combines on-the-job training with formal technical instruction and is a Department of Labor recognized program. • Apprentices are employed while pursuing their education. Earn while you learn! • IEC has more than 50 chapter training centers nationwide. Several chapters also offer online learning. • The overwhelming majority of IEC Apprenticeship Programs are approved training providers under the G.I. Bill.

IEC wants

YOU

Veterans Looking for a New Career are Encouraged to Pursue a Rewarding Career in the High-Demand Electrical Industry

• Veterans shall have direct entry preference in IEC Apprenticeship Programs. • Many IEC chapters can provide job placement assistance for apprentices. • Many IEC chapters work with local veterans support groups including Hire A Hero, National Guard Employment Programs, the Department of Veterans Affairs, and many others. • IEC programs already have many veterans enrolled with some chapters training as many as 50 apprentices who previously served in the military. • The IEC apprentice curriculum can transfer credits to community colleges or universities for further education. Visit www.ieci.org for more information on becoming an apprentice.

Established in 1957, IEC is a trade association representing 3,000 members with 53 chapters nationwide. Headquartered in Alexandria, Virginia, IEC is the nation’s premier trade association representing America’s independent electrical and systems contractors.

4401 Ford Avenue, Suite 1100, Alexandria, VA 22302 Independent Electrical contractors

Follow on Twitter @IEC_National

(703) 549-7351

www.ieci.org

Like on Facebook Independent Electrical Contractors

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Insights

Contents

April 2014 | The magazine for todayâ&#x20AC;&#x2122;s electrical and systems contractors

Features

14 Mobilizing Electrical Contractors to Help Build a Sustainable Future

By Philip B. Santoro

18 Tactics for Recruiting Veterans

By Samantha McCormick

22 The Value of Training in Good Times and Bad by Shirley ramos

26 High School Apprentices Learn Success with IEC San Antonio

By Julie Howard

30 Professionals in the Electrical Contracting Industry

By Dan Endris

32 Ready for the Regulators? Training Your Managers and Employees

By Joseph Dreesen

www.ieci.org | April 2014 | Insights Magazine

Contents Cont’d. 12

34 columns 6 President’s Message 8 From the Editor’s Desk 10 Marketing Matters 12 Management Methods

34 IEC Foundation 36 Inside IEC 37 Code Corner 38 Featured Products 41 Ad Index 42 Safety Corner

Comments? 4

Insights Magazine | April 2014 | www.ieci.org

We want your feedback! Send comments or suggestions to communications@ieci.org.

SHOW OFF YOUR

IEC Pride The IEC Pride Store is back! From shirts to hard hats, pencils to mugs, the IEC Pride Store will equip you to show off your IEC Pride wherever you are. Go to www.ieci.org to visit the new and improved Pride Store today.

President’s Message

Welcome

Home

By Gordon Stewart

continue to be impressed by the growth of the Independent Electrical Contractors’ (IEC) Apprentice Training Program. The nearly 40 percent increase in apprentice enrollment numbers over the past year is evidence that people are recognizing the need for highly trained professionals in the electrical industry. In my local chapter, IEC Texas Gulf Coast, there are more than 700 apprentices currently enrolled; all of whom are employed with a member company. As I think about our apprentices, I am constantly reminded of their diverse backgrounds and what attracted them to the electrical industry. One group of apprentices that I have watched closely is America’s heroes — our veterans. Veterans have been a cornerstone of the American electrical industry for years. Many of our volunteer leaders, including some IEC National Board of Directors members, are veterans. I was a member of the Army Reserves when I was hired by a company which performed electrical services. The military experience taught me discipline, problem solving, and commitment —

all of which helped me in my civilian job. The company always supported me when taking time off to serve my commitment to our country. After eight years of serving in the reserves while still employed by the electrical contractor, I retired with the rank of Captain. IEC is committed to making a veteran’s transition to the electrical industry as seamless as possible. The majority of IEC chapter Apprenticeship Programs are approved training providers under the G.I. Bill. Additionally, chapters offer direct entry preference to veterans. A career as an electrician is rewarding and in high demand. The need for skilled workers in this great trade is higher than ever. Additionally, this is a field that will always be essential and continually grow as more of our everyday lives are reliant on energy. It is our responsibility as employers and business owners to help lower the high unemployment rate among veterans. I encourage my fellow IEC members and our chapters to partner with local veteran support groups such as Department

Insights Magazine | April 2014 | www.ieci.org

of Veterans Affairs and Hire a Hero. We should draw from the unique set of abilities that veterans possess. We are so proud and appreciative to all of the brave men and women who have served our great nation. As they return home from the duty of making our world safer, they will always have a place with IEC. Gordon Stewart is IEC’s 2014 National President. As the principal elected officer of the association, Stewart serves as chair to the Board of Directors, House of Delegates, and Executive Committee. He has been in the electrical industry for 35 years and is currently the General Manager at Joe Swartz Electric in Houston, Texas.

NOVEMB ER 11TH , 2:12 P.M .

A LESSON LEARNED, THE EASY WAY IN AN INS TANT, PHIL TR A M M EL’ S IN - C A B B EH AV I O R TR A ININ G INSPIR E D A R E WA R D IN G CO M PE TITI O N

When MoboLectric manager Phil Trammel viewed an In-cab Behavior training webinar through CNA, he learned that using a cellphone while operating any motor vehicle increased the risk of a crash by 590%. Taking this lesson to heart, Phil equipped his entire fleet with hands-free devices, and initiated an annual safety competition across his entire staff. Now MoboLectric is filing fewer claims than ever before, and Phil’s enjoying a handsome bonus for worker safety and performance.

When you’re looking for risk control programs that keep contractors dialed in to relevant industry trends … ® we can show you more. To learn how CNA’s electrical contractors program can help your business grow more profitably, contact your independent agent or visit www.cna.com/iec.

The examples provided in this material are for illustrative purposes only and any similarity to actual individuals, entities, places or situations is unintentional and purely coincidental. Please remember that only the relevant insurance policy can provide the actual terms, coverages, amounts, conditions and exclusions for an insured. All products and services may not be available in all states and may be subject to change without notice. CNA is a registered trademark of CNA Financial Corporation. Copyright © 2014 CNA. All rights reserved.

Insights MANAGEMENT

from the editor’s desk

EDITORIAL OFFICE Thayer Long, Publisher tlong@ieci.org Joseph Cephas, M.A., Editor-In-Chief jcephas@ieci.org Deborah Stadtler, Managing Editor dstadtler@ieci.org Marlise Drischler, Associate Editor mdrischler@ieci.org ADVERTISING Rich Ryan (330) 686-0353 rgrsvc@gmail.com DESIGN/ART DIRECTION Think Baseline PRINTING Mount Royal Printing 2014 IEC NATIONAL OFFICERS President Gordon Stewart, Houston, Texas Secretary/Treasurer Mark Gillespie, Clarksville, Ohio Senior Vice President Joseph Hovanec, Rahway, New Jersey Vice President Bruce Seilhammer, Camp Hill, Pennsylvania Immediate Past President Dean Kredit, Phoenix, Arizona Insights is published in January/ February, March, April, May/June, July, August, September/October, and November/December by the Independent Electrical Contractors, Inc. Insights Independent Electrical Contractors, Inc. 4401 Ford Ave., Suite 1100 Alexandria, VA 22302 Tel: (703) 549-7351 Fax: (703) 549-7448

Presenting Opportunities

t a very young age our education system begins prepping students for their future careers. Early education provides basic skills and knowledge while also framing a child’s future. As students reach high school, they begin selecting their own classes that are geared to their interests and strengths.

I remember taking Accelerated English at Penn Hills Senior High, minutes outside of Pittsburgh, Pennsylvania, only because I was a decent writer — not thinking the impact it could have on my career. It was not until a few years later that the interest in writing developed into part of my pursuit of a profession. As I mentioned in the March issue of Insights “From the Editor’s Desk,” I was exposed to this career path and all that it offers. An accurate visualization of a vast array of careers is important at a young age. I remember taking metal shop, photography, video production, and other similar classes during my time at Penn Hills. In addition, the school offered vocational technical classes such as auto body, building trades, and graphic arts. The career path I was on required a college degree, however I had many classmates who each were on a different path that would draw them to apprenticeship programs. The path led to a great career in fields that best suited the individual students’ skills and interests. Often, people do not realize what career suits them until they have the opportunity to try different classes and skills on for size. Just as we all don’t like the same movies, foods, or music, each person’s career path is a highly personal selection. Providing a variety of options of careers ensures that each person can find their best fit. Not everyone’s career starts with a college degree — some of the best careers start with an apprentice program or military service. Read more about high school students being exposed to the trades and IEC’s apprenticeship program on page 26. This clever partnership between IEC San Antonio and MacArthur High School gives students a head start on their career by starting early. Learn more about how military service can provide skills useful in the electrical contracting industry on page 18. However individuals make it into the electrical contracting industry, everyone working together is what makes this industry great. If you want the most up-to-date information, stay connected with IEC National by “liking” us on Facebook at www.facebook.com/IEC.National, joining our group on LinkedIn, and “following” IEC National (@IEC_National) on Twitter. Also, follow our new company page (Independent Electrical Contractors) on LinkedIn.

www.ieci.org

Established in 1957, IEC is a trade association with more than 3,000 company members and 55 chapters nationwide. Independent Electrical contractors Headquartered in Alexandria, Virginia, IEC is the nation’s premier trade association representing America’s independent electrical and systems contractors. IEC National aggressively works with the industry to establish a competitive environment for the merit shop — a philosophy that promotes the concept of free enterprise, open competition, and economic opportunity for all.

Joseph G. Cephas, M.A. Vice President of Public Affairs Editor-In-Chief, Insights IEC National Follow on Twitter: @JosephCephas

Insights Magazine | April 2014 | www.ieci.org

Electrical and Systems Training Series

Independent Electrical contractors

The Electrical and Systems Training Series (ESTS) consists of various refresher courses for experienced electricians. These are stand-alone 40-hour courses where an individual does not have to complete every ESTS course offering. With the development of the ESTS courses, the recently revamped Professional Electricians Program (PEP) will consist of nine of the proposed ESTS courses. PEP will provide an alternative path for those who have significant electrical experience but need formal classroom knowledge without having to complete the four-year Electrical Apprenticeship Program.

available courses Theory I (100)* Theory II (200)* Motor Controls I (100)* Motor Controls II (200)* Fire Alarm: NFPA 72-2007 and 72-2010

coming soon

Code I (100)*

summer 2014

Leadership I (100)*

summer 2014

October 2014

Fire Alarm: NFPA 72-2013

Blueprint I (100)*

October 2014

Code II (200)*

October 2014

Code III (300)*

march 2015

*Required PEP Coursework

Visit www.ieci.org for more information

marketing matters

Putting Social Media to Work for Your Company By Deborah Stadtler

ocial media is a new arrival to the world of marketing, but one that has grown so much that it cannot be ignored. How does social media fit with your companyâ&#x20AC;&#x2122;s marketing strategy? Social media should complement your website, marketing materials, and overall brand. Which sites should your company be using in social media? As with all marketing, the answers will be different for each business. According to a recent LinkedIn study, social media is an important tool for growth for small and medium businesses. More than 90 percent of small and medium businesses are either already using social media or plan to use it soon. Of the 1,000 companies surveyed, 64 percent said that attracting new customers is their top challenge and 61 percent find social media helpful in finding new clients. These numbers show that companies not planning on using social media are behind the curve. Those that are already using social media, the vast majority use it for marketing purposes such as maintaining a company presence online, generating word-ofmouth and awareness, and gaining new business leads. Other ways to use social media include learning, sharing resources, and keeping up with business trends. Now that we have established the ways social media can help your business, letâ&#x20AC;&#x2122;s examine how the main social media channels can work for you.

Insights Magazine | April 2014 | www.ieci.org

Facebook As of January 2014, 1.23 billion people use Facebook. Facebook has a high percentage of users who check Facebook daily to interact with friends, companies, and public figures. Posts that contain photos usually gain more attention than just content or links alone. Facebook is a place for your company to create an online presence. Users can search by name to find your company, and the large audience on Facebook provides an opportunity to find new customers. Using other strategies, such as contests or advertising, are other ways to gain attention on Facebook for your company.

google+ Google+, with 359 million active users a month, is similar to Facebook in posting content and photos, gaining followers, and creating brand awareness. However, Google+ is tied to Google search results so the more visibility your company gains on Google+, the more visibility your company will gain in Google search results.

linkedin LinkedIn is aimed more at the business community than other channels. LinkedIn individual profiles contain information about past jobs, business skills, and recommendations. LinkedIn groups provide forums for people and companies in similar industries, areas, or topics to exchange ideas and links. LinkedIn is a place to find prospective employees, gain industry knowledge through groups, and connect with professional contacts.

twitter Twitter, with 243 million active monthly users, provides a stream of short updates centered around hashtags (keywords that begin with the number sign, such as #news). Each user has a unique name that begins with the @ symbol; IEC’s handle is @IEC_National. Posts on Twitter must be 140 characters or fewer. Using hashtags within a post allows users to search on a hashtags and find all the posts containing that keyword. Twitter is a great channel for up-to-the-minute posts and short ideas.

other channels There are many other social media channels that may be appropriate for your company. For example, YouTube, a site for posting videos, has over 1 billion unique visitors a month. This channel would be good for a company that could post training, how-to, or other videos for clients and customers.

Getting Started While there are many channels to use in social media, your company probably doesn’t need to use every one of them. First, define who you are trying to reach. Facebook, Google+, and Twitter might be better for reaching residential or commercial customers. LinkedIn might be better suited to reach decision-makers in other businesses or industry leaders. Second, how will you execute social media internally? Social media content should be posted regularly with a consistent voice. Finding who will manage the social media accounts and post content is a key decision. Perhaps there is a technologically-savvy employee who would be delighted to handle this task. Put your social media names and links on your website, marketing materials, and business cards. Third, monitoring social media metrics is important. Rising numbers of followers or connections can indicate that your content is engaging people. Flat numbers may mean new tactics or content could be needed to boost engagement. Small and medium businesses account for a huge part of the economy, creating seven out of 10 new jobs. Put social media to work for your company to boost your marketing and bottom line. Deborah Stadtler is Director of Communications for IEC National. She manages IEC National’s social media channels. She can be reached at dstadtler@ieci.org.

Pinterest is a virtual bulletin board of images. Companies can create boards with photos of past work, standout projects, and other visual images. Instagram is also visually oriented with photos appearing in a stream with hashtags associated with each one. Instagram has been strongly correlated with buying as users are drawn to the purchase site through eye-catching photos. If your company reaches a residential market, sites such as Angie’s List, Yelp!, and the Better Business Bureau may be sites that can help boost your reputation. Good reviews can raise your visibility to customers searching for local businesses.

www.ieci.org | April 2014 | Insights Magazine

Management Methods

Faulty Workmanship:

Is Your Business Properly Protected? By Aaron Kock, CRIS

Insights Magazine | April 2014 | www.ieci.org

aulty workmanship is a risk that specialty contractors, such as electrical, face each time they take on a project. Problems can come from a variety of factors and often take years to arise. For this reason, electrical contractors need insurance coverages built for their unique exposures. To address this need, business insurance carriers are beginning to offer contractor errors and omissions policies, which can protect your company from significant losses.

Deconstructing Errors and Omissions Coverage

property that is not the self-performed work, is indeed a covered occurrence.

Properly Equipped for Faulty Workmanship Claims

Historically, professional liability policies were designed to protect firms against risks beyond the coverage of their general liability (GL) policies, specifically claims resulting from design errors and omissions. Today, professional liability policies have evolved into a more robust contractor errors and omissions policy that expands coverage to include faulty workmanship and the use of defective materials and/or products. As an electrical contractor, it is important to understand the limitations and benefits of professional liability policies for both your firm and the design professionals you are hiring. More and more contract requirements are emphasizing the need for this type of coverage, which signals the need for additional in-depth coverage.

While court decisions may change how CGL policies are construed, insurance carriers do offer endorsements to clarify that the exceptions to work exclusions, and damage to property that is not the work itself, are deemed to be an occurrence. Electrical contractors should partner with brokers and carriers that can properly explain these options and whether they are even needed in a particular state.

With many claims similar to the XYZ Electric example above, insurance carriers have taken steps to recognize the coverage need for what had previously been considered a pure business risk — faulty workmanship self-performed by a subcontractor. The Contractors Errors and Omissions and Pollution Liability (CEO) policy was developed in response to a number of requests for a product to address construction errors and omissions.

Why You Need Errors and Omissions Coverage

Electrical contractors’ work often includes an element of judgment and design in selecting the means and methods of construction. Their contractual scope of work, however, is construction driven, and they do not generally deliver design documents as a work product. Claims regarding work by specialty contractors are typically driven by faulty workmanship. The CEO product responds to that market need. It is designed for specialty contractors that do not have a professional exposure per se but do have an exposure from errors or omissions in construction that may cause damages not covered by the ISO Commercial General Liability (CG 0001) form or traditional professional liability forms.

Commercial general liability (CGL) policies were never intended to serve as warranties of work. Damage to selfperformed work is considered to be a “business risk” and is excluded in most situations. Exceptions would be damage to property that is not the work itself or, possibly, damages caused by or to the work of a subcontractor done on behalf of a general contractor. Some insurance carriers have long held that faulty workmanship never satisfies the commercial general liability insuring agreement because there is no accident and, therefore, no property damage that could be considered a covered occurrence. Case law is often split by state on this issue. Since 2005, at least 20 jurisdictions have issued decisions to support defective construction as an “occurrence” with respect to damage to property other than the work itself. Courts in other states, such as Arkansas, Hawaii, Pennsylvania, South Carolina and, most recently, Ohio ruled that faulty workmanship is not an occurrence. To add another layer of complexity, and in response to those court decisions, South Carolina and Arkansas joined other states in enacting legislation to support the opinion that faulty workmanship, which causes damage to

Faulty workmanship claims not only damage a company’s reputation but ultimately affect their bottom line. Electrical contractors are putting themselves at risk every day by not having the proper business insurance coverage. To put the faulty workmanship issue in more realistic terms, suppose, for example, XYZ Electric (hypothetical company) is hired to install 500 yards of electrical conduit affixed to the ceiling of a new construction warehouse. Total job cost is $400,000. Two months after installation, a large portion of the conduit falls from the ceiling. Luckily, the warehouse was still empty, so there was no damage to the building owner’s property or any material being stored in the warehouse. After investigation, it is determined that XYZ Electric did not use the appropriate load bearing brackets specified by the engineer/designer, thus the weight of the electrical system caused the brackets to fail, sending the conduit crashing to the ground. Estimated cost to correct the work is $250,000. In this case, if XYZ Electric does not have errors and omissions coverage within their insurance policy, they will have to pay $250,000 out of pocket in re-work to rectify their faulty workmanship. Basically, any resulting property damage or bodily injury from the faulty work is likely covered by a GL policy, however, only errors and omissions coverage would provide coverage for faulty workmanship.

Unrelenting change in the construction industry has truly become the “new normal.” The best electrical contractors, brokers, and insurance companies will follow the trends in 2014 and work in partnership to assure coverage needs are understood and addressed. Aaron Kock, CRIS, is an underwriting consulting director at CNA, an IEC Platinum Industry Partner. He serves on the IEC Board of Directors, Platinum Partner Council, Industry Partner Committee, Industry Recognition Committee, and Finance Committee.

www.ieci.org | April 2014 | Insights Magazine

Feature

Mobilizing electrical contractors

to Help Build a Sustainable Future By Philip B. Santoro

Insights Magazine | April 2014 | www.ieci.org

lectrical contractors today face a dynamic landscape with new technologies and digital solutions, evolving codes and standards, an aging workforce, environmental concerns, and rapidly changing customer requirements.

According to the Bureau of Labor Statistics, employment in the electrical contracting industry is expected to rise 33 percent by 2020, adding about 1.8 million jobs. Continued investment in apprenticeship programs, on-thejob training, and continuing education courses for both current electrical contractors and new workers entering the workforce will be critical to prepare them with the skills they need to remain competitive in this dynamic industry.

Electrical Contractors in the Digital Age The use of digital tools is infiltrating all aspects of everyday life from personal to professional. In recent years there has been a large growth in the use of mobile devices and tablets for professional productivity. As consumers become more tech-savvy, they transfer their knowledge into the workplace to be more organized, efficient, and synchronized. This has become especially evident with the younger generation entering the workforce. This trend is changing the way businesses think and interact with their customers and employees, and it is redefining roles within a broad spectrum of industries.

platforms, and who gives their employees room to grow and expand their skill sets.

This digital transference has become increasingly evident within the electrical contracting community. Today, the role of the electrical contractor is being reshaped as new digital platforms and tools offer possibilities for changing the way they work, think, and interact with their customers and networks. The adoption of digital technologies is being spurred by several factors, including industry demand for alternatives to drive more business, improve staff productivity, and be nimble in a constantly changing business environment. For example, one of the biggest challenges many electrical contractors face on a daily basis is change. Their jobs are filled with constant change â&#x20AC;&#x201C; whether itâ&#x20AC;&#x2122;s a change in design because the end-user changes specifications or finding something unexpected during an install. In order to address these daily disruptions and demands and to provide efficient and reliable service for their customers, contractors need quick access to product information to find and order new parts. Electrical contractors entering the workforce tend to seek different job benefits than their predecessors did. A good job is no longer just about a pension, but rather a flexible employer who welcomes new ideas, including how to take advantage of new digital solutions and

Electrical contractors are increasingly demanding new digital solutions and tools to help them do their jobs more efficiently. The convergence of technical and business information being delivered increasingly through mobile devices, the ability to work in real-time with greater access to information and resources, is now critical to remain competitive in the industry.

Collaborating to Address the Energy Dilemma While the use of mobile devices and digital platforms is changing the way contractors work and interact with their customers, environmental concerns and new energy-efficient solutions are also playing an enormous part in transforming the role of the electrical contractor. Environmental concerns and the availability of energy efficient solutions such as electric vehicle (EV) chargers, home energy management systems, and building information modeling (BIM) are enabling more intelligent and connected infrastructures and positioning electrical Continued on page 16 >

www.ieci.org | April 2014 | Insights Magazine

Feature < Continued from page 15

contractors to play a pivotal role in creating a more sustainable future for the United States. Energy consumption, including electricity and other sources, is expected to double in the next 40 years. Meanwhile climate specialists say we need to cut carbon emissions in half to avoid serious climatic changes. In order to address this energy dilemma, we need to manage our energy more efficiently. Collaboration across the electric industry will be critical in addressing this energy challenge. No one company is going to solve the energy dilemma alone. Organizations need to collaborate across many sectors to put in place the right measures to address these issues. The collaboration must happen across the industry from manufacturers to organizations and associations like IEC to government regulatory bodies. The collaboration happens on many levels including preparation, training, and the creation of solutions, which puts together products and takes an integrated approach to solving customer problems. The industry is increasingly seeing how different players are working together to drive the adoption of solutions and help to address the energy challenge — regulators are mandating it, manufacturers are making it, organizations and associations are supporting it, customers are demanding it, and electrical contractors are putting together the solutions and delivering it. These solutions will increasingly involve more complex technology, including green or sustainable components. For example, added intelligence through metering and monitoring capabilities, advanced diagnostics for better visibility of high-energy consumers and planning for load shedding, and other energy efficiency decisions that can drive operational efficiencies. BIM smart models enable contractors to play a role in enabling more accurate analysis and simulations of designs and projects, in turn resulting in more efficient design, construction, and operation of buildings.

Training the Workforce to Succeed in Today’s Marketplace Preparing the workforce with the skills and expertise to install and sell energy solutions will be critical. Electrical contractors must develop new forms of expertise to help their customers — from residential homeowners and facility managers for commercial buildings to plant operators at industrial facilities — run their infrastructures more efficiently while ensuring safety and reliability. Apprenticeship programs and continuing education courses will be critical in this process. Training from dynamic online courses, real world application, interactive simulations, and virtual experiences will prepare students for hands-on lab work and on-the-job training. For example, organizations such as IEC offer apprenticeship programs to train electrical contractors entering the workforce and continuing education courses that help electrical contracting professionals gain and maintain essential skills. Additionally, many companies partner with organizations like IEC to bolster training programs and provide product donations, which allow electrical contractors to train with the latest technology and solutions available on the market. Increasingly, new products on the market will enable electrical contractors to more easily meet the prevailing National Electrical Code (NEC). For example, circuit breakers are becoming more and more sophisticated in terms of protection and the information they can provide to the consumer — which is specifically important as consumers demand to know more about their energy usage. Training resources and vendor product donations to local IEC chapters allow new contractors entering the workforce to train with best-in-class technology. Vendors also often offer their own training programs to prepare their partners and customers to remain competitive and provide them with resources to learn more about how to use their products.

Insights Magazine | April 2014 | www.ieci.org

Contractors strengthen their businesses and increase revenue by providing customers free access to new product releases, product technical information, training and support, and an online community of peers and technical experts. Traditional electrical contracting work will continue to become more integrated with intelligent solutions, therefore the skill sets and the expertise to work with these systems will need to grow. Being knowledgeable about new technologies and having the ability to leverage them for solutions in evolving areas will create customer value. Preparing the workforce to embrace these new challenges and opportunities within the industry will require fostering the development of energy solution skills at every level, arming them with the expertise to take advantage of digital solutions and platforms, and preparing them with the knowledge, technical skills, and practical experience they need to meet evolving customer demand. Philip B. Santoro is Electrical Contractor Segment Manager at Schneider Electric, an IEC Platinum Industry Partner and Partner in Learning. He is responsible for leading programs and initiatives that develop, strengthen, and support relationships with electrical contractors and electrical contractor organizations across different markets. He has over 20 years of experience in sales, operations, and price management with a specific focus on the construction industry. He also serves as a mentor to Schneider Electric’s construction and industrial sales force on product, bid day/change order strategy, and business climate. He can be reached at philip.santoro@us.schneider-electric.com.

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Feature

Tactics By Samantha McCormick

ur military veterans are ideal future electricians, and many electrical contractors are well aware of this.

“Our trade association members actively recruit and hire our veterans,” said IEC Rocky Mountain (IECRM) CEO, Spenser Villwock, MNM, LEED AP. But the problem lies in finding these terrific candidates. They are out there, and they are looking for jobs. According to the U.S. Bureau of Labor Statistics, of the nearly 2.5 million post-9/11 vets at home, 178,000 of them are unemployed. That’s a 7.3 percent unemployment rate for this group of individuals. How can your company find more veterans for your growing list of job openings? Here are some ideas that have been test-run by IECRM members.

Make it Easy for Job-seeking Veterans to Find You Make sure your company website provides information about the benefits that it provides to veteran or active-duty military employees wherever job openings are posted on the website. Also, revise descriptions to include these benefits. 1st Electric Contractors, Inc. in Lakewood, Colorado, provides an extended leave

If you had the opportunity to hire a new apprentice who could follow directions, think on his or her feet, learn complicated skills quickly and demonstrate them accurately, bounce back from difficult situations, work well on a team, and exhibit a strong sense of dedication and commitment to an organization, would you? You’d probably jump at the chance! of absence to all employees on active military duty, ensuring that their positions are not filled while they are away. Additionally, the company notes on its website that it pays for apprentice training and continuing education for all of its employees, including veterans. This is a benefit that a veteran may be looking for in an employer, especially if they are wary of navigating the GI Bill process. ADK Electric Corporation in Englewood, Colorado, also provides an extended leave of absence benefit to its veteran employees, which make up about 20 percent of the company’s workforce. “We strive to maintain some level of stability for these guys, so that they have a job to come back to. Their trucks and equipment are simply put on ‘mothballs’ until they get back,” said Kit Canaday, President of ADK Electric. The benefit to putting these benefits out in the open on your website and in job descriptions is twofold. First, it will entice job seekers to want to work for your

Insights Magazine | April 2014 | www.ieci.org

company, and second, it will help your website and your job postings get visibility in search engines by job-seeking vets. For example, if Fred Smith, a post-9/11 Marine, is searching a major job search engine like Indeed.com for “military jobs” or “veteran-friendly companies,” you will want your search result to display. By placing these keywords into your job description, you are enabling your company’s posting to do just that.

Form Partnerships with Local Veteranfocused Organizations “We work with Veterans Green Jobs,” said David Scott, Human Resources Manager at Encore Electric, Inc., an electrical contractor based in Englewood, Colorado. The company has about 50 veterans on its payroll, and they continue to recruit more with the help of Veterans Green Jobs, a nonprofit organization dedicated to helping military men and women find employment in the energy sector.

for

Recruiting Veterans As a chapter, IECRM is involved with several nonprofit organizations dedicated to veteran needs. In addition to working with Veterans Green Jobs and the U.S. Marine Corps Toys for Tots Foundation, IECRM recently formed a partnership with Freedom Service Dogs of America, a Colorado-based nonprofit that rescues shelter dogs and trains them to become service dogs for veterans, active duty soldiers, children, and others with disabilities that include brain injuries, spinal cord injuries, and post-traumatic stress disorder. Their program, Operation Freedom, was developed to help returning veterans and military personnel transition from combat life to civilian life. This year, IECRM will dedicate two fundraiser holes at its Annual Golf Tournament to support Freedom Service Dogs of America. Each of these organizations have very diverse functions, but they all serve a similar mission – to help veterans return to civilian life and, in many cases, settle into a “new normal” versus the normal that they knew before going to combat. In fact, all IEC chapters have something to offer the men and women who served our country. IEC chapters provide educational programs and career opportunities, which help individuals and their families find financial freedom, job security, and independence. By partnering with another organization that works directly with veterans, you will be sharing your light at the end of the tunnel to an audience that may need it most. A phone call to the local Veteran’s Affairs office can help find reputable organizations in your area that focus on veteran issues.

If hosting a job fair is not feasible, search for local job fairs in which your company can participate. One great way to keep tabs on free recruiting opportunities is to sign up for your local workforce center’s e-mail list. IECRM receives e-mail updates every time the local workforce center is looking for employer participants, and IECRM shares these opportunities with its members. These job fairs are free to participate in.

Reach Out to Local Workforce Centers Workforce centers are required, by law, to provide priority of service to veteran job seekers. The law, part of the 2002 Jobs for Veterans Act, states that any program funded by the U.S. Department of Labor (i.e., a workforce center) must give veterans priority over nonveterans in terms of delivering its services.

Use Traditional Recruiting Tactics

For example, a county workforce center shares job opportunities with veteran job seekers before opening up those opportunities to the public.

In a recent survey of IECRM apprentices, many of them said that they found out about their current job through word of mouth from a friend or family member. If you’re not already offering referral rewards to your employees, you should consider offering a cash or gift card reward.

Reach out to the local workforce center and inquire if they provide similar benefits to veteran candidates. If they do, this is one way your business can connect directly with local vets, and it is generally free for an employer to submit jobs to a workforce center’s database.

Participate in a Job Fair Last year, IECRM held its first Energy Industry Job Fair to help member companies fill over 200 openings for Journeyman electricians, apprentices, and other positions. We extended free booths to all of our members and donated a booth to Veterans Green Jobs. The event was a hit! It helped IECRM’s members find qualified and driven candidates for their companies, it helped local people find rewarding careers, and it also helped IECRM publicize the four-year Apprentice Program and continuing education offerings to everyone who walked in the door.

Communicate to your entire company that you are looking to bring more veterans on board. Word can travel fast and even across oceans. IECRM received an e-mail some time ago from an Interior Electrician currently deployed in the Army with just a few months left of his four-year commitment. He wanted to know how he could get involved in the apprenticeship program once he returned from service. These are just a few things that you can do to recruit more of the men and women who served our country. Talent is out there, it just takes a little bit of creativity and out-of-the-box thinking to find. Samantha McCormick is the Marketing Manager at the IEC Rocky Mountain Chapter in Denver, Colorado.

www.ieci.org | April 2014 | Insights Magazine

Feature

ADK Electric Corporation President Timothy “Kit” Canaday (2nd from right) with veteran employees (left to right) Kyle Mauck, Paul Berry, Austin Canaday, Patrick Jackson, and Ed Miller.

why veterans? Getting into the electrical field was something that I wanted to do before I joined the military. During deployments I was able to help with some electrical work so that when I left the military, it was the line of work that I wanted to enter. One thing that I like about the Central Ohio AEC/IEC chapter is that everything that you learn inside the classroom you are able to use, in some way, on the jobsite. I think this helps the learning process. I have also seen that when a student loses their job for some reason, IEC was very helpful in finding them a new job. > Joelan Bell, second year apprentice at Central Ohio AEC/IEC

Insights Magazine | April 2014 | www.ieci.org

After serving 8 years in the U.S. Marines, I felt it was best for my new family that I return to the civilian world and find a job that would allow me more time at home. However I wanted a career that would be stable and challenging and one that I could transfer a lot of the skills I learned in the military as a Combat Engineer. This is why I chose the electrical field even though my overall electrical knowledge was not extensive. Through Denier Electric’s on-the-job training and school with IEC, I was able to work and gain more knowledge every day and find new and creative ways to apply the other skills I already had. The best part of all this is that school is paid for and I am challenged each and every day. I enjoy being able to find a more effective way to complete tasks in a timely manner. >M itchel R. Reffett, second year apprentice at Central Ohio AEC/IEC

Based upon my experience of having served and retired from the military and having worked with so many veterans in our apprenticeship program, most contractors are able to train folks to become electricians. What they deal with daily is having to train folks to be good employees. A contractor should consider hiring veterans because: • They understand a chain of command (company hierarchy) and know how to work within the confines of what is expected of them in their various stages of their development. • They know how to be good employees. They show up on time, motivated and prepared to work. They take the initiative. They are not prone to absenteeism. They are great problem solvers. They have already had MOST of your required human resources and safety training multiple times. They understand sexual harassment, drug policies, safety requirements, etc. • Most have benefits (GI Bill/college funds) that help them in the periods of lower pay during the first and second year. These benefits are tied to their on-the-job training as opposed to schooling, so it benefits them to be working full time. • There are state and federal programs that incentivize contractors when hiring veterans. • Some Military Occupational Standards (MOSs) and Navy Enlisted Classifications (NECs) can tie directly into your work as a contractor. For examples: Navy Construction Battalions (especially Construction Electricians) and Navy Nuclear Power Program graduates are highly trained in all facets of electrical theory, repair, and troubleshooting. They can hit the ground running at most industrial firms. > Randall Tyle, Executive Director at Mid-Oregon IEC, Chief Aviation Warfare Systems Operator, United States Navy (retired)

Many veterans leaving the military underestimate the attributes they bring to the table with a potential employer. Veterans typically attempt to match what training they received in the military for their military “job” and try to equate that training to a specific trade in the civilian sector. Veterans inherently possess qualities such as initiative, dedication, attention to detail, and decisiveness. So when veterans are seeking a new career once they leave the military, they need to look past the experience and or training the potential employer is looking for in a new employee as it relates to that trade and recognize the talents they already have. All the other skills needed for that job are a learned trait.

Members of the United States Armed Forces are among the finest men and women this country has to offer. Their exceptionally high standards of conduct, superior work ethic, and strong sense of determination make them invaluable members to any workplace. In reaching out to these newly discharged service members, we not only help the veterans of America but we also greatly enhance the capabilities of our own industry. > Rob Jacobs, Apprenticeship Director, IEC Florida West Coast, Chief Warrant Officer, United States Marine Corps (Retired)

Being a former Marine and now an IEC Chapter Executive Director managing an apprenticeship program, both careers have similarities. They both start with an individual that is new in the industry. They both provide education and training needed for them to succeed in their job. They both provide an opportunity to watch an individual grow and become successful. It has been rewarding for me. > Walt Czyrnik, Mid-South IEC Executive Director, First Sergeant, United States Marine Corps (retired)

www.ieci.org | April 2014 | Insights Magazine

Feature

The Value of

in Good Times and By Shirley Ramos

Insights Magazine | April 2014 | www.ieci.org

Training Bad

he construction industry is beginning to see the light of day. Companies are no longer struggling with layoffs and are beginning to hire again. The anxiety of paying the bills is being replaced with thoughts of growth and expansion — or at least getting companies that survived back to what they once were. However, as the pendulum swings, there appears to be a completely new set of issues. The once bountiful supply of construction workers and craftsmen has dwindled to a select pool, as the “30-somethings” had to look for jobs in different career fields, having been let go from the industry during the economic downturn. The gap in the current construction workforce mimics an hourglass, with a high percentage of seasoned and skilled workers with visions of retirement at one end and a crop of the fresh, yet unskilled and inexperienced employees filling out the other. There is a narrow and limited group that sits between — those who would be described as experienced and skilled but also in the prime of their career. These are the current and future leaders and are key to taking the knowledge and skills that can only be learned by working alongside journeymen and tradesman and passing that knowledge down to the newest to the industry. These are truly the few and the coveted. There is a clear understanding and acknowledgement in the construction industry of the need to get those new to construction ramped up quickly and that doing so will require training. However, having difficulty justifying concrete return on investment (ROI) for training initiatives, many companies either downsized or disbanded their internal training organizations or reduced their external

training budgets in order to actively address new and rigid budget constraints during troubled economic times. In the last recession, for example, some companies reduced training, others restricted training events or the number of classes offered, and yet others deleted the budget line from the spreadsheet altogether. Recouping budget by decreasing or discontinuing training may have seemed a necessary — almost sensible — way to save costs, but ultimately the costs of limiting training when things were bad may have created a current and future dilemma. The industry training challenge may seem to be as simple as getting new hires up to speed, but the reality is that depleted training departments, the lack of structured training plans, and reduced budgets can be the real obstacles to successful training initiatives. Couple that with the likelihood that few people left in the organization understand how to launch new training initiatives or create a plan, and your efforts to get well-trained employees on your sites can be delayed by weeks and even months as you reorganize your efforts.

The Hidden Costs of Not Training When we refer to training in any organization, it is rarely limited to just new-hire training or new skill learning. More often, the word “training” is used when referencing professional development, organizational updates, communicating regulatory changes, succession planning, leadership development, and essentially any changes in what or how we do something that needs to be communicated. We often see training as an organized conduit for information sharing. Sit in any meeting, in any industry, where someone sees a deficit Continued on page 24 >

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Feature < Continued from page 23

of some kind or a need to communicate information, and you will hear some call to action that includes the word “training.” It makes sense that when we reduce our structure or capacity for training in any way, those benefits that are associated with training will suffer. An operations executive in a large electrical engineering company was getting his training initiatives back on track. He noted some regulatory updates that his company had resorted to sending out as e-mail updates and through manager communications. The result was a number of electrical workers with inconsistent information that was required to execute the job. His desire to integrate needed updates in the professional growth plans for his current employees reflected an indirect cost due to reduced training and communication. Other hidden costs include hiring experienced employees with the assumption that they know what they are doing, and if not, they will figure it out on the job. What’s the problem anyway? We are only hiring a few key positions or just a limited number of workers anyway — can’t they learn on the job? The answer is, “Sure they can learn on the job…and they may even get the job done.” Over time though, the look of your workforce resembles that of a group of entrepreneurs that are just doing it “their way.” Best practices, efficiency strategies, and just plain execution consistency can — and will — erode quickly in any size organization over time if there is no attention to training.

Managing and Sustaining Training During Difficult Times Whether it is a recession, planned growth, or other transitional event, there will be times when cash is tight and budgets will need to be pared or adjusted. Rather than deleting the training line item from the budget, consider managing training through the difficult times using the following strategies:

1. Create and maintain a companywide yearly training plan.

A comprehensive organizational training plan reflects the knowledge and skill gaps in the organization and the subsequent training initiatives to address those by department or employee group. A good plan aligns directly with attaining company goals and is used as a measurement for success. Because of this dynamic plan, informed decisions can be made on the areas to potentially reduce or cut and the effect on the organization those cuts or reductions could have. Having a training plan, even if your plan is to reduce training, maintains the integrity of an ongoing training program.

2. Link your training initiatives directly to your ROI.

With a good training plan, there are ways to monitor and measure your training initiatives with ROI in mind. Training for certain behaviors on the jobsite can have a direct effect on the revenue realized on that job. Initial assessment and clear understanding of the “current

Whether it is a recession, planned growth, or other transitional event, there will be times when cash is tight and budgets will need to be pared or adjusted. Rather than deleting the training line item from the budget, consider managing training through the difficult times.

Insights Magazine | April 2014 | www.ieci.org

state” is required and may take a little time to set up, but the return on your training dollars can be exponential.

3. Understand and invest in training needs required just to maintain. The all-or-nothing approach to training never works. Often training requests are declined merely because they have a dollar amount associated with them, without evaluation of the benefit to the organization. Even during times when budgets are limited, investing in some level of information transfer and professional development as part of an organized and planned training program will always be worth the money.

4. Do not fire the owners.

Or more specifically, do not let go of your people on staff who have education and experience in creating and executing training initiatives. In most organizations, there are people that either have a background in training and development or are interested in it to the point where they will do self-study. Having a person in the organization who understands the value of training and can support putting together effective training plans — even if it is not his or her primary position — will help during the lean times. It is important that someone in the organization owns the need and desire for training. The construction industry currently is experiencing an upswing. The future looks bright and there are dollars for new initiatives, for growth, and for those areas that do not always clearly affect our bottom line. This might be time for a paradigm shift. What might be the value of integrating our training program into the framework of our organization instead of regarding it as an appendage? Reprinted with permission from FMI Corporation, (919) 787-8400. For more information, visit www.fminet.com or call Sarah Avallone at (919) 785-9221. Shirley Ramos is a training consultant with FMI Corporation. She can be reached at (303) 398-7213 or e-mail sramos@fminet.com.

NEW!

2014

Webinar Series

As part of the IEC Training Advantage, IEC launched a new webinar series designed to keep members informed about issues that directly impact your business in the electrical contracting industry. These webinars are complimentary to all IEC members and will help you stay current. Topics are presented by IEC National staff and expert speakers in each information-packed hour.

April 9, 2014 Recruitment (Workforce) Outreach May 7, 2014 Latest in Jobsite Technology June 11, 2014 Legislative and Regulatory Update July 9, 2014 Maximize Industry Partners August 20, 2014 Economic and Business Planning for 2015 September 17, 2014 Legislative and Regulatory Update October No programming due to the 57th Annual IEC National Convention & Electric Expo in Baltimore, Maryland. November 17, 2014 Legislative and Regulatory Update: Impact of the Election December 10, 2014 Emerging Trends: What Was â&#x20AC;&#x153;Hotâ&#x20AC;? in 2014?

To sign up for a webinar and see full descriptions, go to www.ieci.org.

Independent Electrical Contractors

Feature

High School Apprentices

Learn Success with IEC San Antonio By Julie Howard

EC San Antonio partners with a local high school for the MacArthur Electrical Apprenticeship Program. The chapter is privileged to work with the school and its electrical program. The relationship began over 12 years ago and it continues to grow and thrive today. MacArthur High School’s Electrical Apprenticeship Program is actively using the first year of the IEC National Apprenticeship curriculum.

The students are introduced to the program in the seventh and eighth grade and the opportunities it can bring. Beginning in the student’s freshman year, they enter the electrical apprenticeship program. Ninth grade students are taught basic electrical theory and the safety aspects of the construction industry with the introduction to IEC safety standards and the IEC curriculum. During their second year, the student’s sophomore year, they are taught half of the first-year IEC National curriculum. During their junior year of high school, they are taught the

Insights Magazine | April 2014 | www.ieci.org

second half of the first-year IEC curriculum. During both of these years, they work in their school’s electrical laboratory learning pipe bending, electrical wiring projects from residential to commercial to industrial, work ethics, and team building. Just like on a jobsite, these students must learn to work with other employees/students. Upon entering their senior year of high school, most of the electrical apprenticeship students begin to work with local contractors. They continue their schooling in the morning and work

part-time in the afternoon at a local contractorâ&#x20AC;&#x2122;s office. Most of the students work for IEC San Antonio member contractors. Also at this time, they are registered with the Department of Labor and have the Electrical Apprenticeship State Licenses required by the Texas Department of Licensing and Regulations. At the end of their senior year, IEC San Antonio proctors a final exam to the students. This test counts as their final exam at the high school level. This is the same exam given to the students currently enrolled in the IEC program. This allows the chapter to know how many of the high school students are prepared to come to IEC San Antonio to continue the apprenticeship. Those who pass this test may enter directly into the second year of the IEC apprenticeship program.

Contractors Advise and Support MacArthur High School has an advisory committee on which many of the local IEC member contractors serve. They meet on a quarterly basis. It is made up of about 30 contractors and suppliers as well as a few individuals who represent other businesses in the industry. Many of the IEC San Antonio contractor member also donate time, money, and materials to the school and their laboratory. These contractors employ many of the students looking to gain some of their on-the-job learning hours. The contractors give feedback on the students and their work skills, knowledge, and attitude. The advisory committee speaks with the contractors often about other skills needed by the students, such as soft skills, more curriculum knowledge, and technical skills. The contractors work hard to employ and guide these students in their effort to further their knowledge and their career. There are many advantages to the program and the advisory committee contractor members. They include: a source of well-trained employees, improved cost-effectiveness of recruiting and training, an improved personnel selection process by using job

performance as a basis for permanent hiring decisions, and an improved retention rate among full-time employees. Like IEC San Antonio, MacArthur High School has an Apprenticeship Committee. It is made up of seven individuals from the industry. Their main responsibility is to review student employment records and work progress. They also approve the wage scale for the program and make sure the Electrical Systems Technology Apprenticeship Standards are up-to-date and correct.

Expanding to Other Schools Currently, IEC San Antonio is talking to four other high school districts in San Antonio about the program and how their high school electrical programs could filter directly into the IEC San Antonio program, which is another industry opportunity and career path opportunity in addition to college choices. The counselors and high school instructors the chapter is working with are eager to learn more about the

program. IEC San Antonio hopes to have the curriculum in one of the other high school programs by Fall 2014. The other three schools are trying to work the IEC curriculum into their schedule by Fall 2015. One of the main selling/talking points is the fact that a student who passes the IEC first year curriculum in high school can enter directly into the second year of the IEC program. This is a very important aspect for many of the schools IEC San Antonio has spoken to about the program. Many of the counselors at these high schools see this benefit as receiving dual credits towards the studentâ&#x20AC;&#x2122;s education.

Partners in More Than Just Education IEC San Antonio and MacArthur High School work together with Habitat for Humanity and SkillsUSA. Once a year, the MacArthur High School students in the electrical apprenticeship program are taken out to a Habitat for Continued on page 28 >

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Feature < Continued from page 27

Humanity housing development. They are supervised by the electrical company on the job, by the high school instructors, and by IEC San Antonio. The students enjoy this day because they are working on a project that is real to them and for the family that will reside in this home. These students work together with architectural and engineering students and other building trade students to prepare them for a real jobsite collaboration of different trades. SkillsUSA is a national student leadership organization which emphasizes skills such as job interviews, writing skills, people skills, and leadership skills. MacArthur High School and IEC San Antonio have been involved in this organization for many years. The high school students build projects and compete in pipe bending/wiring project competitions during their junior and senior year. IEC San Antonio hosts the local competitions. The students whose projects win compete at the state level. The national level hosts the wire-off and practical skills exam. These students are getting ahead in their career path because they start thinking about this in the ninth and tenth grades. This early education development mindset prepares the students for longevity in a career that is both rewarding and beneficial to the student, the contractor, and the industry. The IEC San Antonio partnership with MacArthur High School is a great opportunity for all partners. The students are gaining knowledge and real world experience, and the industry is gaining eager, young electricians who are ready to take on the industry and take it to new heights. Julie Howard is the Executive Director for the IEC San Antonio chapter. Before IEC, she worked for the Associated General Contractors of America in San Antonio, Texas. She attended the University of the Incarnate Word and received her Bachelorâ&#x20AC;&#x2122;s degree in Marketing in 2001 and her Masterâ&#x20AC;&#x2122;s degree in Business Management in 2006.

Insights Magazine | April 2014 | www.ieci.org

Join the Conversation!

Independent Electrical contractors

Connect with IEC National on social media to join the online community of thousands of electrical contracting professionals. You can find breaking news, legislative updates, compelling videos, safety tips, and much more by simply plugging into the IEC network.

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IECNational

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Feature

Professionals

in the Electrical Contracting Industry By Dan Endris

s an electrician a professional? That question has been swirling around for the past few months as we challenge the thinking of the Departments of Education and Labor. For the past few years, one of the initiatives in high schools is STEM (science, technology, engineering, and math). STEM programs feed students into fields of study that are considered professional. Many of these programs are college programs. I believe that an electrician is a professional and a professional occupation. A professional is someone who has completed a professional program in a given field. Generally we think of professionals as “white collar,” indicative of someone who works in an office environment. In addition they typically are governed by ethical codes and standards. Sound familiar? Electricians complete a professional, college-level program. Our work is guided and governed by ethical codes, standards, and practices for the safety of the general public. When recruiting an apprentice, I will often say the smartest people on the jobsite are the electricians because they have the most expansive codebook and they must think on their feet. They need reasoning, math, and problem-solving skills. Our education standards are the highest in the construction industry. We educate our apprentices the same way we educate engineers. We have a four-year curriculum; we teach theory, application, and the rigorous application of math and science. The only difference is that we are an applied science, not a theoretical science. Other fields “prove” what they have learned through a formula; we can actually test, with a meter, to see the answer. In order to be a professional, we must behave and act like one. Just like respect, it is earned. Being a professional is a choice; it is not a title given but earned. We need to continue to strive to be professionals and challenge others to see us as professionals.

Dan Endris is the Executive Director of IEC of Kentucky and Southern Indiana. He has an MBA from Webster University in St. Louis, Missouri, and has spent the last 20 years in nonprofit management. Endris also currently serves as Vice President of the IEC Foundation.

Insights Magazine | April 2014 | www.ieci.org

10 traits of a professional 1 Professionals put customers first, take care of their needs, and anticipate what they need next. 2 Professionals are experts. They have the knowledge and expertise to get the job done. 3

They surpass what is expected.

4 They deliver by being a person of integrity and accountability. 5 They learn to communicate effectively. 6 Professionals are people of high standards. Ethical, honest, and moral character is a paramount standard to have in your business and personal life. 7 They are humble yet generous in their praise for others. 8 Professionals share knowledge. 9 Professionals remember to thank others often and sincerely. 10

They have a positive attitude.

Could Compliance Issues Derail Your Fortune? Every employer, no matter what size, has to deal with human resource issues, regulations, and employment law changes. Contact your local marketing representative to learn how Federated Insurance can help you surround compliance issues related to state, federal, I-9, and other regulations. Visit www.federatedinsurance.com to find a representative near you.

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www.ieci.org | April 2014 | Insights Magazine

Feature

Ready for the

Regulators? Training Your Managers and Employees By Joseph Dreesen

ith increased enforcement by a myriad of state and federal agencies, such as the National Labor Relations Board (NLRB), the Equal Employment Opportunity Commission (EEOC), and the Occupational Safety and Health Administration (OSHA), do your managers and employees have the knowhow to ensure your companyâ&#x20AC;&#x2122;s compliance with workplace rules and regulations? What follows are some short scenarios to illustrate some of the issues that arise in the workplace, as well as a short primer on some of the training you should provide to your workforce. Providing training will ensure the company is better prepared to defend employment-based charges or claims and have a well-trained, smarter and, in the end, more productive workforce.

Insights Magazine | April 2014 | www.ieci.org

Scenario 1

Scenario 2

Scenario 3

Five employees at a remote worksite tell your foreman that they’re fed up with working overtime, he’s a stupid jerk, and they’re walking off the job. He tells them they’re all fired. Did he handle the situation correctly?

You have water leaking from the ceiling onto energized presses and drilling equipment. A maintenance worker climbs up some old scaffolding and attempts to fix the leak. A supervisor is standing on the floor telling him to hurry up and stop the water. The employee slips and falls to the ground. Someone calls OSHA and a compliance officer shows up. Do you have a problem?

John is an equipment operator. He’s also a minority. John is terminated for misconduct. You receive an e-mail from John claiming he was discriminated against and harassed based on his race. What do you do?

No. With the NLRB’s aggressive agenda, the company is probably in trouble. The employees’ walkout is more than likely “protected concerted activity” because two or more of the workers approached the foreman with a complaint about working conditions. Employees typically can’t be fired or disciplined for such activity. Regarding the comment to the foreman, surprisingly, the Labor Board has found such language to be protected, just as it has found handbook rules requiring employees to be courteous to coworkers or not be insubordinate to managers illegal. The lesson is to train your managers in what they can and cannot say or do in such situations. Review your handbook and company rules to ensure they’re square with the NLRB. Teach your managers to be better managers and communicators. If done properly, employees will deal better with workplace issues. They’d be less likely to go outside the company (e.g., filing a charge with the NLRB) to find solutions.

Maybe. Did the employee have on proper personal protective equipment (PPE)? Were adequate fall protection measures taken? Did the supervisor make sure the employee was properly equipped and trained to handle the problem? If the answer is no to any of these questions, an OSHA citation will more than likely follow. The lesson is that OSHA has specific training requirements for both employees and managers. In this scenario, the employee should have been trained in the use of PPE and fall protection measures, at the least; same with the supervisor. The employer needs to prove the training took place. Documentation is essential. One other note, if properly trained and the employee/supervisor still does not follow OSHA-required protections, worker misconduct is a defense to a citation when your workforce does not follow the rules.

These are common situations where employers may run afoul of state and federal workplace rules and regulations. There are certainly many other potential pitfalls out there. Your best defense is to be ahead of the game. That starts with getting your managers and employees the workplace training they need to succeed.

Just because John is gone doesn’t mean your obligations regarding his allegations end. If the employer knows or should have known discriminatory behavior may have occurred, it has an obligation to remedy any wrongdoing. The lesson is that the company should investigate John’s claims. This includes interviewing John, if he’s willing, and any employees (or managers) who may have witnessed John’s claims. Document your efforts. If you conclude harassment or discriminatory behavior occurred, take proper disciplinary action against the guilty parties. Finally, do a short training session with your supervisors and employees. A 15-minute review of your equal employment opportunity and harassment policies is appropriate. Again, document the training. As a matter of course, such training (a longer version) should take place on a yearly basis. These actions will help to ensure a positive outcome should John file a claim with the state human rights division or the EEOC.

Joseph Dreesen is a Shareholder in the Omaha, Nebraska, office of Jackson Lewis PC. Dreesen works with employers throughout the country on numerous employment and labor law issues. He has successfully negotiated numerous collective bargaining agreements and also has an extensive OSHA and wage and hour practice.

www.ieci.org | April 2014 | Insights Magazine

IEC Foundation

2014 iec Foundation

scholarship fund By Barbara Duncan, IEC Foundation Coordinator

Purpose

The IEC Foundation is seeking scholarship applicants. Do you know deserving apprentices or students who could benefit from a scholarship?

The IEC Foundation formed the scholarship fund exclusively for the charitable and educational purpose to reward deserving and qualified students who have demonstrated drive, dedication, and leadership in their pursuit of careers in the electrical industry. The IEC Foundation Scholarship Fund is offered to Independent Electrical Contractors (IEC) members and their immediate families who plan to pursue state accredited apprenticeship programs or post-secondary education in college.

Scholarship Eligibility Applicants to the IEC Foundation Scholarship Fund must be: • A high school senior graduating in 2014, or GED recipient, or highschool graduate enrolled in an IECapproved apprenticeship program (for the 2013-2014 school year), an undergraduate college program, or planning to pursue an undergraduate degree in the electrical industry. • Sponsored by a member of IEC. • A U.S. citizen or a non-citizen who is legally living/working in the United States.

Insights Magazine | April 2014 | www.ieci.org

Scholarship Categories Scholarships are awarded in three categories:

• Craft ($2,000 scholarship)

Students pursuing a certificate or associate’s degree at a state accredited college or apprenticeship program for the electrical industry.

• Baccalaureate ($2,000 scholarship) Students pursuing a Baccalaureate degree in fields such that when they graduate they could be employed by the electrical industry.

• Furthering a career in the electrical industry ($500 scholarship) Students who have graduated apprenticeship training who are currently employed full-time by an IEC contractor member and are studying part-time for a degree associated with the electrical industry.

previous winners

Juan Ornelas IEC Washington 2013 Scholarship Winner

Craig Pitman IEC Texas Gulf Coast 2013 Scholarship Winner

Application The IEC Foundation Scholarship Application is available now on the IEC Foundation website at www.iec-foundation. org. Also required in the application process is a short essay of goals and background. All requirements and instructions are included on the application. Applications must be postmarked or submitted through the website by May 15, 2014. If submitting by mail, send to the following address: The IEC Foundation Attn: Barbara Duncan 3505 Lennox View Court #206 Louisville, KY 40299

Leslie Swanson IEC Mid-Oregon 2013 Scholarship Winner

Tim Jones IEC Greater St. Louis 2013 Scholarship Winner

How Recipients Are Chosen

Payment of Scholarships

Recipients are chosen by the IEC Foundation selection committee based on goals and aspirations in the electrical industry, motivation to succeed, service to community and school, and academic ability.

Scholarship payments will be made payable to, and mailed directly to, the educational institution the student will be attending.

All applicants will be notified by July 1, 2014. Not all applicants to the program will be selected as recipients. Students may reapply to the program each year they meet eligibility requirements.

Scholarship applications are available now on the IEC Foundation website, www.iec-foundation.org. The deadline to apply is May 15, 2014.

www.ieci.org | April 2014 | Insights Magazine

Inside IEC

IEC Reaches Underrepresented Groups, Provides Model for Texas By Renea Beasley

n 2010, the IEC of Texas Board of Directors charged the IEC of Texas Apprenticeship & Training Committee to develop a four-year distance learning program for all its member chapters based on the IEC Curriculum. IEC of Texas partnered with IEC Atlanta, who already had a first-year online class based on IEC Curriculum, to update IEC Atlanta’s first- and third-year presentations and develop the second- and fourth-year presentations. At the same time, the IEC of Texas was approved by the Texas Workforce Commission to develop a state-wide pilot program for an apprenticeship model which utilized the new Department of Labor apprenticeship guidelines in nontraditional ways for delivering 21st century registered apprenticeship. This program was designed to help Texas meet the demands of business for skilled workers in the future. Specifically IEC of Texas was asked to address: • Providing a pre-apprenticeship program working with the local workforce board and other agencies that takes advantage of Workforce Investment Act funding and provides electrical and other types of training to potential candidates for the registered apprenticeship program; • Partnering with veteran’s groups as well as nonprofit community-based organizations that can be used to reach underrepresented populations such as youth and women; and • Using distance learning programs to reach out to rural communities and make career training available to those unable to attend traditional training onsite classes. IEC developed the IEC of Texas Integrated Apprenticeship Guide that contained guidelines for developing these programs at a local chapter level. In addition to sections on preapprenticeship, outreach to youth and women, and distance learning (which contained guidelines for development, usage, and four years of presentation), there are also sections on:

Insights Magazine | April 2014 | www.ieci.org

1. Innovative Partnerships developing partnerships with secondary schools to utilize the IEC curriculum in high schools with the opportunity to move into our apprenticeship program as well as expanding partnerships with local technical schools, community colleges, and other key stakeholders to provide unique learning opportunities for the community as well as apprentice training, 2. Interim Credentialing utilizing the IEC internal interim credential training model that not only recognizes the attainment of skill but also allows for greater program and client integration within the Texas Workforce System, and 3. E merging Industry Expansion IEC chapters developed training programs using “green” concepts and other technologies which are inherent within the occupation of the electrician. The final program was initiated in June 2010 as a part of the IEC of Texas Integrated Apprenticeship Program and was distributed to all chapters in Texas. After the IEC of Texas internal kickoff, we then began reporting to the Texas Workforce Investment Council of the Texas Workforce Commission and the Office of the Governor on our development of the three models: pre-apprenticeship, outreach to youth and women, and distance learning. We reported on progress quarterly until August 2013. The IEC of Texas Distance Learning model is the model for the State of Texas for implementing apprenticeship to rural and underserved areas. The report of the project has been posted and is accessible at http://governor.state.tx.us/files/ twic/Registered_Apprenticeship.pdf. Renea Beasley is the Executive Director of the IEC of Texas chapter.

code corner

A little historic research behind why the threshold was set at 600 volts in the NEC does not reveal much substantiation. The voltage threshold was increased in the 1920 NEC from 550 volts to 600 volts. No other attempt was made to raise the threshold until the 1990 code. During the 1990 code cycle, there was an attempt to raise the voltage level, however, there was little substantiation provided at the time by the Correlating Committee to raise the threshold.

600 Volts to 1,000 Volts By Mike Querry

oes the change from 600 volts to 1,000 volts in the 2014 National Electrical CodeÂŽ (NEC) create confusion? After speaking at several seminars and writing presentations concerning the 2014 NEC changes, it has become very apparent that the change of the voltage threshold from 600 volts to 1,000 volts has many in the industry wondering how or if this affects their industry or market. The answer could be yes or no. This sounds just as confusing as the change in the NEC itself. First, a little background on how this came about and how it may affect you. At the end of the 2008 code cycle, there

was a High Voltage Task Group that was created to review a FPN (now known as Informational Notes) that was deleted from NEC 2008 90.2(A)(2). The 90.2(A) (2) FPN was in the 2005 NEC and had a reference referring the user to ANSI C2 NESC for installations covered by the NEC concerning over 600 volt installations. This lead to the creation of a new article in the 2011 NEC (Article 399) that reinstated the original 90.2(A)(2) FPN into an Informational Note to Article 399.10 referring the user back to ANSI C2. The High Voltage Task Group was also given direction by the Correlating Committee to review the NEC for need for requirements concerning over 600 volts.

With the ever changing technology that is presented to the electrical industry, along came wind generation and photovoltaic (PV) systems. The High Voltage Task Group submitted more than 100 proposals for the 2014 NEC to raise the threshold from 600 volts to 1,000 volts in an attempt to keep up with the technological advancement in these technologies. Many PV systems are over 600 volts and the NEC lacked requirements to safely cover these systems. The 600-volt threshold had really never been an issue until the demand and need for sustainable energy resources technology expansion over the recent years. Increasing the voltage threshold alone will not completely cover these systems, however, it does provide a starting point for manufacturers. Mike Querry holds a Master and Journeyman electrical license in the state of Texas. He also has a degree in Electrical Technology from Stevens State Tech in Lancaster, Pennsylvania. Querry was previously assigned to NEC Code Making Panel 5 and currently serves on Code Making Panel 17. He is a member of the IEC National Codes and Standards Committee and the Water Environmental Association of Texas. He is employed by The Trinity River Authority of Texas and teaches part-time at IEC Fort Worth/Tarrant County as the fourth-year apprentice instructor, as well as teaching the continuing education curriculum, Master and Journeyman preparation class, and Motor Control classes.

www.ieci.org | April 2014 | Insights Magazine

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