SURGEONS of STEEL
In this issue Best Practices for Manufacturers Operating during the COVID-19 Pandemic Three Categories of Coronavirus Scams You Should Know About WAT Training Grant Update
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Spring 2020 - Volume 14; Issue 1
President's Letter Consider Advertising in the
Surgeons of Steel
Reach readers who are directly connected to Wisconsin’s tool, die & machining industry 2020 Advertising Rates:
I
’m keeping this President’s letter short and sweet. These
are crazy times we’re living in right now. The COVID-19 pandemic has sent some of our demand through the roof while throwing an anchor out for others. There is much that is being learned through this situation. We’re learning contingency plans for keeping our employees safe while keeping production from being interrupted. We’re hearing of key supplies, both medical and consumer products, that we depend on foreign countries to provide. We’re culling the good leaders from the bad leaders. As with any crisis our country is faced, the business community has stepped up to lower the curve of the effects of the virus on people and our economy. We see examples every day that our supply chain is up to any challenge and has enough capacity to handle the huge demands of the OEM’s. My hope is that at the end of this crisis OEM’s will not have a short memory. That they will look to the local supply chain to make their products instead of looking for lower cost sources. I hope they will ask themselves what has the most risk? What is the best for our country? I wish you and your families the best of health. Kirk Kussman President, TDMAW 2020 kkussman@aztalan.com (920) 342-9455
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Editorial Calendar: Interested in submitting an article for the Surgeons of Steel? Email your 500-700 word, Microsoft Word document to TDMAW at ToolMaker@TDMAW.org. Deadlines to submit articles are: Winter Issue: January 1 Spring Issue: April 1 Summer Issue: July 1 Fall Issue: October 1
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Table of Contents
2020 Board of Directors
President’s Letter..................................................................... 2
President – Kirk Kussman Aztalan Engineering Inc. 920.648.3411 | kkussman@aztalan.com
TDMAW Tours Alto-Shaam’s World Headquarters in Menomonee Falls........................................... 6
Vice President – John Thomann W-Steel & Grinding, Inc. 262.252.3630 | john@wsteel.net
Excel & Flourish Leads Class on Avoiding Outlook Overwhelm................................................... 7
Treasurer – Brian Nuetzel Matzel Manufacturing, Inc., 414.466.3800 | Briann@mzmatzel.com
HR Question of the Month? Which Restroom For Transgender Employees........................... 9 SOLIDReporter for SOLIDWORKS – Time and Project Management Tool....................................... 10 Three Categories of Coronavirus Scams You Should Know About......................................................... 11 Create an Enduring Risk Management Culture....................... 12 Best Practices for Manufacturers Operating during the COVID-19 Pandemic.............................................. 13 Addressing COVID-19 Workplace Issues: Responding to Employers’ Most Common Questions................................. 14
Secretary – Chris Ernster eTek Tool & Manufacturing 262.377.4150 | chris@etektool.com Chairman of the Board – Pete Kambouris Wisconsin Engraving Company 262.786.4521 | pckambouris@wi-engraving.com
BANKING BEYOND EXPECTATIONS BUSINESS BANKING PRIVATE WEALTH SPECIALTY FINANCE firstbusiness.com
No Sew Bandana Facial Mask Instructions from CDC.gov........................................................................ 17 WAT Training Grant Update..................................................... 18 Member FDIC
2020 Calendar of Events Tuesday, May 5 Federated Insurance Postponed – Meeting watch for new date Tuesday, June 30 June Outing
Ironwood Golf Course/ Lake Michigan
Monday, August 10
Waukesha Gun Club
Summer Outing Shootout
TOOL STEEL | HIGH SPEED | ALLOYS | STAINLESS POWDER METALS | GRINDING | BORING
OUR STRENGTH IS
OUR CUSTOMERS
TDMAW Headquarters W175 N11117 Stonewood Drive, Suite 104, Germantown, WI 53022 262.532.2440 Phone | 262.532.2430 Fax toolmaker@tdmaw.org | www.tdmaw.org
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North American Sales, Support, & Training Center for Logopress3 Software www.DieDesignSoftware.com (262) 938-9316
4 | TDMAW HQ (262) 532-2440
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In the Know We are experiencing a unique time in history. The COVID-19 pandemic is having an impact on our loved ones, the businesses we rely on, our own businesses, and the way we live our daily lives. As we all navigate through these rare and evolving challenges, we want you to know that TDMAW is here for you. Please don’t hesitate to reach out to headquarters or your fellow members, as well as our partners & sponsors, for support & advice. We are all in this together. A collection of COVID-19 resource links may be found on the home page of TDMAW.org. Please visit the page to find information that is intended to help you as you navigate these unprecedented times. Congratulations to TDMAW Member Ultra Tool & Mfg for celebrating 51 years in business and to Charter Member Superior Die Set for celebrating 97 years! We wish you both continued success! There are still a few members who have not renewed their 2020 membership. During these uncertain times we need each other more than ever! Contact Laura at TDMAW Headquarters, 262-532-2440 ex 15 or ToolMaker@TDMAW.org to request an invoice or to pay your $260 dues with a credit card. The 2020-21 Sponsorship Year begins on May 1st. If you know of an organization that does not qualify for membership but has a vested interest in Wisconsin Manufacturing, encourage them to contact TDMAW headquarters for information about sponsorship! You may view the inside cover of this magazine for a list of current partners & sponsors. Please give them an opportunity to win your business as they are supporting our association. TDMAW’s April and May member meetings have been canceled and will be rescheduled at a later date, due to the pandemic. The health and safety of our members is a top priority for us. We look forward to our annual Federated Insurance meeting, as well as our “Protecting your Company’s Assets” meeting hosted by TDMAW sponsor Lindner & Marsack. The Edward L. Simeth Scholarship, funded by TDMAW partner E L Simeth Co., is accepting applications, with an application deadline of June 1st. This scholarship awards up to $500 per semester to students currently enrolled in a Machine Tool Operations Program or Tool & Die Program at any accredited Wisconsin technical college. To qualify, applicants must meet the following requirements: • Applicant must be resident of Wisconsin • Must be currently attending an accredited Wisconsin Technical college • Must be enrolled in a Machine Tool Operations Program or Tool & Die Program • Must complete the online application, found at: https://tdmaw.org/scholarship
Classifieds For Sale: Wisconsin Engraving has a set of new unused DoAll Band Saw Blades, 120” long. They ordered them, got the wrong size and they don’t take returns. Asking $200. Please contact Pete Kambouris if you are interested. pkambouris@wi-engraving.com
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TDMAW Tours Alto-Shaam’s World Headquarters in Menomonee Falls
T
hanks to all who braved the snowy weather to join us in Menomonee Falls for a delicious corporate chef-prepared breakfast and plant tour at Alto-Shaam on January 23, 2020. Alto-Shaam manufactures high-end commercial ovens that are used in kitchens around the world, providing foodservice equipment solutions made in the USA to more than 90 countries globally. We learned that Alto-Shaam places great emphasis on process improvement and finding new ways to delight their customers. They have won Wisconsin’s Manufacturer of the Year award and have been recognized by their customers for their quality, design and innovation.
Alto-Shaam’s corporate chefs prepared breakfast and demonstrated some of their products in their on-site Culinary Institute, prior to the tour. We thank our hosts for their warm hospitality and great tour! To learn more about Alto-Shaam visit their website: https://www.alto-shaam.com/en. If you are aware of a Milwaukee area manufacturer that would be an interesting place to tour please contact TDMAW headquarters: ToolMaker@TDMAW.org.
6 | TDMAW HQ (262) 532-2440
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Excel & Flourish Leads Class on Avoiding Outlook Overwhelm
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toolmaker@TDMAW.org | 7
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8 | TDMAW HQ (262) 532-2440
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ARE YOU
THROWING AWAY
PROFITS?
Which Restroom For Transgender Employees QUESTION: We have a female employee who is in the process of transitioning to become male, and who is requesting utilization of the male multi-stall restrooms. How do we go about respecting his wishes and also respecting the other employees/ customers who will be utilizing the same facilities? What’s the correct way to address the request without infringing on the employee’s rights?
RESPONSE: Our recommendation
in this situation is to treat a transgender employee no differently than any other employee relative to restroom access. In this regard, the employer should allow such employees to use the restroom that comports with their full-time gender presentation or identity, regardless of biologic or physical attributes, as we trust this is the standard used for all employees. To our knowledge no federal law nor law in your particular state creates
an obligation to provide transgender employees with a special bathroom because of their transgender status, and generally we would discourage an employer from singling out, or discriminating against, such employees in this way. We also do not recommend that the employer use other employees’ or customers’ discomfort as a reason to treat differently the subject employee (or any other) by requiring that he use a restroom that does not comport with his full-time gender presentation, as you indicate he is a transgender male. In addition to creating employee relations issues, this could also result in a discrimination claim. Ultimately, if the subject employee presents and/or identifies as male, and absent a credible and legitimate threat to safety (in which case, the employer should take appropriate measures to protect its entire workplace -- not just its restrooms), he should be permitted to use the men’s restroom, and this is true even if other employees or customers prefer or believe differently. The federal EEOC supports this position as well, see the EEOC’s “Bathroom/Facility Access and Transgender Employees” for more information.
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toolmaker@TDMAW.org | 9
SOLIDReporter for SOLIDWORKS – Time and Project Management Tool Press Release
3DEXPERIENCE World, Nashville, USA, February 9, 2020: Logopress, a long-time SOLIDWORKS® software partner, announces the launch of a new add-in product called SOLIDReporter™ which has been developed for all SOLIDWORKS users. SOLIDReporter™ is an easy-to-use and affordable add-in designed to work seamlessly within SOLIDWORKS to automatically record, monitor and manage time, tasks and projects. SOLIDReporter will automatically record time spent working on parts, assemblies or drawings while automatically switching between projects based on criteria defined by the user. It also provides the flexibility of creating custom tasks to keep track of time
spent while working outside of SOLIDWORKS, whether it is time spent in meetings, on breaks, in the shop, etc. SOLIDReporter helps the user and the manager to monitor their projects in real time. It also allows the user and the manager to generate analytical reports by project, task, or time period. SOLIDReporter is designed to be forgotten, without forgetting what was worked on in SOLIDWORKS. SOLIDReporter automatically stops allocating time to a project, based on a user defined period of inactivity in SOLIDWORKS. The user can also add notes such as reminders, ideas and questions to the currently active project in order to follow up on them later. In addition, a time budget can be set for each individual project. SOLIDReporter then monitors the amount of the budgeted time used providing alerts at project milestones.
Providing Industry with the highest quality products and customer service to meet today’s demanding manufacturing requirements!
» Automation & Machinery » Die / Stamping / Fabrication
» Clamping & Fixturing
» Mold / Tool Room / Maint.
» Part & Tag Marking
Ray Proeber, president of Accurate Die Design Software, stated: “People are often pulled in many different directions and at the end of the day, they don’t want to have to remember what they spent their time on and how long they spent on it. It is also typically only a guess and not an accurate accounting of their time. SOLIDReporter does away with this headache. In no time at all SOLIDReporter will become an indispensable time and project management tool for automatically recording time and generating reports in SOLIDWORKS.” SOLIDReporter is available for purchase today from www.SOLIDReporter.com. Volume purchases in the United States may be made through Logopress’ North American distributor, Accurate Die Design Software, Inc., www.DieDesignSoftware.com.
Contacts:
Yves Thizy, General Manager Logopress SAS Pouilley les Vignes France Phone: +33 3 81 60 23 60 Email: yves.thizy@logopress3.com Ray Proeber, President Accurate Die Design Software, Inc. Brookfield, WI Phone: (262) 938-9316 Email: ray.proeber@DieDesignSoftware.com
» Laser Marking
www.elsimeth.com 403 S. Hawley Road, Milwaukee, WI 53214 Toll Free: 800.837.9270 | Fax: 414.771.9043
10 | TDMAW HQ (262) 532-2440 www.TDMAW.org
Three Categories of Coronavirus Scams You Should Know About Article submitted by TDMAW Partner, SWICKtech
I
n some ways, it feels like we’re living through an email renaissance! Over the last few weeks, a flood of legitimate and reputable information, alerts and offers about the Coronavirus has been hitting email inboxes across Wisconsin and the United States. During this pandemic people have a desire to donate to causes, learn information as soon as it comes out and keep themselves and their families safe. Unfortunately, these desires create a fertile digital landscape for bad actors, scammers and cyber criminals to take advantage of our hopes and curiosity. The United States Secret Service released a press release way back on March 9th, before the country was on high alert, warning of COVID-19 related phishing alerts. “The Coronavirus is a prime opportunity for enterprising criminals because it plays on one of the basic human conditions… fear” reads the release. “Fear can cause normally scrupulous individuals to let their guard down and fall victim to social engineering and scams.” At SWICKtech we’ve been researching the latest COVID-19 scams and many of them fall into one of the three categories mentioned above: donation requests, safety alerts and new information. We’ll talk about each category and how you can avoid being scammed.
1) Donation Requests It’s upsetting to realize that cyber scum-
we’ve seen at SWICKtech lure people into clicking by offering a vaccine or way to stay safe that isn’t known widely by the public yet. If you’re reading an email that wants you to click to learn about a conspiracy theory, a way to stay safe or a COVID-19 cure, it’s probably not legitimate and should raise a red flag in your mind. bags would steal from people trying to help. Scams we’ve seen around Coronavirus ask for donations to help poverty-stricken regions around the world. Most of the scams look like they’re coming from recognized organizations; GlobalGiving, Unicef or the World Health Organization. Be sure that you double-check any email request for donations with the website’s organization listed in the email. Many organizations will have a page on their site dedicated to secure donation. If an email link takes you to a page that looks like a payment portal, just be sure that the URL of the page corresponds with the legitimate website domain. For example, Unicef ’s giving page is unicef. org/take-action. A malicious URL might be unicef-giving.com/take-action. The difference is subtle. Look at the prefix of the URL before the “/” to figure out if a domain is legitimate.
2) Safety Alerts Scamming on people’s fear, as the Secret Service warns about, is most effective when a victim feels that their safety is at risk. Many of the email scams and phishing attempts
3) More information Right now people are addicted to knowing the latest information about Coronavirus, whether it’s numbers of people sick/infected or knowing when they can get their next roll of toilet paper! Luring a victim into more information is about as old-school as scams come. Be wary of emails that ask you to click on a link for “more information”. The link could be completely legitimate but could also be malicious. We’ve also seen a rash of scammers using fake file sharing sites, that look like OneDrive or DropBox to lure people into clicking or giving up their credentials to access “COVID-19 files” or “Coronavirus Action Plans”. Be wary of these. There is modern threat-protection technology that can be deployed in your organization to make many malicious links un-clickable. Check with your IT department or SWICKtech’s IT consultants to be sure you have that technology in place or if you want to get your employees trained on cybersecurity, phishing threats and scams they might face in their inbox.
toolmaker@TDMAW.org | 11
Federated Insurance
Create an Enduring Risk Management Culture
I
f you aren’t committed to incorporating risk management into the culture of your business, a seemingly small change can make it all crumble, leaving you without a solid foundation to help you prioritize the safety of your workers. If you intend to make risk management a core value of your business, your risk management culture needs to be strong enough to withstand any obstacle.
Personnel Changes A management change, while significant in many ways, shouldn’t decrease your workplace-safety results. Consider this story from a real business: The safety manager of a manufacturing operation retired, taking with him nearly all knowledge of the company’s safety program. When the new safety manager joined months later, he found elements of the company’s risk management program missing or lacking. Records, which were all kept on paper, were nowhere to be
found. The new safety manager had the unenviable task of rebuilding the program, while making sure the business’s day-today needs were fulfilled.
management readily adopt and act on new safety measures — sometimes before management even requires them, because that’s just the way things are done.
To combat the effects of personnel changes, a business must deliver a consistent and deliberate safety message to its employees. Documents, including processes and records, should be kept — and backed up — where any member of management can access them to ensure a smooth transition upon the departure of a safety manager.
Embraced All the Way Up
New Circumstances What happens when the rules change? Maybe regulators have added or modified workplace safety requirements. Or maybe your business begins using new equipment or offering new products or services to respond to market demands. A relaxed attitude toward safety won’t help you keep your workforce informed. Members of a culture that focuses on risk
When it comes to prioritizing safety, business leaders and risk management professionals agree: It has to start at the top. Business owners must believe in the importance of safety and model the behaviors that will help keep employees — and by extension, the business — safe. A positive example from leadership will likely be reflected throughout the next levels of management and frontline employees. The influence a well-respected manager has on employee behavior cannot be overstated. If preventing workplace injuries or accidents isn’t a primary and permanent focus, the possibility of letting things slip is very real — and the consequences could be severe.
12 | TDMAW HQ (262) 532-2440 www.TDMAW.org
Best Practices for Manufacturers Operating during the COVID-19 Pandemic Article provided by Metropolitan Milwaukee Association of Commerce (MMAC)
M
MAC is circulating the following guidelines for essential businesses that are remaining open during Wisconsin Gov. Tony Evers’ “Safer at Home” order. Companies should look to implement a COVID-19 Response Plan, dedicating resources immediately to identify and mitigate situations in the workplace which may introduce, expose or spread COVID-19. These preventive controls, while unique to each operation, should document the identification and mitigation measures being taken throughout the company, and be updated on a regular basis for the duration of the COVID-19 situation. These basic best practices are recommended.
Steps include: • Ban in-person meetings (internal or external) and employee convenings (formal or informal) of any size. Employee communication handled virtually wherever possible. • Employees scanned regularly on-site for body temperature (contingent on availability of scanning devices, which are in short supply due to acute global demand.) • Immediate workflow audit that removes instances of employees being within 6’ of each other. • Reduction of on-site work hours to minimum needed to sustain operations. • Staggered shifts and work hours to minimize on-site human presence at a given time. • Staggered use of all shared spaces, including bathrooms, breakrooms and lunchrooms.
• Staggered facility entry and exit procedures. • Mandatory work at home for all employees except those necessary for baseline production and logistics functions. • Sanitary processes implemented throughout facility (soap, hand sanitizer, single-use gloves, doors propped open, hands-free capabilities, no shared food.) • Blue tape marking of surfaces that receive frequent human contact; disinfection of these surfaces multiple times daily. • International travel ban – business and personal. • Domestic business travel ban except for critical operations (with senior management approval). Domestic personal travel requires employee to self-quarantine for 14 days and be symptom-free before returning to work.
• Any employee returning from a Level 2 or 3 CDC travel country must self-quarantine for 14 days and be symptom-free before returning to work. • No deliveries except those that support production activities or emergency building maintenance. • No visitors (including suppliers and customers) except those approved by senior management. • Employees must immediately report symptoms associated with COVID-19 exposure. • Employees must report contact with any person who tests positive for COVID-19; employee must subsequently self-quarantine for 14 days and be symptom-free before returning to work.
toolmaker@TDMAW.org | 13
Addressing COVID-19 Workplace Issues: Responding to Employers’ Most Common Questions Article submitted by TDMAW Blue Level Sponsor, Lindner & Marsack. Written by Oyvind Wistrom and Sally Piefer, March 13, 2020
T
he NBA has suspended play. The NCAA tournament has been cancelled. The World Health Organization (WHO) has now declared that the COVID-19 Coronavirus is a pandemic. Either your business has already been directly or indirectly affected or it inevitably will be affected by COVID-19. What can you do as an employer? The following tips should help you navigate the novel issues created by this unprecedented situation.
1. What if an employee reports to work with flu-like symptoms – what can we do as an employer? If any employee presents themselves at work with a fever or difficulty breathing, employers may ask such employees if they are experiencing influenza-like symptoms, such as fever or chills and a cough or sore throat. Employers must maintain all information about employee illness as a confidential medical record in compliance with the Americans with Disabilities Act (ADA). If an employee is experiencing these symptoms, the employee should be directed to seek immediate medical evaluation. It is also recommended that employers train supervisors on how to recognize these symptoms, while stressing the importance of not overreacting to situations in the workplace potentially related to COVID-19 in order to prevent panic among the workforce.
2. Can we ask an employee to stay home or leave work if they exhibit symptoms of the COVID-19 coronavirus or the flu? Yes. The Center for Disease Control (CDC) has made it clear that employees who exhibit influenza-like symptoms at work during a pandemic should leave the workplace and be asked to stay home. Employees who have symptoms of acute respiratory illness are
recommended to stay home until they are free of a fever (100.4º F), signs of a fever, or any other symptoms for at least 24 hours, without the use of fever-reducing or other symptom altering medicines. Now that the COVID-19 virus has been declared a pandemic by the WHO, the Equal Employment Opportunity Commission (EEOC) has stated that advising workers to go home is not disability-related if the symptoms presented are akin to the seasonal influenza. An employer may therefore require workers to go home if they exhibit symptoms of the COVID-19 coronavirus or the flu without running afoul of the EEOC’s interpretation of the ADA.
3. Can an employer take an employee’s temperature at work to determine whether they might be infected? Maybe. The ADA places restrictions on the inquiries that an employer can make into an employee’s medical status, and the EEOC considers taking an employee’s temperature to constitute a “medical examination” under the ADA. The ADA prohibits employers from requiring medical examinations and making disability-related inquiries unless (1) the employer can show that the inquiry or exam is job-related and consistent with business necessity, or (2) the employer has a reasonable belief that the employee poses a “direct threat” to the health or safety of the individual or others that cannot otherwise be eliminated or reduced by reasonable accommodation. The EEOC takes the position during a pandemic that employers should rely on the latest CDC and state or local public health assessments to determine whether the pandemic rises to the level of a “direct threat.” The assessment by the CDC as to the severity of COVID-19 will likely provide the objective evidence needed for a medical examination. If COVID-19 becomes widespread, as determined by state
or local health authorities or the CDC, then employers would likely be permitted to take an employee’s temperature at work. However, as a practical matter, an employee may be infected with COVID-19 without exhibiting any symptoms such as a fever, so temperature checks may not be the most effective method for protecting your workforce.
4. An employee of ours has tested positive for COVID-19. What should we do? In addition to sending the employee with the positive test home, you should send all employees who worked closely with that employee home for a 14-day period of time to ensure the infection does not spread. Make sure the affected employee identifies all individuals who worked in close proximity (within six feet) with them in the previous 14 days to ensure you have a full list of those who should be sent home. When sending the employees home, do not identify by name the infected employee or you could risk a violation of the ADA. You may also want to consider asking a cleaning / remediation company to undertake a deep cleaning of your affected workspaces. If you work in a shared office building or area, you should inform building management so they can take whatever precautions they deem necessary.
5. Can an employee refuse to come to work because of fear of COVID-19 infection? Employees are only entitled to refuse to report to work if they believe they are in imminent danger. Section 13(a) of the Occupational Safety and Health Act (OSH Act) defines “imminent danger” to include “any conditions or practices in any place of employment which are such that a danger exists which can reasonably be expected to cause death or serious physical harm
14 | TDMAW HQ (262) 532-2440 www.TDMAW.org
immediately or before the imminence of such danger can be eliminated through the enforcement procedures otherwise provided by this Act.” This is a relatively high standard that requires a “threat of death or serious physical harm,” or “a reasonable expectation that toxic substances or other health hazards are present, and exposure to them will shorten life or cause substantial reduction in physical or mental efficiency.” For an employee to refuse to report for work, the threat must be immediate or imminent, which means that an employee must believe that death or serious physical harm could occur within a short period of time. Requiring travel to certain areas of the world or requiring employees to work with patients in a medical setting without personal protective equipment at this time may rise to this threshold. Most work conditions in the United States, however, would not presently meet this threshold. Each case must be evaluated on its own merits and employers should seek to determine whether their workplace creates imminent danger to employees.
6. May an employer require a new employee to have a post-offer medical examination to determine their general health status? Yes, the ADA allows a medical examination of a new employee as long as it is required only after a conditional offer of employment is made. The medical examination is permitted so long as all entering employees in the same job category are required to undergo the medical examination and the information obtained regarding the medical condition or history of the applicant is collected and maintained on separate forms and in separate medical files and is treated as a confidential medical record. Employers may also ask if they are experiencing any symptoms of COVID-19 – fever, cough, shortness of breath or other acute respiratory symptoms. If the applicant or new employee answers yes, then you can ask them to delay starting for 14 days. Be sure to maintain the confidentiality of the responses.
7. May an employer encourage employees to telework (i.e., work from an alternative location such as home) as an infection-control strategy during
a pandemic? Yes. Telework is an effective infectioncontrol strategy that is also familiar to ADA-covered employers as a reasonable accommodation. In addition, employees with disabilities that put them at high risk for complications of pandemic influenza may request telework as a reasonable accommodation to reduce their chances of infection during a pandemic. An employer is not required to provide telework as an option to all employees, but is recommended that if the opportunity is presented to a certain classification of employees, all other employees in that job classification should similarly be permitted to telework.
8. During a pandemic, may an employer require its employees to adopt infection-control practices, such as regular hand washing, in the workplace? Yes. Requiring infection control practices, such as regular hand washing, coughing and sneezing etiquette, and proper tissue usage and disposal, does not implicate the ADA. The messages you should be giving to your employees are: • Wash your hands often with soap and water for at least 20 seconds. If soap and water are not available, use an alcoholbased hand sanitizer. • Avoid touching your eyes, nose, and mouth with unwashed hands. • Avoid close contact with others, especially those who are sick. • Refrain from shaking hands with others for the time being. • Cover your cough or sneeze with a tissue, then throw the tissue in the trash. • Clean and disinfect frequently touched objects and surfaces. • And, perhaps most importantly, tell employees to stay home if they are sick.
9. Can we require employees who are sent home or who do not report for work to use accrued PTO time? Yes. At least under Wisconsin law, an employer may require employees to use accrued PTO time if they are unable or unwilling to report to work – this is the case
even if the employer shuts down a facility and the employee is therefore unable to work. The only exception in Wisconsin would be with respect to employees who suffer from a serious health condition under the Wisconsin FMLA. In such cases, an employer is not permitted to mandate that employees use their personal PTO time during the pendency of the Wisconsin approved portion of the FMLA leave (two weeks). After an employee has used up their two-week allotment of Wisconsin FMLA, an employer can then mandate that PTO be utilized.
10. As Spring Break is approaching, what questions can I ask about employees’ personal vacations? You can ask your employees whether they have traveled to any locations the CDC or state health officials have indicated are destinations with a risk of communityspread coronavirus—currently about 30 countries in Europe (along with China, Iran, Japan, Singapore, South Korea, Taiwan & Thailand). Check the CDC website for a list of current countries (https://wwwnc. cdc.gov/travel). The CDC recommends that anyone traveling to these countries should stay home for 14 days from the time the employee left the country and to practice social distancing. Some employers have initiated mandatory time away from work if employees are returning from a country on the CDC list. You can also ask employees whether they been on a cruise ship. If on a cruise ship in the last 14 days, the employee should stay home for 14 days if a case of Coronavirus was reported on the ship during the cruise. Otherwise, it does not appear the CDC is currently recommending any work-related social distancing – unless the person is exhibiting symptoms – fever, cough, trouble breathing. However, the situation is in constant flux, so you may want to check the CDC website or contact legal counsel for up to date guidance. Lindner & Marsack, S.C. represents employers in all areas of labor and employment law. If you have any other labor or employment matter involving your business, please contact Oyvind Wistrom at owistrom@lindner-marsack.com or Sally Piefer at spiefer@lindner-marsack.com, or any other attorney you may work with at the firm. toolmaker@TDMAW.org | 15
EMPLOYEE RIGHTS
PAID SICK LEAVE AND EXPANDED FAMILY AND MEDICAL LEAVE UNDER THE FAMILIES FIRST CORONAVIRUS RESPONSE ACT
The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide their employees with paid sick leave and expanded family and medical leave for specified reasons related to COVID-19. These provisions will apply from April 1, 2020 through December 31, 2020. ►
PAID LEAVE ENTITLEMENTS
Generally, employers covered under the Act must provide employees: Up to two weeks (80 hours, or a part-time employee’s two-week equivalent) of paid sick leave based on the higher of their regular rate of pay, or the applicable state or Federal minimum wage, paid at: • 100% for qualifying reasons #1-3 below, up to $511 daily and $5,110 total; • 2/3 for qualifying reasons #4 and 6 below, up to $200 daily and $2,000 total; and • Up to 12 weeks of paid sick leave and expanded family and medical leave paid at 2/3 for qualifying reason #5 below for up to $200 daily and $12,000 total. A part-time employee is eligible for leave for the number of hours that the employee is normally scheduled to work over that period. ►
ELIGIBLE EMPLOYEES
In general, employees of private sector employers with fewer than 500 employees, and certain public sector employers, are eligible for up to two weeks of fully or partially paid sick leave for COVID-19 related reasons (see below). Employees who have been employed for at least 30 days prior to their leave request may be eligible for up to an additional 10 weeks of partially paid expanded family and medical leave for reason #5 below. ►
QUALIFYING REASONS FOR LEAVE RELATED TO COVID-19
An employee is entitled to take leave related to COVID-19 if the employee is unable to work, including unable to telework, because the employee: 1. is subject to a Federal, State, or local quarantine or isolation order related to COVID-19; 2. has been advised by a health care provider to self-quarantine related to COVID-19; 3. is experiencing COVID-19 symptoms and is seeking a medical diagnosis;
5. is caring for his or her child whose school or place of care is closed (or child care provider is unavailable) due to COVID-19 related reasons; or 6. is experiencing any other substantially-similar condition specified by the U.S. Department of Health and Human Services.
4. is caring for an individual subject to an order described in (1) or self-quarantine as described in (2); ►
ENFORCEMENT
The U.S. Department of Labor’s Wage and Hour Division (WHD) has the authority to investigate and enforce compliance with the FFCRA. Employers may not discharge, discipline, or otherwise discriminate against any employee who lawfully takes paid sick leave or expanded family and medical leave under the FFCRA, files a complaint, or institutes a proceeding under or related to this Act. Employers in violation of the provisions of the FFCRA will be subject to penalties and enforcement by WHD. WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR
For additional information or to file a complaint:
1-866-487-9243 TTY: 1-877-889-5627 dol.gov/agencies/whd WH1422 REV 03/20
To request a pdf of this poster, courtesy of TDMAW Partner Federated Insurance, please contact TDMAW headquarters at ToolMaker@TDMAW.org 16 | TDMAW HQ (262) 532-2440 www.TDMAW.org
No Sew Bandana Facial Mask Instructions from CDC.gov Materials • Bandana (or square cotton cloth approximately 20”x20”) • Coffee filter • Rubber bands (or hair ties) • Scissors (if you are cutting your own cloth) Tutorial
The TDMAW.org website has many resources, on it’s homepage, for TDMAW members. You will find: • A CARES Act Summary • DWD Work Share Fact Sheet • OSHA COVID-19 Informatin • Guide to the Employee Retention Tax Credit • And much more! Please check the page for helpful links and know that TDMAW is here for you as we navitage these uncarted waters together.
Thank you to TDMAW member Mercury Marine and Vallen Distribution for donating five Kennedy toolboxes to be awarded to deserving students, as identified by their instructors, at Wisconsin technical colleges. The pictured tag will be riveted to the toolboxes by TDMAW member Mahuta Tool Corp prior to distribution. We appreciate Mercury Marine and Vallen for keeping the Tools for Success toolbox program alive.
toolmaker@TDMAW.org | 17
WAT Training Grant Update TDMAW was awarded a Workforce Advancement Training (WAT) Grant, allowing TDMAW members to take training classes, taught by MATC educators, at a 60% discount. The cost of each class will be divided among participants, so the more that attend the classes, the less expensive they will be per person. Classes were scheduled to begin in March but have been postponed due to the pandemic. The deadline to hold the classes has been extended from June to November. Watch your emails for new class dates and plan to send employees and take advantage of this great training opportunity. If you are able to host a class of up to 18 people, meeting once per week for 4 weeks, contact TDMAW headquarters.
Classes offered will include: Geometric Dimensioning and Tolerancing (GD&T) (16hrs) This course teaches employees the concepts, rules and language of GD&T from a functional viewpoint, discussing the topics from the point-of-view of application to real world problems. • Learn GD&T symbolic language • Understand shortcomings of +/dimensioning and tolerancing and how GD&T eliminates these deficiencies • Introduction to functional dimensioning and tolerancing • Detailed explanation of datums and datum reference frames • Start with GD&T rules and simple concepts and build up to system level • Features, features of size, geometric tolerances and tolerance zones are covered in detail • Leads to a thorough understanding of GD&T basics • Presented from design, manufacturing, quality, inspection, and assembly points of view
Leadership Development (16hrs)
Managerial Communication (16hrs)
This program will train employees on to become a more successful frontline leader; including managing day to day operations, delegation, problem solving, employee coaching/motivation and team building.
This program will show employees how to apply the skills and tools necessary to effectively deliver management messages in a written and oral format.
• Learn how to set department goals and plan effectively and efficiently • Develop abilities to support strategic thinking and customer focus • Learn how to establish and maintain effective time management techniques • Develop and use positive techniques to build effective working relationships • Apply concepts of team building, team performance and motivation
• Demonstrate the application of analyzing the communication situation • Learn how to plan and prepare a concise message • Apply crucial conversation concepts • Practice active listening techniques • Learn how to effectively document performance and give performance appraisals • Effectively deliver oral presentations • Develop effective communication plans for shift change overs
• Understand the importance of performance standards, goals and objectives • Develop personal and team action plans to accomplish work and improve performance
18 | TDMAW HQ (262) 532-2440 www.TDMAW.org
2020
For more information visit tdmaw.org
Partners
Computer Services for Business Swick Technologies Gary Swick | (414) 257-9266 www.swicktech.com
Insurance — Property & Casualty and Workers Compensation Federated Insurance www.federatedinsurance.com
Heat Treating ThermTech of Waukesha, Inc. Kirk Springer | (262) 549-1878 www.thermtech.net
Supplies/Full Line E.L Simeth - Milwaukee Steve Simeth | (414)771-9270 www.elsimeth.com
Sponsors Red Level Sponsors
Blue Level Sponsors Alro Specialty Metals Inside Sales | (800) 365-4140 www.alro.com
von Briesen & Roper, S. C. Marcus Loden | (608) 661-3962 www.vonbriesen.com
Bell-Well Sales Co. Tom Schoenecker (262) 781-3670 www.bellwellsales.com
White Level Sponsors
Cincinnati Tool Steel Co. Ronald Cincinnati (800) 435-0717 www.cintool.com
Lindner & Marsack, S.C. Sally Piefer (414) 273-3910 www.lindner-marsack.com
Citizens Bank www.citizenbank.com
Sadoff Iron & Metal Nick Schrubbe (414) 698-0765 www.sadoff.com
Hitachi Metal Tom Bell | (262) 366-8209 thomas.bell@hitmet.com
Doral Corporation Chris Kuchler | (414) 531-9927 First Business Bank Kyle Haug | (262) 605-7213 Fox Valley Metrology Kit Krabel | (920) 426-5894 www.foxvalleymetrology.com
Jung Express Scott Jordan (414) 747-0100 www.junglogistics.com PyraMax Bank Eric Hurd ehurd@pyramaxbank.com
Tri City National Bank John Schmitz | (262) 676-0306 Vallen Distribution Company www.vallen.com
toolmaker@TDMAW.org | 19
W175 N11117 Stonewood Drive Suite 104 Germantown, WI 53022
TDMAW JUNE OUTING
Join your friends from TDMAW for our annual June Outing, planned for Tuesday, June 30th.
Choose from 18 holes of golf at Ironwood Golf Course or a day of charter fishing on Lake Michigan through Reel Sensation Charters. All will join together for dinner and prizes in the Party Barn at Ironwood Golf Course, in Sussex.
WatchTDMAW.org/programs for details and registration