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Serving the Canadian rental industry for 41 years.
4
EDITORIAL
The devices change, but our communication needs stay the same.
32 MINIMUM WAGE, MAXIMUM IMPACT
Rental owners across the land chime in on proposals to raise minimum wages.
12 PRESIDENT’S MESSAGE
Your association stays busy behind the scenes. by Hank McInnis
14 CANADA’S TOP 40 UNDER 40 RENTAL PEOPLE
Here’s our biennial look at the future of the rental industry.
42 AVOID A ONE-TRACK MIND
Choosing the right track loader demands consideration of all the factors.
40 DON’T FEAR THE ONLINE REVIEW
Internet feedback can help if used properly. by Russ Dantu
26 GETTING THE MOST OUT OF MILLENNIALS
Some tips for keeping the 30-somethings happy.
52 COMPACT EQUIPMENT SHOWCASE
A look at the latest compact loader technology.
58 SAFETY FIRST AND LAST
Summer heat can be a threat. Have a plan to counter it. by Jeff Thorne
New devices doing old jobs
It’s funny how the new communication methods have displaced the old ones, yet at the same time occupy the same “communication space” in our lives and work. It’s as if we have a certain set of communication needs that can be met a variety of ways, but no addition or subtraction from the set is allowed. Here’s what I’m talking about:
A face-to-face visit used to be the default way to communicate with someone. You wouldn’t call or write if you could walk over to their desk or drop by their office. Our cities are built around this assumption – that people have to get together in person in order to do business. Wow, has that changed. I think one of the unexpected long-term consequences of information technology could be the slow melting away of cities, but that’s a topic for another time.
You used a letter when someone was farther away and you had more to say than would take a few minutes, or when you needed there to be a record of what you said. Phone calls were the quick and dirty option for brief, informal communications. You’d never conduct serious business over the phone. Faxes, when they arrived, occupied a sort of limbo between phone calls and letters. They were informal and recorded – suitable for longer material that didn’t need to be secure or presented nicely. It’s amusing today to remember how, in the early years of their novelty, people
ON THE WEB:
Online registration open for customer service training
The 2018 Canadian Rental Mart will, for the first time ever, offer an exclusive opportunity for rental stores to obtain professional, industrytargeted customer service training for staff and managers. Space is limited – sign up today at canadianrentalmart.com!
Top 40 Under 40 online
Check out our online archive for present and past Top 10 Under 40 honorees. Winners from this month’s feature will be there soon! You can find the section at canadianrentalservice.com > Top 10 Under 40.
by Patrick Flannery
used faxes much the same way we used email when it was new and now texting or social media. Want to send a funny photo? In 1998 it was a fax. By 2008 it was an email. Now, a text is still a good way to go, but many younger people have moved even from that to Instagram and Snapchat – services purpose-built for this.
Today, a voice phone call now occupies the space of an in-person visit. We frequently make appointments for phone calls, almost apologetically asking to make the call. We’re painfully conscious of the imposition on the other person’s time and attention, and we view incoming calls as invasive disruptions. Think of how hard it is these days to get someone on the phone cold. You almost always end up in voice mail.
Emails did occupy the old space of phone calls for a time, but now that texting and social media messaging have became common they are moving quickly into the role once reserved for letters. Drafting emails and sifting through piles of correspondence is fast becoming an all-consuming chore for which companies will soon start to hire dedicated staff (remember secretaries?). Formal agreements are negotiated and finalized through exchange of email. My teen daughters and people closer in age to them than they are to me often go days without checking personal email. Why? Because if someone needs to communicate with them quickly they know to text or send them a message on Snapchat. These media now occupy the old space of the phone call.
Faxes appear to have been phased right out for everything except very rare circumstances (usually legal correspondence) where the communication has to be both fast and include handwritten signatures. That is, everywhere except the rental and medical industries. It’s one of the unique and adorable things about this business.
Getting a letter is now like getting a telegram used to be: reserved for special occasions where the communication itself is intended to be part of the experience. And face-to-face communication seems to be becoming more valuable as it becomes more rare. I think you get more time and attention in a face-to-face meeting now than you used to. Maybe things are coming full circle... CRS
INDUSTRY NEWS
LOU-TEC CREATES NETWORK OF CORPORATE-OWNED STORES
Lou-Tec Group has announced the merger of 12 Lou-Tec locations in the Quebec City, Montreal and Gatineau/Ottawa areas. With this merger, seven Lou-Tec-affiliated locations of Equipements Superieurs in the Quebec City area, four Lou-Tecaffiliated locations of Groupe Aztec in the greater Montreal area and Gatineau/Ottawa, and the Lou-Tec Group franchiser location in Anjou are joining forces to better meet the growing demand from contractors and major project developers in Quebec.
In an interview with Canadian Rental Service magazine, Claude Guevin, Lou-Tec CEO, explained the new initiative to bring some
Lou-Tec locations into direct corporate ownership is partly a reaction to shifting market demands in Quebec and partly a natural consequence of the company’s recent growth. “If we want to be better, we have to grow,” Guevin said. “We need to be really, really integrated because of the size of our clients and the size of our business. We need to find ways to reduce the cost of fleet equipment and improve our bottom line.” Guevin pointed out that Lou-Tec has a fleet of over $300 million across the company with plans to spend another $30 million over the next year. “We see the creation of this network as a way to increase profitability and utilization. The more we can reinvest in the company, the better. It’s like a big hole we can never see the bottom of.” Guevin hopes to realize substantial volume discounts by buying fleet across a number of stores and sees logistical benefits in having
shared fleet in different locations, reducing re-rents and improving service to large contractors with provincial projects.
Guevin also stressed that the goal is not to bring all Lou-Tec locations into the corporate fold. “In each region, our dealers are extremely involved,” Guevin said. “They have a great knowledge of their customers and what they want. I have discussions with our dealers every day to stay on top of the needs for each region. They are always involved in decisions. The mergers make sense in the major centres where we need to be stronger and more integrated.”
Reaction to the creation of a corporate network has been positive across the company, Guevin said. “At our special shareholder’s meeting to discuss this it got close to 100 per cent of the vote. The world has changed and our customers have changed and we need to be very open, very flexible.”
RENTAL MART CUSTOMER SERVICE TRAINING DETAILS ANNOUNCED
The Canadian Rental Mart, coming March 6 and 7, 2018, has released a detailed agenda for its full-day customer service training program, hosted by Canadian Rental Service columnist Russ Dantu. The program will be beneficial both to rental store staff and management. Rental stores wishing to register students for the training can do so online at canadianrentalmart.com. The course costs $79 per student. Space is limited so early registration is encouraged.
“Participants will work alone, with a partner and in small groups as well as on their feet and even throwing things around,” Dantu says. “It is designed to be highly interactive and fun, learning through moments of enjoyment. Past attendees often comment that they dreaded being sent to a customer service session and were amazed at how fun this was and how quickly the time went by.”
The program will run from 9 a.m. to 4 p.m. with an hour break for lunch. There will be a 15-minute break in both the morning and afternoon sessions. This full-day workshop is ideal for owners, managers, team leads and employees.
Morning: Communication – The first two hours will be focusing on communication, including how we say things; touch points; body language and facial expressions; the six emotions we all share; reading your customers and employees; and personality styles.
What employees want – The rest of the morning will be learning what employees want and need to stay satisfied. Happy employees make for better customer service.
Creating your X-Factor – What makes you different than your competitors? Why will people buy from you? What will keep them coming back?
Afternoon: Teambuilding and internal customer service – We will focus in on building a positive culture in the workplace with departments working in synergy.
Dealing with difficult customers – Topics discussed will be the Four Ps for any transaction to take place; the E.N.D.E.A.R. method to solve 99.9 per cent of customer complaints and turn them into raving fans; stress and coping mechanisms; and finally dealing with change.
IN THE GAME OF EFFICIENCY, WE SCORE BIG.
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NEW LIFT STANDARDS EXPLAINED
Skyjack has released a white paper detailing the major changes to the new access equipment standards in North America. “The new ANSI design standard will broadly bring North American machines in line with equipment currently in the European market, closing off most global variances,” said Barry Greenaway, senior product manager. “The white paper details the changes so rental companies and operators can prepare in advance and gain the insights needed.”
The American National Standards Institute (ANSI) is expected to release the new standard in the third quarter of 2017. In the white paper, Greenaway highlights the following information and major changes:
• Current and future standards
• Familiarization and training
• Availability of machines designed under old and new standards
• Active load sensing system
• Impacts of new wind force requirements
• Impacts of new stability and calculation tests
• New railing heights and platform entrances
The white paper is available for download at Skyjack’s website: skyjack.com.
The ANSI standards dictate stability, testing and safety requirements to access equipment manufacturers to ensure the marketplace receives and uses certified machines. The similarity with Canadian CSA standards allows for a consistency of approach, equipment and training throughout the Americas.
IEDA WELCOMES NEW BOARD
The Independent Equipment Dealers Association (IEDA) introduced incoming president Kevin Fox of Dewitt Equipment in Barrie, Ont., and new board members Luke Brenner of Heavy Equipment Co. in Austin, Texas; Kenneth Tysinger with May Heavy Equipment in Lexington, N.C.; and Chris Lohman with South Mountain Tractor in Tempe, Ariz.; as well as treasurer Kristin Waldie with CapStone Accounting in Minesing, Ont. IEDA’s new president and board members were announced during the association’s Annual Meeting and Vendor Expo in Orlando, Fla., this past February. Members of the IEDA board of directors serve a maximum of two consecutive years and are responsible for establishing industry best practices and quality used equipment standards.
XCMG EDMONTON
XCMG has opened its first retail store and service centre in Edmonton under the name Japa Machinery Group where it will offer local sales, spare parts, service and customer service support for the company’s construction machinery products. Set up in a key market in North America, the new XCMG complex covers an area of 3.5 acres and operates eight maintenance shops, including two machining workshops, five repair shops and one cleaning shop that can provide repair, inspection and maintenance services for 10 machines at the same time. The facility also has warehouses for machinery products and spare parts
as well as offices. More than 300 clients from local government and the construction, mining, rental and infrastructure industries attended the service centre’s grand opening in Edmonton that showcased XCMG’s latest products. Some clients placed intentional orders worth more than US$2 million on-site. XCMG began selling excavators in Canada in 2015. The new XCMG complex in Edmonton has further improved the company’s network in North America with a new ability to guarantee an ample supply of spare parts.
“Expanding in the high-end North American market has always been a priority for XCMG. We’ve established
a research and development centre in the U.S. that specializes in product design and adaptability improvement, which allows us to create products that meet North American standards, while further completing our sales and service networks on the ground to provide complete construction machinery solutions to our clients,” said Wang Min, XCMG president.
XCMG is a multinational heavy machinery manufacturing company with a history of 74 years. It currently ranks ninth in the world’s construction machinery industry. The company exports to more than 177 countries and regions around the world.
Kevin Fox
At Doosan, we do more than engineer products. We engineer solutions. Robust compressors that weather the harshest conditions. Generators and light towers that match innovation with efficiency. Unrivaled service and support, day or night. That’s the way we’ve operated for over 100 years, and the way we’ll do business for decades to come.
TRC TO CARRY BOSCH REXROTH
Bosch Rexroth Canada has announced the appointment of TRC Hydraulics as its authorized distributor for industrial and mobile hydraulics products in all of Atlantic Canada. The agreement provides Bosch Rexroth Canada with a strategic step to secure its future business in the region, with a stronger footprint in Atlantic Canada. TRC will support MRO, end user and reseller business in the region. Bosch Rexroth Canada will be primarily responsible for OEM with a limited, focused end-user business. TRC, together with Bosch Rexroth, will work jointly to promote and introduce the latest technologies to the region. TRC Industrial Hydraulics, founded in 1986 with over 30 years’ business experience and with approximately 100 employees, is located in three full-service hydraulics sales and repair facilities across the region in Nova Scotia, New Brunswick and Newfoundland and Labrador as well as one manufacturing location in New Brunswick. Their manufacturing division, TRC Manufacturing, custom designs, manufactures and provides full support to complete customer projects. Bosch Rexroth Canada, with sales offices in all major business centres across Canada, will continue its role to sell direct in regions and sectors that identify with its current business model. However, Bosch Rexroth seeks to remain market agile to explore a variety of channel partner options to achieve continued and future market growth success. Tom Light, president of Bosch Rexroth Canada, together with Terry Coyle, CEO of TRC Hydraulics, say they are very optimistic about the growth opportunities for the two companies.
KRENTS PICKS UP TAKEUCHI
KRents, a division of SMS Equipment, has formed a partnership with Takeuchi Manufacturing to introduce its new line of compact equipment to short-term rental equipment fleets across Western Canada. With the addition of the compact equipment from Takeuchi, KRents is now able to provide more extensive equipment rental solutions to its short-term equipment rental customers. Takeuchi’s compact equipment line will be made available through KRents, adding to their rental equipment fleet consisting of Komatsu, Terramac, and other complimentary OEM equipment. KRents will be bringing on inventory which includes compact excavators, wheel loaders, skid steers and track loaders.
“We are excited to be partnered with KRents and look forward to assisting them grow their rental business with Takeuchi compact equipment,” said Scott Place, director of national accounts with Takeuchi-US. “Charmaine Greer,
Canada’s regional business manager for Takeuchi-US was instrumental in developing this partnership with KRents and getting Takeuchi products into the hands of Canadian rental customers and business owners alike,” said Place.
“KRents customers have expressed the need for some light industrial equipment to be added to our rental fleet for some time now. We feel the Takeuchi line is a great fit with their proven designs in track loaders, small articulated wheel loaders, skid steers and mini-excavators,” said Chris Hort, vice-president of equipment sales for SMS Equipment. “To start with, we will focus our inventories in the Edmonton and lower mainland of B.C. But, as always, KRents will supply and support our customers wherever their needs across Western Canada.”
Takeuchi manufacturing began in 1963. It developed a compact excavator in 1970 and innovation continued in the mid-80s with the introduction of a compact track loader.
TIRESOCKS RESTRUCTURES
TireSocks, a supplier in surface protection and safety products, announced a major personnel reorganization starting with the hiring of Kali Peterson as the new general manager. Concurrently, the company announced the promotion of Patti Reichert to operations manager, hired Kami Nelson as the sales and marketing manager and Pat Kinsch joined the team as administrative and marketing assistant. These positions were created to support Tiresocks’ continued growth and facilitate the company’s strongest year to date in 2017. Peterson comes from an accounting and financial background. Prior to joining Tiresocks full-time in January, she spent nine years serving as president of her own firm servicing the accounting needs of dozens of area businesses. Seven of those years included overseeing the accounting for TireSocks. As the general manager, Peterson will continue to oversee the company’s financials in addition to managing day-to-day business operations. She enjoys playing sports, reading and travelling with her family. As the sales and marketing manager, Nelson will be responsible for the day-to-day oversight of the marketing department. Her first major project will be the creation of the new TireSocks website. She brings 13 years of experience in the graphic design field and a master’s degree in web design and development from DU. Kami has provided design and marketing services for Colomer Beauty Brands, Sports Authority, All Packaging and Excell Marketing. Kami enjoys cooking, camping, and spending time with family, friends, and her three dogs.
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PUTTING THEIR BRANDT ON IT
The Brandt Group of Companies and the Saskatchewan Roughriders Football Club have announced that Brandt has joined the team’s roster of Founding Partner-level sponsors, bringing the total to eleven.
“It was a natural step for Brandt; this partnership gives us a tangible opportunity to demonstrate our commitment to our hometown and our home team,” said Shaun Semple, Brandt president. “But it’s also personal for me. I was born just two hours before the Riders won their first Grey Cup in ‘66 and have been a diehard fan from day one!”
Founding Partner sponsors receive permanent recognition within the new Mosaic Stadium facility along with the ability to secure exclusive multi-year sponsorship and partnership assets, naming rights and other activation opportunities. They also receive access to premium hospitality areas, suites and lounges
that offer an exclusive environment for building relationships with clients, vendors and preferred customers.
“Having Brandt join our exclusive group of Founding Partners is very exciting for our organization”, adds Craig Reynolds, president and CEO of the Saskatchewan Roughriders Football Club. “This is a community facility and Brandt has always taken a strong leadership role in our community, so the fit is perfect.”
The new home of the Saskatchewan Roughriders seats 33,000 and is the newest facility in the Canadian Football League. Construction on the new stadium began in early 2014, and it was declared “substantially complete” on August 31, 2016. Mosaic Stadium hosted its inaugural sporting event, a university football game between the Regina Rams and the Saskatchewan Huskies, on October 1, 2016. The Roughriders will move into the stadium for the 2017 CFL season.
Brandt’s sponsorship activities don’t stop there. The Brandt Group of Companies and the Regina Exhibition Association Ltd. (REAL), the operator of Evraz Place, have announced that they have reached a new 10-year agreement that will see Brandt continue as the naming sponsor for the facility’s principal sports and event venue, the Brandt Centre.
NEW OEM SALES MANAGER FOR KAWASAKI
The Engines Division of Kawasaki Motors announced the addition of Todd Sytsma to its management team overseeing relationships with the OEM community. Sytsma, a Grand Rapids, Mi., native, has joined the company as an OEM sales manager. Most recently working for Michiganbased Visual Workplace in both sales and distribution management roles, Sytsma also previously held sales posts in the office furniture industry.
“Todd’s mix of both inside and outside sales experience will bring a valued perspective to his position with Kawasaki,” said Kurt Forrest, director of OEM sales. “Part of our continuing focus on satisfying the needs of our OEM business partners is making sure that the interface between our company and theirs is as seamless as possible.”
Kawasaki, which has produced more than eight million engines at its plant in Missouri, recently moved the company’s research and development group to the division’s Grand Rapids headquarters. The close proximity of the sales groups to the development teams is intended to provide both short- and longterm benefits for Kawasaki customers.
“We are very glad to see this agreement completed; it’s a win-win for Regina,”said Semple. “The Brandt name has become synonymous with sports and entertainment in this city over the years and it is important to us to continue to demonstrate that commitment to our community.”
The new sponsorship money may be supplemented with a funding package currently under discussion at Regina city council. If approved, this money would help to pay for upgrades to bring the facility up to CHL standards in time to host the Memorial Cup’s 100th Anniversary championship in 2018. Negotiations are also underway on an updated service agreement between REAL, Brandt and the Regina Pats Hockey Club that would provide updated service standards to enhance the fan experience.
“We’re pleased to have reached an agreement that benefits both organizations,” added REAL president and CEO, Mark Allan, “The partnership agreement with Brandt provides necessary sponsorship funding for our not-for-profit corporation so we can continue to invest in the facilities, programs and people at Evraz Place for the community’s continued use and enjoyment.”
LANSKY MOVES ON
Canadian Rental
Association
administrative assistant Jenna Lansky has left the association to pursue another career. Lansky worked at the CRA for three years and was a familiar presence at shows across the country. She was also instrumental in producing many of the CRA’s national digital communications. According to Lansky’s LinkedIn page, she is now employed at United Rentals.
CRA PRESIDENT’S
STILL WATERS?
There’s more going on at the CRA than meets the eye.
by HANK MCINNIS
Ihad no idea what I was going to write about this month and Patrick was putting the pressure on me. As I thought about it, I realized this message will be much like the rental business – you will not know what is next until you read it and some things you will have heard before.
Although the rental business is very busy this time of year, it may appear there is nothing going on at the CRA. That is so far from the truth. Nathalie and her team are working on trade shows, a July meeting with the American Rental Association, a September board meeting, preparing for the ARA show in New Orleans and looking for a replacement for Jenna Lansky. Speaking of Jenna, she will be missed. Not only was she a wonderful person but also a great asset to our organization. We wish her continued success in her new venture. I am also positive that Nathalie will find a suitable replacement.
Now back to what’s going on. The national directors are also preparing for all the meetings above as well as putting together a wish list for your local. Your local boards are having meetings and hosting social events such as golf tournaments and football games. They are always looking for new members and volunteers. These new members and new volunteers bring new life and ideas into our industry. If you have a new idea, do not keep it to yourself. Share it or, even better, volunteer and make your idea a reality. There is a wonderful satisfaction and good feeling when you can say it was your idea and you helped make it work.
That idea may be a new benefit that we can look at for the CRA members or a new social event. As far as benefits go, there are many out there. Check out the website crarental.org and ararental.org to see what’s available, or contact either office.
On the social end of the spectrum or, as I like to refer to it, the learning events, start planning your trip to the ARA show in New Orleans. This is a wonderful event and New Orleans is a great city. If you have never been, this is a wonderful opportunity. It is the largest gathering of rental people and vendors in the world. The show offers great training seminars and a trade show floor where, if you cannot find what you are looking for, it probably doesn’t exist. There are great social gatherings like the CRA hospitality event. Aside from the trade show, New Orleans offers many things on its own, such as Bourbon Street, a river boat cruise and airboat tours of the bayou. My favorite is the food and cocktail tours of the French Quarter. Also, since you are already in New Orleans when the show is over, for a very reasonable price you can jump on a cruise ship. The show takes place in February 19 to 21 and I can’t think of a better way to break up a Canadian winter.
Another great and under-utilized CRA benefit is the scholarship program. The deadline for this is February. For the 2017/2018 school year, the ARA will be handing out 54 scholarships worth a total of US$89,000 across the U.S. and Canada to young people planning a career in the rental industry. Students can receive the scholarships more than once, so if you or your child or a young person in your organization has already received one, don’t be shy about applying again. Many students receive financial assistance every year of their post-secondary career. Go to either of the websites above for more information or to apply.
Lastly there seems to be a common problem throughout the rental industry of staffing. With that in mind, if you had any summer help that really impressed, do your best to convince them to make rental a career. I feel part of our employment problem is awareness. The average person does not know what a wonderful industry this is. If we find a good one we need to try and keep them in our industry. As they say, youth is our future. CRS
Hank McInnis is assistant manager at Atlantic – The CAT Rental Store in Dartmouth, N.S. He has been working in the rental industry for 13 years.
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CANADA’S TOP 10 UNDER 40
These dynamic young rental people are our future.
by CANADIAN RENTAL SERVICE
They come from all walks of life and all levels of education – young men and women who found themselves in the rental industry one way or another. Many were raised in it, but many others discovered something special when they joined a store, often not knowing anything about the business they were getting into. But today they are united by their found passion for this industry and their enthusiasm to explore new ways forward. Canadian Rental Service, with the generous support of Atlas Copco, is once again proud to celebrate 10 outstanding young rental people from right across this country.
TEEN TO TITAN
by Treena Hein
Not many start their rental business career at 16, but Tristan Hodgson did – in the wash bay. Now, Hodgson, 25, is the fleet manager at WesternOne, responsible for both aerial and heat/ power/fuel equipment rentals as well as the company’s truck fleet. He is one of about 320 employees at the 15-location firm based in Calgary.
Hodgson never left WesternOne. After he finished high school, he began a business degree while still continuing to work in newly created positions as WesternOne’s sales co-ordinator and safety co-ordinator. During the three years following, he continued to prove himself by implementing things like a new accredited safety training program. In 2014, he started as aerial fleet manager and moved into his current role at the start of 2017.
You could definitely say Hodgson has grown along with WesternOne, which purchased the rental business where he was working when he was 18 and a number of others since. “Constantly
improving the different fleet processes to help the branches and service teams operate more smoothly and efficiently is overall what I am most proud of,” he says. “Where the company was and where it is today.”
Stirling McArthur, vice-president of the firm’s heat and power division, describes Hodgson as having demonstrated strong leadership. “This has involved considerable data analysis in determining the optimal life cycle of our fleet, building a refurbishment program and optimizing the utilization of our fleet company-wide,” he notes. “As our company grew through acquisitions, Tristan displayed tact and diplomacy to build buy-in between our various branches with respect to fleet management. As a result, he is now the go-to person for a number of our branch and service managers. Tristan is a key member of our team and although he demonstrates smarts and abilities beyond his years, he continues to be eager to learn and grow. He has even greater potential and continues to be a driver of our business.”
Hodgson says he enjoys his work at WesternOne both because of the people and the opportunity to grow. “I work with all the departments, and there are opportunities to use my entrepreneurship skillset, whether that’s creating new business processes or taking on new lines of business,” he explains. “We’re always moving, not set in our ways. There’s always something we are building on.” Outside of work, Hodgson is very active in sports, from hockey, golf and softball to wakeboarding and snowboarding. “I just have to make sure I don’t injure myself,” he laughs.
A DUCK TO WATER
by Treena Hein
Laura Snell, 27, has always been a part of her mom, Nancy’s, event rental business in Clinton, Ont. “As anyone can tell you about a family business,” she says, “you are always involved and willing to help.” Laura officially started in 2011 in a student position while completing her
university degree. She diligently worked the summers, weekends and holidays over the next three years. Nancy says her daughter showed more serious interest during her third year at university (adding a minor in business to her degree), and “the rest in history.”
Since her graduation six years ago, Laura’s role at NJS Design has evolved
into warehouse manager. “I still complete the same tasks as I did on my first day, but also more leadership roles including scheduling, streamlining the warehouse, researching new products, customer deliveries and always customer relations,” she says. “I love challenges and showing clients new items, even more if I have been able to repurpose them. If we can rent items that are on the shelf, usually we are making profit. What I most enjoy is bringing together the clients’ visions and showing them just how much we can do for their special event!”
GO AHEAD BRING YOUR HEAVY TOOLS
Nancy says Laura is a natural at sourcing new products, designing and repurposing items and leading the warehouse team members, whose ages span a wide range. Laura has also taken on design of the annual NJS decor and linen open house as her personal project, which this year saw 300 people through in four days and includes an evening industry party.
Laura considers her strengths to be a refusal to give up and a dedication to values such as honesty and integrity, treating customers as human beings and building great relationships with others in the industry. “I am always working with our team to achieve goals both shortand long-term and also proud of what we have accomplished as a team, not as individuals,” she adds. “In the end, we are only as strong as our employees make us.” Indeed, on the same weekend as her family farm wedding not long ago, the NJS team pulled off a whopping 30 other very successful events. In her spare time, Laura enjoys farming with her husband and horseback riding.
BORN TO THE BIZ
by Jack Kohane
Ask Peter Van Staveren where he gets his passion for business and he’ll tell you it began at a young age. “Growing up in the rental industry I’ve always seen it as my second home,” says the management trainee, who works along with his mom, Edine, and dad, Paul, at Stayner Rental in Stayner, Ont., 90 minutes north of Toronto. “As a child I’d spend Saturdays at the shop and learn the different areas of this business. My love for this business has continued to grow as I get older.”
Stayner Rental, which opened its doors in 1990, operates from a modern, multicomplex facility combining 30,000 square feet under one roof. The main building is 14,000 square feet and features a 60- by 40-foot showroom. Two 8,000-squarefoot buildings on the property are used for storage and are separate from the main building. One building houses seasonal equipment and lawn and garden machines, while the other building stores larger machinery and scaffolding.
ON THE UP AND UP
by Jack Kohane
Time flies when you’re having fun. Victor Moffat says it’s hard to believe 15 years have passed since he joined AGF Access. “This job is always fun,” enthuses Moffat, the general manager of AGF Access’ central division, one of the leaders in access solutions (AGF Access Group is part of AGF Group, headquartered in L’Assomption, Que.), ranging from scissor lift rentals right up to fully engineered and integrated access systems for major projects such as bridges and high-rises. “Every day brings a new challenge to take on. It’s always fun and exciting to see the projects we have worked on come to completion and to be able to say we helped build that.”
Starting out with the company at a small branch in sales, Moffat, 39, shinnied quickly up the corporate ladder through the estimating department and eventually branch manager of a larger location. “This hands-on experience helped him gain a full understanding of the operations which he is able to use in
Stayner Rental now comprises scissor lifts and knuckle booms, 26 skid steers, 30 excavators and is doing a booming trade in re-rents.
“We are very much a family business, but without dedicated employees and loyal customers our business wouldn’t be where it is today,” affirms Peter, 29. “Mom keeps the books in line, and Dad and I challenge each other on what’s the next best move for the company. It may be trying to develop market through buying used equipment or strengthening our current product line with buying new equipment. Every year seems to have the “flavour of the year” – last year was telehandlers, this year looks to be compact track loaders.”
Success for Peter is in seeing the bottom line bloom, while enjoying going to work every day. “We are constantly trying to stay on top of the market, to be the first in the industry to offer a product. That’s why I’ve brought an agricultural aspect to the rental fleet. How many companies rent manure spreaders, tillage equipment
his current general manager position,” notes Brad Taylor, regional area director of Southwestern Ontario.
“Well, to be honest, when I first applied to this company I didn’t know anything about the rental industry,” chuckles Moffat. “During my time here I have come to love this business and the people in it. Those that I’ve met in this industry are always supportive and want to see each other do well in our own business.”
He admits that when he became the company’s GM, the business was already humming along nicely. “I just kept the
or tractor dump trailers? We started with one manure spreader – today we’re at five and no telling what the future holds.”
When not in the shop, Peter refuses to put his feet up. In his few “downtimes” you can find him on a rink playing pickup hockey or in a farm field. He runs a herd of Black Angus cattle and together with his family he farms about 350 acres of cash crop. He says he gets his hard work ethic from his parents. “The simple answer is that I was born into this business.”
standard high if not raised the bar a little bit each year. I believe that there is always room for improvement and growth. But both must be sustainable and something that can last into the future.”
AGF Access counts 17 rental branches located throughout Canada and United States. Moffat’s area includes seven rental-focused locations – five in Ontario, one in Atlantic Canada and one in the U.S. AGF Group as a whole employs over 2,800. In his time at the company, there have been huge changes from ownership to technology.
Moffat has also undergone his own changes. He is big into personal fitness. “This was not always the case, but I made a huge life change the past year,” he nods from his London, Ont., office. “I lost almost 100 pounds. The gym I work out at has a great atmosphere with people who want to see each other succeed. This translates into the work place. People have seen my change and they are making the same changes within themselves. It’s a good feeling.”
LESSONS ALREADY LEARNED
by Jordan Whitehouse
Chantal Blais, 33, took over Al-Cha Rentals from her father just over a year ago and already she’s come to a sobering realization many of us do in adulthood: sometimes the lessons our parents teach us as kids actually turn out to be useful when we grow up. “For sure he didn’t give me the easy way out of anything, and he’d make you think for yourself,” she says. “I didn’t appreciate it then, but I do now.”
Now she’s the sole owner of the fullservice rental business he started from scratch in 1989 on the outskirts of Pembroke, Ont. She was 12 years old when she first picked up a broom in the store and he started instilling those lessons; 17 when she left to go to college. Four years ago she returned to learn the specifics of the business under his guidance, and today she’s aiming to take Al-Cha Rentals to the next level.
Blais has no intentions of drastically changing anything, though, as the business was a successful one for over 25 years. The core business will still be tool and small
ALL SMILES
by Jordan Whitehouse
This past Canada Day, Matt Brun celebrated his first year in business, and while it’s been a learning curve getting Shediac Rentals and Sales built and running, he’s definitely enjoyed the ride. “I just love my job,” he says. “And I think people can sense that when they walk in. It’s just all smiles.”
It’s helped that he and his co-owner father, Eddie Brun, had a solid first year, even during Shediac, N.B.’s, notoriously slow winter months. “I thought in the wintertime it would slow down a little bit, but it picked up slowly and mostly because people were catching wind of us.”
About half of those customers are contractors needing everything from power tools to compact loaders, while the other half are homeowners and tourists looking for wood chippers, ATVs, fishing equipment and beyond. It’s a diverse clientele, in other words, and Brun was smart enough to realize that means you actually have to talk to them to know
equipment rentals for those working in construction, renovations, maintenance, landscaping and gardening. But she will look to make tweaks that modernize things and improve the efficiency of the business.
She already has, in fact. One being a change in the approach to advertising and marketing. “I thought we could be a little more appealing to the younger generation, who are taking over,” she says. “So we dialed back on the newspaper advertising and went a little bit more internet-wise, where the advertising would capture a larger audience.”
Blais is also quickly leveraging some of what she practiced in her previous position at Voyageur Airways, where she worked in logistics and procurement. Not only has she been able to reduce costs in certain areas, but the business is getting better return on investments, too, and all without jeopardizing the quality of equipment and service. “It’s all going in a positive direction,” she says.
Her relatively young age has helped keep things going in a positive direction too. “Customer service is a big one, and
what to supply. “Ever since opening on July 1, [store manager] Mike Leger and I have talked to people in our town to find out what they need. So if people come in and ask for something, we get it, instead of assuming what they need. If you try to force feed something from a different town, it’s not going to work.”
Brun has also been smart enough to know that he doesn’t know everything. Which is why he went to people like Nancy and Randy Crosby at Classic Rentals in Truro, N.S., and his broker at Rentquip,
when you’re young you can relate more with younger customers,” she says. “You also have more energy and you can be more present with employees and I think that just motivates them a little more, gets things done better and faster.”
As for the future of Al-Cha Rentals, the goal is to grow, says Blais. And to do that she knows that her focus and that of her five employees has to stay on the customer. “We just want to service our customers, make sure they’re happy and be able to go home satisfied every day that we helped somebody out.”
Dan MacIntosh. Not only did they help with inventory questions, but they also helped him avoid certain mistakes. “They told me to take it slow and listen to your clientele. And they told me about certain pieces of equipment to avoid, which, instead of listening to, I got into — but only because the clientele wanted it!”
And when he or Leger doesn’t know the intricacies of all of that equipment, they use a simple solution: how-to videos shown on a large flatscreen TV behind the counter. Last winter, for instance, a customer came in wanting to replace the backsplash in his shower. Brun hadn’t done a project quite like it before, but he had the tools and a how-to video. After five minutes of watching, the customer left, returning a few days later to say it worked like charm.
Brun sees technology like the how-to videos playing a bigger role in the business moving forward. It’s all part of selling only the tools and equipment customers need, and making every single customer feel welcome.
THE BUSINESS DRIVER
by Jim Chliboyko
Dino Dinunzio had been a salesman for United Rentals in Vancouver for a few years by the time Steve Provost became his newest manager about a decade ago.
“(Steve) was the new kid on the block, coming in from Edmonton. He came in and had a plan, there’s no doubt,” said Dinunzio, United’s sales representative for Vancouver. “He’d definitely been mentored by some good business people, I think.”
At 37, the Montreal-born, Edmontonraised (and bilingual) Provost has already had almost 20 years in the industry, having started at the age of 19. He’s gone from a driver to a parts and service guy to branch manager. He currently is United’s district manager for the northwest trenchsafety division, based in Abbotsford, B.C.
“My father-in-law used to rent from a company called 4-Way Equipment Rentals and so he told me they were looking for drivers and I started as a driver for them,” said Provost. He gradually made his way west and has now been with United for 14 years.
“His attention to detail with the
THE INNOVATOR
by Jim Chliboyko
To be named a Top 10 Under 40, it helps if you get an early start. Bryan Parks did.
“So, I started in summer of ’08. I’m in my ninth year now. I was 21, yep,” he said.
“Geez, was he only 21?” asked his father and Rentquip owner, Shawn Parks, in a separate interview. “I thought he was older than that. Time goes fast.”
The current 30-year-old is still at the same business: the Richmond, B.C., location of Rentquip, a wholesale distributor to rental stores. Parks says they don’t really have titles at Rentquip, but if they did he might be known as the operations manager, overseeing certain logistics of their Richmond headquarters as well as their Mirabel, Que., Woodstock, Ont., and Buffalo, N.Y., operations.
When he joined the company, his dad was in the middle of facilitating a merge between his P&M Sales and Rentquip.
“So they were kind of in the middle of a merger and me being a young guy with
customers was, well, maybe second to me – no, second to none,” says Dinunzio, laughing. “He was very good with that. We were very similar that way. It was all about the customer. He’d do whatever it took to keep that customer happy and keep him coming back to United Rentals.”
“The other thing I found out about Steve is for his age he had some good knowledge of sales techniques, the sales end of things. He had a good understanding of how to get his reps going and if he knew you were going and you were doing well, he’d just let go the reins and let you go with it, just give you a hand here and there.”
Provost is also the B.C. national director for the Canadian Rental Association. He became involved with the CRA for two main reasons. One was for the networking.
“And then the other main reason was for my mentor. Kind of growing up through the rental industry was (the late) Jim Johnson from Cavalier Industries,” said Provost. “And one of his asks when he was sick was for us to get involved in the CRA. It was something that he was
some computer skills and taking business courses in university and whatnot, I ended up kind of taking charge of integrating the accounting systems and all the inventory and all that kind of stuff. It was just kind of luck of the draw that the timing worked that way. So, that kept me pretty busy for the summer. Then when it was time to go back to school I kind of said there’s too much to do here and I was really wrapped up in it. And now here we are nine years later and I’m a college dropout.”
very passionate about.”
Provost measures his own success in the industry in another way, though.
“How many new hires I’ve brought into the industry that have made it a career, taken it from a job to a career–that’s been my gauge over the years,” he says. “There’s been quite a few. And then seeing them grow with the company and take on new roles and responsibility, it gives me a sense of accomplishment.”
Provost lives in the Fraser Valley and is married to Amanda and they have a boy, a girl and a charcoal lab: Hudson, Emersyn and Sterling.
In his spare time, Bryan does things like build and maintain the official website. Shawn said that building websites is something Bryan learned how to do while still in school, for “beer money.”
Bryan is also a family man with two little girls under three.
While Shawn handles a lot of the travelling-sales-manager-type duties, Bryan says he takes care of things “inside.”
“So all the marketing, all the purchasing, you know, customer service, logistics, shipping, all that kind of stuff. So I think definitely (I’m) a jack of all trades, I guess, would probably be a way of explaining what I kind of do.”
Shawn says that Bryan has introduced innovations (real-time sales figures accessible by smartphone) that have saved the company time and money and has kept the workforce trim. Shawn also says his sales have risen every year since he brought his son on board.
And says Shawn, “I’m a pretty lucky guy. I get to work with my son, who‘s become my best friend.”
THE YOUNGEST GUY IN THE ROOM
by Lindsey McCaffrey
At age 21, fresh out of college, Braden Fickling was invited by a friend to apply for an entry-level position at BlueLine Rental’s London, Ont. location. Although the job didn’t exactly align with Fickling’s schooling (he had just finished a program in police work), the fast-paced rental industry piqued his interest. But he had to start from the ground-up – literally.
Even with such a steep learning curve, Fickling was clearly a quick study –something his superiors and coworkers noticed early on. He progressed through the ranks at a speed unlike most employees, becoming an inside sales rep before being sent to manage a store location in Cambridge, Ont. He had barely been with the company for two years when he arrived in Cambridge, but found ways to rise to the challenge.
Fast-forward to today and Fickling is back at the London store as manager with 12 employees. And he loves it: his team, his customers, and the everyday challenges the
NO LONE STAR
by Lindsey McCaffrey
In little more than a decade, Bob Lennox, 32, has made quite a name for himself in the rental industry.
In 2007, he joined a business partner in a new company called Western Environmental Canada – a distributor of Western Global in the U.K. Buoyed by the opportunity to bring the TransCube (a range of specialty transportable fuel tanks) to industry players. Lennox and his team promoted the product Canada-wide, becoming well known to many in the power, heating and HVAC rental space. The team grew to more than 20 staff, with warehouses in Edmonton, Winnipeg and Toronto.
Today, Lennox is one of several shareholders in the global company. He is also general manager for the Canadian region, leading the sales team. Lennox attributes much of his success to teamwork and a strong focus on the customer. “I always like to try and work as a team and
industry brings.
BlueLine’s motto is to be fast, safe, and reliable — a commitment Fickling values in his everyday dealings with customers and employees.
“I love helping customers on a day-today basis and building relationships,” he says. “Anytime a customer needs help, I know the gear we have is the best in the industry. I’d put my team here in London up against any team in the rental industry.”
At just 27 years of age, Fickling realizes he’s a bit of an anomaly among BlueLine’s upper management. “It’s kind of funny going to all the team meetings down south [in the U.S.],” he admits. “I’m typically the youngest guy in the room...definitely the youngest manager.”
That said, he believes his age has been of benefit in many ways.
“First, I couldn’t have asked to start in a better position in the rental industry, because I’m able to easily relate to customers trying to operate the equipment themselves,” he says. “And not just that. Because I’ve had the opportunity to go through every position in the store, I can
not a ‘lone star,’ spending lot of time with people to find out deeper problems behind customer issues. Sometimes you find out the issue – like not wanting a specific problem to occur on a site – is more a regulatory thing and you can help them solve things by working with regulators. In doing so, you can add a lot of value for the customer that goes beyond merely selling them a product.”
relate to any team member, regardless of their age.”
Fickling also believes his youth has helped with his grasp of technology. He points to a brand-new BlueLine app, where customers can order equipment in four clicks. Orders are sent directly to drivers, who access the information via iPads. “Being able to understand how the app works, and how it works with our computer systems, helps improve the way I work with my team and service customers.”
As a prime example, Lennox was instrumental in the recent publishing of a new CSA industry code, “B138.1-17/ B138.2-17 Portable oil-burning equipment packaged equipment requirements/ installation requirements.” Before 2017, “there never really existed a code specific to portable or temporary equipment – only for permanent, stationary installations,” says Lennox. Ambiguities in interpretation of the preexisting code would lead jurisdictions to enforce the code differently. This created overall uncertainty in terms of project management for rental companies and customers. Lennox worked with the Technical Standards & Safety Authority, Transport Canada and other significant players in the power generation sector to discuss solutions. Today, the new code significantly clarifies requirements for short-term installations of oil burning equipment, bringing safety and predictability to the rental industry, manufacturers, and regulators alike. CRS
WORKING MILLENNIALS
Some tips on how to relate to your under-40 staff
Did you see what she wore to work today? What was she thinking? This is a corporation, not a club!” “How does he not know to bring a notebook and a pen to a meeting? Do I have to tell him everything?” “What would make her think it was okay to party with the clients until three in the morning? Does this woman have no understanding of boundaries?” “Did you know his mother called HR to find out when he would be getting a raise? Unbelievable!”
by KATE ZABRISKIE
Young faces at the counter and in the shop are welcome, but often hard for rental store owners to attract and keep around. Working with Millennials is a bit different from working with members of prior generations.
If you have new hires fresh out of school in your workplace, some of that may have a familiar ring.
So what’s happening? Are the new hires prompting those reactions bad hires? Are you just unlucky? Probably not.
Rather, the source of the surprises most likely has to do with training (or the lack of training) related to workplace expectations. Before you say “but they should know,” don’t waste your breath. Maybe they should know, but they don’t. New hires are called new hires for a reason. They are freshly minted employees who don’t know much about the workplace because most of them haven’t been in it that long.
Think about it: if the shoe were on the other
foot and you found yourself in some kind of Freaky-Friday hell, do you think you would flawlessly understand today’s high-school or college social codes? Dream on, and good luck with that.
As someone with more experience than the people you hire, you have a responsibility to get them off to a good start. By consistently following three steps, you can short circuit many of the problems people encounter when they start working with new hires.
STEP 1: UNDERSTAND SOMETHING ABOUT THEM
Millennials as a generation are different from those who have come before them. More than
FEATURE STORY
a few still live at home and don’t plan on leaving soon. Besides, if they borrowed money for school, they may already owe as much as what amounts to a mortgage. That doesn’t mean they’re clueless about life outside of the nest, but their circumstances are probably very different from yours at the same age. Assume nothing.
Next, you must understand these people grew up surrounded by ever-present technology and in an era of instant answers. Sure, you may have had an Atari or Nintendo, but it’s not the same thing. They had and still have Google. They are used to being able to find information and find it quickly. Raised in an era of parents as friends and instant answers, many of these individuals have no problem questioning authority. In the workplace, you may see a new hire ask questions and interact with senior leaders in ways you don’t expect. Maybe you already have.
Another difference between Millennials and other generations is how they view praise. As children, this generation of people played on sports teams where everyone received a trophy just for showing up. They were also rewarded and recognized with ribbons and certificates at school for being polite, having integrity and displaying common courtesy. Millennials expect feedback larded with praise whether merited or not.
Longevity in an organization is another difference between this generation and others. Years ago, it was a major taboo to job jump or have gaps on a resume. These days, you will find that this generation will gladly take six months off to go hiking along the Appalachian Trail or volunteering somewhere overseas. Strangers to delayed gratification, they aren’t saving those activities for retirement and they don’t expect to spend a lifetime with a company. Instead of pretending that Millennials will be part of your team for a decade or more, look for ways to make the most of the time you have together while they are.
STEP 2: SPELL OUT EVERYTHING
Millennials are not the Amazing Kreskin. Do no rely on their clairvoyant
MILLENNIALS HAVE DIFFERENT GOALS: STUDY
A 2015 U.S. workforce report from Virgin Pulse – “Misunderstood Millennials: How the Newest Workforce is Evolving Business” – revealed several unique factors important in hiring and retaining Millennial employees. Highlights:
• Seventy-three per cent seek meaningful work at an organization. Ninety per cent say they want to use their skills for good
• Millennials care about workplace culture, with 77 per cent noting it is just as or more important than salary and benefits
• Millennial are the fastest growing segment of the North American workforce
• Flexible work hours are important to 80 per cent of young workers, who rely heavily on technology to stay productive while away from work.
• Fifty per cent of Millennials say technology allows them to work from anywhere and 80 per cent say technology allows them to more quickly complete tasks
Important to Millennials: retirement savings (88 per cent), tuition reimbursement (64 per cent), and well-being support (61 per cent)
powers. Most of them don’t have any, nor for that matter do they know who he is.
Again, assume nothing. Take workplace dress, for example. There was a time not too long ago when women wore hose to work and wouldn’t consider crossing the office threshold in open-toed shoes. That was then. These days, if you offer no guidance, some will cross the threshold in footwear you wouldn’t wear outside your house. And when the parade of fashion crimes starts, you will have no one to blame but yourself. You need to tell people that contrary to what they may see online or in a magazine, the flip-flop is not the new Ferragamo.
Once you’ve thought about the basics, you’ll need to anticipate the times on the job when the new hire will interact with people outside your organization. Is the new hire attending a client function with you? If so, it makes sense to
Nreview your expectations before you head out the door. Whereas most people might do fine on their own, that’s not the point. If you expect a certain set of behaviours, you need to make clear what they are.
STEP 3: USE PRAISE, AND DO IT OFTEN
Most people like praise. As mentioned earlier, the difference between Millennials and other generations is they are used to getting it.
To get the most out of your new hires, you must learn how to give feedback more often. A word of caution: Millennials know when they are being patronized just as well as the next person, so choose your words wisely. At this point, a lot of them will have figured out that the trophy thing wasn’t such a hot idea. Instead, you are going to have to pay attention and recognize good work. It’s more time consuming, but if you put
in the effort, you will probably see more of what you want to see.
Do not rely solely on feedback on the fly. The reality is it’s easy to get busy. Make the time to have structured conversations with your new hires about their development. Thinking about skipping this step? Don’t. Regularly scheduled one-on-one meetings will ultimately benefit the new hire, the organization, and you.
FINAL THOUGHT
One thing to keep in mind when hiring and promoting Millennials is that they expect a high degree of equality in the workplace. According to research by ManpowerGroup, 97 per cent of Millennials believe their generation will achieve full equality of opportunity between men and women in the workplace. The most optimistic Millennials were established male leaders, estimating the playing field will be level in the next 14 years. The most significant obstacle identified is an entrenched male culture – a barrier that even most men acknowledge must change. Three fifths of leaders said they believe the single most powerful thing an organization can do to promote more women leaders is to create a gender-neutral culture, led by the CEO. Two-fifths agreed that flexible
working hours are key to getting more women into leadership.
Millennials who perceive your organization as failing to provide opportunities to women and minorities will take a very dim view of you as an employer, whether or not their concerns are justified.
Developing any employee takes time, and working with new hires has its own set of challenges. There are few shortcuts along the road to success in the workplace.
How much effort you put into another person is certainly up to you. But think back to your first days in the world of work. If someone spent the time to work with you early in your career, you were lucky. If you didn’t have that opportunity, don’t you wish you had? CRS
[Editor’s note: This article originally appeared in December 2015 at retaincanada.ca.]
Kate Zabriskie is the president of Business Training Works, a Maryland-based talent development firm. She and her team help businesses establish customer service strategies and train their people to live up to what’s promised. For more information, visit businesstrainingworks.com.
COMING EVENTS
Aug. 19 - 20
CRA Atlantic Golf Halifax, N.S. crarental.org
Aug. 24
CRA Manitoba Golf Winnipeg, Man. crarental.org
Sept. 15
CRA B.C. Golf Langley, B.C. crarental.org
Sept. 19
CRA Ontario Golf Guelph, Ont. craontario.org
Oct. 3 - 5
ICUEE Demo Expo Louisville, Kty. icuee.com
2018 March 6 - 7
Canadian Rental Mart Mississauga, Ont. canadianrentalmart.com
SJ85AJ LAUNCH READY!
Skyjack’s new SJ85AJ
Articulating Boom is engineered with simple reliability in mind.
Launching the newest addition to its growing boom lineup, the SJ85AJ fills out Skyjack’s offering in the core 40’, 60’ and 80’ boom classes. TRUE VERTICAL RISE
RELAY BASED CONTROLS
by TREENA HEIN
MIN WAGE, MAX IMPACT
Minimum wages hikes concern rental leaders
“
You’ve likely heard there is going to be a 31.6 per cent hike in the minimum wage in Ontario over the next 18 months, from $11.40 to $15 – if the Liberals win the next election. Certainly business owners in the province have heard this news loud and clear.
Along with high electricity rates in many parts of Ontario (especially where a utility called Hydro One operates), the added impending wage cost is an issue causing stress to businesses, with rental businesses no exception.
The legislative changes in Ontario also require all employees of five years or more to receive three weeks of paid vacation. Family medical leave (to care for dying relatives) will increase from up to eight weeks to up to 27 weeks in a one-year period. All employees will be entitled to 10 personal emergency leave days per year, with at least the first two being paid.
The current Ontario government is not the first to move towards a minimum wage of $15 an hour, but the speed at which it plans to do so is unprecedented. The Alberta
NDP began phasing in a similar change three years ago, with full implementation to occur by October 2018. New York and California have given much more lead time, with their implementation of a major minimum wage hike planned for 2021 and 2022 respectively.
Dan Kelly, president and CEO of The Canaidan Federation of Independent Businesses, believes that if the Liberals win the next election and $15 minimum wage proceeds, there will be big changes by 2021. In a recent CBC.ca story, Kelly predicts “youth unemployment will be up and there will be fewer opportunities for new entrants into the workforce. Retailers and the hospitality industry will find ways to automate more processes and customer service frustrations will be higher.” Other impacts of
Raising minimum wages creates a black hole for money where employees all the way up the pay scale must be given raises to preserve fairness, rental leaders say. Regular raises and discretionary hiring will be scaled back, actually making less money available for the people who need it most.
the minimum wage hike identified by various Canadian experts include the possibility that some businesses may lay off workers, be prevented from expanding or even shut down.
Colin Wilson is the Ontario representative on the national board of the Canadian Rental Association (CRA) and co-owner at A World of Rentals in Kingston, Ont. When asked for his thoughts on the mandatory minimum wage hike, he touched base with all the Ontario board members and notes that everyone’s views are quite similar. “Here is what we feel,” he says. “This wage hike will be devastating to many of our members. The costs to employers is far higher than seen by the public. These wage hikes will increase the employer’s share of deductions and increase our costs for statutory holidays and vacations. Most of our members already pay above the minimum wage, but will be unable to increase the wages of our current employees to match the percentage increase of the minimum wage hike. How are we able to show our long-time, dedicated employees that we appreciate them when we are paying entry-level employees such a high rate?”
Wilson notes that rental businesses will be unable to compensate for the additional wage and wage-related costs through increasing rental rates, and will therefore have to find other ways to save money. “I think you will see a lot of expense cuts,” he says. “Paid lunches, sporting events, barbecues and Christmas parties will be cut back or eliminated. Fewer employees, especially summer help. Our businesses can only support so much expense, so we will have to cut hours or employees to continue to operate at a profit. Existing staff will be asked to do more, as fewer entry-level jobs are filled. Existing staff will pay the price for hiring fewer entry-level employees. These increases cannot benefit anyone.” For his part, Wilson says “I will definitely run a leaner mix of employees. My experienced staff I still have to keep over the winter, but it won’t be an option anymore for part-time or casual employees. They will be laid off.”
Beyond the wage hike, we asked Wilson about the impact of a giving employees two paid days emergency
MINIMUM WAGE CROSS COUNTRY SNAPSHOT
The legal minimum wage varies widely from province to province across Canada. Most provinces specify different minimum wages for certain occupations – restaurant staff is a common example. Here’s a look at the general minimum wages across the country noting any announced upcoming changes. Source: Retail Council retailcouncil.org
B.C. $10.45, rising to $10.85 on Sept. 15
Alberta $12.20, rising to $13.60 on Oct. 1 and $15 Oct. 1, 2018
Saskatchewan $10.72, rising to $10.96 Oct. 1*
Manitoba $11
Ontario $11.40, rising to $11.60 Oct. 1
Quebec $11.25
New Brunswick $11*
Nova Scotia $10.85*
P.E.I $11.25
Newfoundland & Labrador $10.75, rising to $11 Oct. 1
Yukon $13
Nunavut $13
N.W.T. $12.50
*This province indexes minimum wage to the Consumer Price Index.
FEATURE STORY
leave per year and workers of five years or more receiving three weeks of vacation. He says he has no problem with three weeks vacation, but doesn’t like being told he has to fund it. “I pay these employees all year long, including the current two weeks vacation and eight statutory holidays,” he says. “As for the emergency leave, I don’t like it being forced on me but I’m fine with it. Most of our members are
independent operators who treat their employees like family anyways. If my employees need a day off and have a good reason, they will always get it.”
Paul Van Staveren, CRA Ontario chapter president and owner of Stayner Rental in Stayner, Ont., is also keen to weigh in. He asks where, when wages are already in excess of 30 per cent of operating costs, is he expected to get the money from? “Our govern -
ment talks of a competitive environment,” he says. “Where are we going to find this? We, for one, will be forced to get rid of marginal, part-time and student employees. Any employee who is approaching five years of service and has absentee issues will be weeded out. The government is encouraging an environment of absenteeism and entitlement.” Van Staveren also wonders how with these impediments, do rental business owners like him encourage the next generation of family to enter their businesses. “If decisions like this where made in the private sector, the CEO would be terminated,” he concludes. “Reasonable change is expected, but these changes are unreasonable. If Kathleen Wynne feels she is helping the Ontario economy, she needs those ‘health days’ more than anyone else.”
ALBERTA VIEW
The situation in Alberta is different, in that the wage hike idea was introduced when an economic downturn had already started. “The NDP weren’t voted in here, the PCs were voted out and a $15 minimum wage was part of the NDP platform,” says CRA Alberta chapter president Warren Carriere, who is also president at Alberta Construction Rentals in Calgary. “They are trying to help the lower and middle class, and I don’t think they were taking small businesses into account when they put this in place. I definitely think they should have stalled a couple of platform items like this one to keep people in the workforce. Those in the lower and middle classes won’t be able to support themselves if they don’t have jobs, and what they were getting for a wage before these hikes is better than the no job they are going to face as these hikes come into effect.” The minimum wage in Alberta was raised to $12.20 per hour in 2016 and will go to $13 this coming October, with a jump to $15 in October 2018.
Carriere says manual labour jobs have paid $17 an hour for some time in Alberta, but that when minimum $15 comes into effect, those doing manual labour (including entry-level positions in some rental businesses, washing
and moving equipment etc.) are going to want at least $18 an hour. “They’re going to expect that because if they can pour coffee for $15, why break your back for a couple bucks more?” he asks. “About 60 000 people in the oil sector have been laid off in the Calgary area over the last two years, so a lot of people are looking for work, but for manual labour, you still have to pay more.”
Carriere thinks party rental businesses might be able to increase their prices to deal with added wage costs, but says that due to fewer projects and competition with excessive inventories, businesses like his have had to stay competitive. “Rental rates have already dropped significantly at the same time there’s been an economic downturn out here,” he says. “I think in general terms to save money, company parties are being reduced if they are occurring at all. I think expectations of employees will probably be higher for the same pay. Seasonal employees won’t be hired any sooner than they need to be and will laid off as soon as they can be. I think there’s also going to be an obligation towards and expectation from those employees who make between $15 and $20. They’re going to feel like they should also get a wage increase. That’s my guess.”
Wilson in Ontario agrees. “Entrylevel employees will only be used when they are absolutely needed and will be laid off after peak season,” he says. “The increase in wages will increase the costs of all items in Ontario, not just rental equipment, pushing the Consumer Price Index and increasing inflation in Ontario. As this happens, the value of the income for higher-paid employees decreases, hurting everyone.”
He characterizes the minimum wage hike in Ontario as an absolute election ploy by the Kathleen Wynne government. “The small number of votes they will lose from employers,” he says, “versus the large number of votes they could receive from minimum wage employees can only benefit them.”
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economists are divided on the impact of minimum wage increases. In general, the impact of modest increases on businesses appears to be slight, though related increases in unemployment can be measurable. The effect of increases as severe as those contemplated in Alberta and Ontario, however, are less certain. A Harvard study of restaurants in American jurisdictions that raised the minimum wage (cited in The Economist , “Higher minimum wages may make bad restaurants close,” April 29, 2017) appeared to show that restaurants offering lower quality food and service were more likely to go out of business when minimum wages went up, but higher rated restaurants were less affected. This would seem to make sense, since presumably lowerquality establishments have to accept lower margins to stay in business in the first place. If true, that means raising the minimum wage actually decreases employment opportunities for low-wage workers – the opposite of the desired effect. Another article looking at minimum wage increases in the U.K. (“A 10-pound minimum wage is not the best way to help low earners,” The Economist , April 27, 2017) suggests that since individuals making minimum wage are usually not the primary wage-earners in a household, and since many of the poorest people do not work at all, the effect of minimum wage increases is mainly to benefit middle-income families with the poor suffering from the decrease in hours and employment opportunities. Again, the opposite of the desired effect. CRS
Having their say
Online reviews by customers can be a valuable tool
by Russ Dantu
Irecently spoke for a medical diagnostics company that wanted to train their front line employees in specific customer service practices that could enhance the overall experience for their patients. We narrowed it down to communication, dealing with difficult customers, language barriers and coping mechanisms in stressful situations – all parts of customer service I teach on a regular basis. They do everything from x-rays to cortisone shots to mammograms and a range of other tests as well. They have offices all over Alberta, in Calgary, Okotoks, Edmonton and Sherwood Park – 16 locations total. As a lead-in to their training session, I was asked to create a PowerPoint of online reviews for each location and play it for their team members just before I started my session.
It was very interesting to see the online reviews. Almost all the branches had some very positive reviews from their patients. Almost all of the branches had some negative reviews from their patients. The timeline on these was from a few weeks prior to my session and all the way back to three years ago.
Members were glued to the PowerPoint presentation as they waited for their branch to come up. I strategically listed a few good ones, a few poor ones and then another good one. They would smile and cheer when they saw the good ones and remain silent with mouths open with the poor ones. It showed me that these employees really did care about what was happening in their clinics.
What online reviews do is create a quick way for possible customers to decide if they want to do business with you. A customer of mine who builds websites says “Your online presence is everything these days. You need an effective website, accounts on Facebook, LinkedIn and a plethora of other marketing strategies to stay current. Google, Yelp, TrustPilot and many
other online review companies are here to stay and they can either help you or hurt you.”
I was speaking to another customer the other day who is a fairly new lawyer. She just got a new customer and when she asked why they chose her, the response was simple: “I did a quick Google review and you had a five-star rating and some very positive reviews from past clients. That helped me make my decision. Your location also played a part in it.”
We all know how important location is but I wonder how many businesses are losing out on business from other businesses and people close to their location because their reviews are not where they need to be.
Fear of negative reviews keeps a lot of companies from offering an online review option. But if you are suffering from poor reviews, it should be a good indicator that you need to do some sort of training to help your employees bring their level of customer service to more than just an acceptable level. It should be brought up to an exceptional level! This is the easiest way to turn those reviews around.
The other point with reviews that is often overlooked by the companies that receive them is to actually respond to them. I was impressed with the diagnostics company I trained as they had someone reply to every review, whether it was good or bad. They offered a phone number and direct email so that the person could reach them directly to discuss it further so that they could improve their customer service practices.
It’s never a nice thing to receive a poor review but if we use the feedback wisely it can be an incredible learning tool to turn our businesses around. It’s also a huge part of how people search out businesses to deal with. So if you are not on the online marketing train, I strongly suggest you start today – it could be the difference between surviving and thriving in your business! CRS
AVOID A ONETRACK MIND
There’s more to choosing a track loader than price
Everyone loves versatile tools. It’s a big reason why compact track loaders are so popular with today’s contractors, who can use the machines in a wide range of applications and conditions.
by BILL WAKE, ASV HOLDINGS DIRECTOR OF PRODUCT DEVELOPMENT
The combination of a low-friction rubber track undercarriage, an innovative side-by-side cooling system and efficient hydraulics boosts torque to the attachment on some machines. It allows more time in highintensity applications, such as mulching, with low risk of overheating.
While all track loaders are able to use different attachments to perform a variety of jobs, they don’t all do so with the same level of performance and efficiency. Because rental stores need their machines to not only be versatile, but also high-performing and efficient, it is important that they look beyond the spec sheet when making their buying decision.
There are a number of points to consider when choosing a compact track loader that can significantly impact productivity and ROI. It’s important to examine basics, such as what the machine will be used for, the types of surfaces it will be used on, ease of maintenance and operator safety and comfort. The best combination of features results in an all-weather, all-application machine.
IS SIZE A FACTOR?
Store owners should first consider the job -
sites typical for their customers’ work. One common compact track loader application is landscaping where workers often haul material to and from the street and back yard. This requires the unit to work in tight spaces between houses or through gates. Such applications require a machine small enough to quickly and efficiently get where it needs to go. In these situations, it’s not uncommon for landscape contractors to opt for stand-on units that boast compact design and light footprint. However, these units are less efficient and powerful, plus they are often difficult to operate and not nearly as safe as a ride-on unit. Some manufacturers offer machines with a complete operator’s station and in a similar size class with the same durability and reliability as a full-size unit but with a footprint as small as four feet wide and capable of being transported on a standard-sized trailer.
TECH TIPS
Consider the conditions a compact track loader will be used in before purchasing or renting a machine. Rubber track undercarriages provide excellent flotation, traction and low ground pressure on surfaces such as dirt, mud, ice and snow.
On the other end of the spectrum, the most demanding jobsites require bigger, more powerful machines for large-scale construction and forestry applications. The most powerful machines on the market produce around 360 foot-pounds of torque. A lot of larger machines are sold for applications where high-flow performance is critical. Many manufacturers publish theoretical hydraulic flows and pressures on their spec sheets, but cannot run more demanding attachments entering the market, such as mulching heads and cold planers.
Another important application consideration is whether any lift-and-carry work will be required. Vertical lift designs are best for that type of work, such as handling materials, moving pallets and loading trucks. The radial lift design is the best solution if the primary function is mulching and excavation that requires heavier attachments.
Lifting also requires an examination of lift height and reach requirements. Determine the appropriate height, whether the machine will be doing tasks such as filling dump trucks or placing
pallets on high shelves. A lifting height of greater than 10 feet could mean the difference between moving material twice or being able to sort and load with one unit. This can provide for time savings in demolition and recycling applications as well as agricultural applications. Choose a vertical lift machine for a greater forward reach at full lift height.
Make sure the unit works with attachments that fit the type of work it will be doing. Manufacturers design compact track loaders to be attachment drivers. The diversity of attachments leads to higher utilization and more flexibility to complete a variety of jobs. Research what attachment types and sizes the machine will accommodate. This includes looking at the unit’s hydraulic flow rate and the weight of the attachment to match it to the loader specifications. Having a unit that allows for both brush clearing and snow removal allows a store to expand business opportunities and create yearround work.
To maximize torque to the attachment and enhance overall performance, the unit must run at peak efficiency. Rubber
track undercarriages reduce friction, improving horsepower efficiency by as much as 10 per cent compared to steel-embedded undercarriages. This is because the engine requires less horsepower to power the tracks, meaning more power is directed to the hydraulic system for powering the attachment.
Demanding applications often require specialized features in order to maximize durability and productivity. A one-machine-fits-all approach simply won’t work. If the typical applications include high debris, rough terrain and difficult surroundings, it’s best to look for a machine purpose-built for those demands. Forestry applications are especially demanding, involving driving over logs and debris with significant amounts of flying material. Forestry-specific or heavy-duty models offer features that enhance comfort, reduce downtime and extend the life of the machine. Several purpose-designed units offer reinforced windows, a full rear brush guard, extra guarding around key machine components, auto-reversing fans to clear the engine compartment screens, or heavy-
From a very inauspicious beginning in a small blacksmith shop originally started in 1882 by Edward Brunner and Severin Lay, Brunner & Lay, Inc. and its affiliated companies have become recognized as the quality leaders, as well as the world’s largest manufacturer of paving breaker tools. Today, using the latest state of the art equipment in its facilities throughout the world, Brunner & Lay, Inc.’s entire output is devoted to the manufacture of pneumatic and hydraulic tool accessories for the construction, rental, mining, and demolition industries.
The worldwide operations encompass manufacturing plants and warehouses on three different continents. These include seven facilities in the United States, three in Canada, three in Great Britain,
one in Germany, and two in Australia.
Brunner & Lay products are divided into three major categories: tools used for the demolition or cutting of concrete and stone, drill steels and carbide tipped bits which are used to drill blast holes in quarries, mines, and construction projects, and small chipping and electric hammer tools which are used by the general construction trade.
It is with great pride that the Brunner & Lay organization can point to the many wonderful highways, dams, airfields, mines & quarries, and national monuments it has shaped. These include, but are not limited to Mt. Rushmore, Hoover Dam, the Chunnel connecting England and France, the Eisenhower Tunnel in Colorado, and Olympic venues worldwide.
Brunner & Lay is confident that its products will contribute to worldwide health, growth, and prosperity far into the future.
gauge cabs rated for withstanding falling objects and rollovers.
Forestry and right-of-way work often involves sharp turns and driving across hills, things that frequently cause track derailment on standard track loaders. Choose a model with a large number of lugs and contact points to reduce the chances of derailment when working in such harsh environments.
Track width is also a point to consider. Forestry often means soft and extreme terrain. Look for a wider track for more traction. Some manufacturers offer forestry machines with up to 20-inch-wide tracks. The extra width can mean the difference between completing a job and spending the day getting unstuck.
A demanding environment is more than debris and obstructions. The heavier the attachment and the higher the ambient temperature, the more important it is to have an efficient cooling system to prevent overheating and limit downtime. Look for a machine designed to keep water and oil temperatures in safe operating ranges under 100 per cent load, 100 per cent of the time at temperatures exceeding 118 F. These units can run attachments such as mulchers without the addition of expensive external cooling. Many manufacturers stack the radiator, oil cooler and air conditioning condenser on top of each other. These designs run the same air through multiple coolers, reducing efficiency. For enhanced cooling efficiency, choose a side-by-side radiator and hydraulic oil cooler with a separate A/C condenser. This will prevent debris from trapping between coolers and the warm air from one reducing the efficiency of the other.
Efficient hydraulics and cooling systems can allow a lower horsepower machine to outperform a higher horsepower unit, resulting in more power and lower fuel consumption. It’s important to consider that, though a less efficient cooling system costs less up front, there will still be the price of added cooling systems that are required to perform some of today’s more demanding tasks.
CONSIDER CONDITIONS
Choosing the best machine for a variety of jobs requires identifying the surfaces the unit will most often work on.
A compact track loader with excellent ground pressure, flotation, traction and ground clearance is a valuable, all-season machine.
In order to prevent extra costs, landscaping jobs call for equipment that won’t damage delicate turf. This is even more important for work on golf courses’ manicured greens. The lower a unit’s ground pressure, the lower the risk of damage. Rubber track machines have as many as four times more ground contact points in their tracks than steel-embedded models. This spreads the unit’s weight evenly for lower pounds-persquare-inch and extra flotation on delicate surfaces. Look for wider tracks for even lower ground pressure or choose smooth turf tracks as another option to prevent surface damage.
More contact points also means more flotation and traction on steep, slippery and wet ground, giving contractors more control on snow, ice, mud and slush. The additional traction allows for faster and safer work during snow clearing or while driving on a muddy construction site, ranch or farm. Low PSI and good flotation can even give a compact track loader the ability to drive on top of snow or mud without sinking. For example, this allows a farmer to fetch hay bales from the middle of a snow-filled or soggy field without being bogged down.
While turf is a key consideration, obstacles can’t be overlooked. Units without enough ground clearance can
get hung up on rocks, logs and other debris.Most compact track loader undercarriages are converted from skidsteer designs, meaning ground clearance is limited to the original wheel height. A machine that is purpose-built from the ground up will maximize ground clearance, providing an average of five inches more than converted designs.
MINIMIZE DOWNTIME
While performance is the key to any machine, maintenance and downtime have a significant impact. Designs that make it easy and convenient to perform regular maintenance enhance utilization and overall efficiency. Most models only offer a rear door to access the engine compartment, which provides limited access for daily tasks, such as checking oil and filters. Some manufacturers build machines with multiple side panels in addition to the rear access. This provides more accessibility and can cut recommended maintenance times in half.
Be sure to consider whether the ground the compact track loader will be driven over includes brush or small abrasive materials that could become trapped in the undercarriage and wear away at components. Steel-embedded undercarriages have a closed design from which material is unlikely to escape and which are difficult to clean. All of the wheels are exposed in rubber track undercarriages, allowing material to easily spill out.
TECH TIPS
THINK OF THE OPERATOR
Having a year-round machine means year-round work. This makes operator comfort and ease of use extremely important when selecting a new compact track loader. One of the first things to consider when looking at operator comfort is the type of machine suspension. There are several types on the market, but most are rigid-mounted. This means that when the unit hits an
obstacle, the end wheels will not flex, which can jar the operator. For more comfort, look for a dual-level suspension. These include two torsion axles to suspend each track frame in addition to a second level of suspension allowing the bogey wheels to flex and maximize ground contact. This provides a smoother ride and improves traction. Watch for additional ease-of-use and comfort-focused features in the
COMPACT EQUIPMENT MANUFACTURERS
by Canadian Rental Service
The following list of skidsteer and track loader OEMs serving the Canadian rental industry was taken from Canadian Rental Service Buyers Guide listings and is not intended to be comprehensive. Contact the manufacturer or visit their website to find the dealer serving your area.
ASV
800-205-9913
Grand Rapids, Minn. asvllc.com
Bobcat
701-241-8700
West Fargo, N.D. bobcat.com
Boxer Equipment/Morbark
800-831-0042
Winn, Mi. morbark.com
Caterpillar 888-614-4328
TOUGH MACHINES TO HANDLE DUST
Peoria, Ill. caterpillar.com
Case Construction Equipment 905-791-3131
Toronto, Ont. strongco.com
machine’s cab. Small comforts can mean a lot to operators who spend hours in a compact track loader. Sealed-in glass side walls and corners provide easy visibility in all directions leading to an overall safer worksite. In addition, AC and heating vents distributed throughout the cab for even temperature allow for a pressurized, all-weather cab. Other comfort features include cup holders, a cell phone tray, an adjustable lap bar and joystick, and a USB charging port. Some new models even have hands-free Bluetooth cell phone systems so the operator can take calls while operating the machine. This means the opportunity to multitask doesn’t stop while in the cab and safety is maintained.
Ditch Witch
800-654-6481
Perry, Okla. ditchwitch.com
John Deere
844-809-1508
Moline, Ill. deere.ca
Kubota
800-405-6916
Markham, Ont. kubota.ca
Manitou
262-334-9461
West Bend, Wis. manitou.com
Takeuchi
706-693-3633
Pendergrass. Ga. takeuchi-us.com
Toro
800-888-9926
Bloomington, Minn. toro.com
Wacker Neuson
Toronto: 905-795-1661
Calgary: 403-255-3336 ca.wackerneuson.com
KEEPING TRACK
Selecting the best compact track loader for the job goes far beyond the list price and spec sheet. Pay attention to the range of applications and seasons a new machine can excel in, operator comfort, serviceability, efficiency and ROI.
ABOUT ASV
ASV Holdings Inc., a publicly traded company on NASDAQ, designs and manufactures a full line of compact track and skid-steer loaders primarily for the construction and forestry markets. Located in Grand Rapids, Minn., ASV Holdings Inc. was formed from ASV LLC, a joint venture between Manitex International Inc. and Terex Inc. The manufacturer originated as
ASV Inc., a company that was started in 1983 and was one of the pioneers in the compact track loader industry. ASV designs and manufactures compact track loaders and skid steers under the ASV brand. ASV builds its compact track loaders using unique and patented Posi-Track undercarriage technology that provides exceptional traction on soft, wet, slippery, rough or hilly terrain. CRS
MEET THE NEW KING OF CAPACITY.
The large variety of compact track loaders on the market means there are machines that not only meet rental stores’ needs but also open the door to new applications due to their versatility. Look carefully before choosing a common, one-size-fits-all model. A smart choice results in a compact track loader that’s not only versatile, but also features the high performance and efficiency to finish jobs faster, better and with minimal downtime.
by MIKE DEMBE
TIRE TRICKS
Here’s how to choose the right tire for your skid steer loader
Are wheels spinning in your head when it comes to selecting the right tire for your skid steer loader? With a versatility and popularity that’s unmatched in the marketplace, skid steer loaders are the Swiss Army knives of compact equipment machines.
You can throw on them whatever tool is required to get the job done – buckets of all shapes and sizes, augers, palette forks, rototillers – easily and in no time. But this versatility can also present challenges from a tire perspective when you don’t know precisely what the machine will be doing, or where it will be working.
Tires are typically the most expensive consumable item on a skid steer loader, so it pays to acquire some knowledge before tire shopping. Whether you’re renting to weekend warriors digging a swimming pool in the backyard, a professional building a road, or a farmer doing a much wider variety of jobs, choosing the right tire from the options out there will minimize your costs and headaches and maximize your machine’s performance.
CHOICES, CHOICES, CHOICES
Tires for skid steer loaders fit into three broad categories. First, there are two pneumatic (air) tire options on the market. Of
those, there’s bias ply tires, which are the most popular tire option found on the majority of the over one million skid steer loaders in North America active in the field today. Secondly, there are radial tires. These are barely used in the skid steer market these days because their benefits are not suited for the jobs of the machine and are typically more expensive. Thirdly, there are solid tires, which are a rising trend and becoming increasingly relevant. Together, bias ply and solid tires constitute approximately 98 per cent of the market for skid steer loader tires, so we’ll focus on them.
BIAS PLY TECHNOLOGY
Skid steer users focus mainly on bias ply over radial technology. Bias ply tires have earned their popularity because they’re a cost-effective solution and offer a wide selection in terms of different styles and tread pattern options. Their sidewalls are also stronger than the sidewalls on a radial tire because
LEFT: Solid tires are a bumpier ride, no question, but can be the only solution for very rugged environments such as demolition sites, mines and scrap yards.
RIGHT: Pneumatic tires come with a wide range of tread and durability options. Talk to your dealer to choose the right ones for your most common applications.
the rubber plies making the tire are set at an angle (“bias”) to the direction of travel, rather than at 90 degrees. This is obviously important on construction sites where the tire is likely to encounter sharp debris and rugged terrain. For your average landscaping or construction job and other general purposes, bias ply is the go-to tire choice.
FOAM-FILLED
When it comes to pneumatic tires, some users opt to have them filled with a polyurethane compound. This is what’s known in the industry as foam-filled tires, or simply filled tires. A two-part polyurethane is mixed together to create a thick maple-syrup-looking blend that’s then pumped into the tire to completely replace the air in the cavity. Once it’s cured, you’ve basically turned your pneumatic tire into a solid tire and can expect it to perform like the latter in terms of ride quality and flat-free operation.
Foam fill can be an aftermarket add-on at your local tire dealer, so you don’t need to make that decision at the time of machine purchase. The process is not cheap (it can range between $170 to $300 per tire), so you would have to have a real flat tire issue or flat tire aversion to have it be a viable option you would consider. It’s also always best to foam fill when the tire is new, or nearly new, to get the most out them and your investment.
SOLID TIRES
Solid tires are all about durability. As their name suggests, they’re solid all the way through. You want to look at these tires for your more extreme-duty environments where an air-filled tire would be insufficient to handle the demands. You’ll find solid tires rolling in scrap yards, mines and demolition sites where what’s required is durability, longevity, and a flat-free operation. Many solid tires are designed with embedded apertures to allow for increased ride comfort.
OVER-THE-TIRE TRACKS
Technically, they’re not tires but over-the-tire track (OTTs) deserve a space on this list. With OTTs you basically wrap and then connect a rubber track around both sets of front and rear tires. In as little as 20 minutes you can convert your skid steer loader into what’s essentially a track loader. It’s an easy on, easy off, attachment that gives you all the performance and benefits of a track machine, but only when you need it. With a wider footprint, tracked machines have increased manoeuverability and stability and thrive working in deep, off-road muddy conditions where traction and flotation solutions are required. At $2,500 to $3,500 for an OTT, it’s no small investment, so you want to have some valid reasons to justify the cost.
TALK TO YOUR DEALER
The best advice for a skid steer user, whether you’re a one-machine operator or you’ve got a whole fleet on the go, is to work with your local tire provider. Develop a good working relationship with them and engage in a conversation about what it is your customers will be doing with the equipment. Talk openly about past experiences with brands and any pain points you might be feeling. As a rental opera -
tor, you probably need to do all you can to prevent flat tires. Perhaps your customers encounter a lot of traction issues. Do you want to have the longest-lasting tires on the market, or do you just want cheap, round and black?
Remember there’s no perfect tire for every application and there’s usually trade-offs involved, but if the dealer has a robust understanding of the various conditions and variables that are at play they’ll be in a good position to zero in on an optimal recommendation for your needs. CRS
Mike Dembe is executive director of product management for construction at Camso.
For more technical articles, visit canadianrentalservice.com > Construction > Vehicles
UTILITYVEHICLES
John Deere recently added two more rental-friendly choices to its broad lineup of compact earthmoving equipment with the introduction of its all-new large-frame G-Series skid steers. The 330G and 332G models were developed using extensive customer feedback to offer more productivity, better visibility and simplified service. The refined verticallift loader boom design rises higher, reaches farther and lifts more for quicker and easier loading. With horsepower that is comparable to a small backhoe or crawler, these machines also work comfortably in tight quarters, so operators can accomplish more with less machine. Increased rated operating capacities of up to 3,700 pounds give these models the muscle needed to master heavy loads for a variety of applications. A line of over
100 WorkSite Pro attachments meets the needs of all rental segments from landscape to construction to agricultural material handling. Designed with the entry-level operator in mind, the G-Series machines help rental industry professionals mitigate risk by allowing contractors to choose the flexible control patterns they are most comfortable with. Further protecting a fleet, JDLink Machine Monitoring System machines are equipped with anti-theft features and geofencing to ensure units don’t go outside of a desired geographical range, allowing a rental center owner to keep tabs on his or her fleet at all times.
NO DEF NEEDED 8 takeuchi-us.com
Takeuchi-US offers the TS80 in its skid steer lineup, available in both radial and vertical loader arrangements. Highly manoeuverable and powerful, the large frame
By Patrick Flannery
UTILITYVEHICLES
TS80 series loaders deliver an outstanding blend of performance, durability, and operator comfort. The TS80 skid steer loaders feature a 74-horsepower Tier 4 Final Deutz engine that delivers an impressive 192 foot pounds of torque at 1,800 RPM. A key benefit of the Deutz engine is its simple maintenance-free diesel oxidation catalyst system that does not require regeneration, cleaning, or diesel exhaust fluid (DEF). The TS80R2 features an operating weight of 7,950 pounds and a rated operating capacity of 2,825 pounds. The bucket breakout force on the TS80R2 is 5,845 pounds with a lift arm force of 7,080 pounds and a maximum hinge pin height of 10 feet, five inches. The TS80V2 is heavier than its radial counterpart with an operating weight of 8,965 pounds and a rated operating capacity of 3,500 pounds. Bucket breakout force on the vertical model is 5,920 pounds with a lift arm force of 6,200 pounds and a maximum hinge pin height of 10 feet, 10 inches. Comfortable to operate, the TS80 skid steers feature a functional and well-equipped operator’s station that now includes a lower threshold for easier entry and exit for the
operator. Several new options are now available and include ride control, bucket positioning and high-flow auxiliary hydraulics to increase both productivity and versatility.
EASY ATTACHMENT SWITCHING
8 ca.wackerneuson.com
Wacker Neuson has introduced a new line of medium-frame skid steer and compact track loaders that are an ideal fit for the rental market. Four new skid steers and two new compact track loaders were developed from the ground up, offering the power and torque needed to lift more, push more, work longer and manoeuver through challenging jobsite obstacles. They have the comfort and convenience owner operators expect and the durability rental fleets demand. With a transferable engine warranty of four years or 4,000 hours, these new models are ideal for inventory management and
Portable Package
The Complete Count on Sullair for quality portable air solutions fit for any application, for any job site. We offer durable air compressors built with our signature bulletproof air end, along with a full selection of construction air tools and all-weather lubricants. Visit Sullair.com/Americas
resale. The new skid steers and compact track loaders are built for performance, versatility and convenience. The hinge pin height on the vertical loaders provides maximum loading and unloading capabilities. An engine torque of 221 footpounds provides the power needed for improved ground-engaging performance in all kinds of terrain. The Kohler diesel engine features a maintenance-free, regeneration-free aftertreatment system, eliminating the impact of extreme heat and the need for filters. Versatility comes standard with every Wacker Neuson loader. The universal skid steer attachment plate enables attachments to be switched out easily, accomplishing more in less time. Categoryleading hydraulic horsepower is standard and high-flow enables these machines to handle highperformance attachments like rakes, movers, tillers and augers with ease. The 33-gallon fuel tank gives operators 30 per cent more time in the cab and less time refueling. Wacker Neuson created a cab environment with operator comfort and convenience in mind. Access in and out is easy – there’s no restrictive lap bar and controls are intuitively placed. Mechanical hand/ foot and selectable electric/ hydraulic options (ISO H-Pattern) ensure operators with a variety of experience can efficiently operate these machines. Additionally, these machines offer a onepiece pod-style cab that fully tilts forward with the arms down, providing complete access to all maintenance components. CONTROLS MOVE WITH THE OPERATOR 8 manitou.com
Gehl and Mustang have introduced new large skid steer loaders and 3,200pound vertical lift track loaders. The Gehl V420 and Mustang 4200V skid steer loaders increase the capacity and power of the previous model to 4,200 pounds of operating capacity and 120 horsepower. The high-flow hydraulic option offers more than 40 gallons per minute, making these models massive tool carriers for heavy construction, landscaping and land clearing applications. The Gehl VT320 and Mustang 3200VT vertical lift track loaders provide 3,200 pounds of operating capacity and 114 horsepower. Excellent pushing power and tractive effort position these track machines to excel in final grading applications when equipped with an Edge six-way grouser dozer blade. Pilot joystick controls mounted to the seat provide ample leg room and easy operation, as the controls move with the operator.
is designed to reduce hand labour and the costs of performing key tasks so customers can lift more, move more and dig faster. The 600HD features a 74-inch hinge pin height and a 617-pound rated operating capacity with a tip capacity of 1,763 pounds and fixed track width of 34.7 inches. Powered by a 24.8-HP diesel engine and producing 11.3 gallons per minute of auxiliary hydraulic flow from the single remote auxiliary lines, this new model provides all the power needed for tough jobs. The 600HD boasts a variety of new features. These include a redesigned platform with generous hip padding and added creature comforts, a dual hydrostatic operating system, piloted joystick controls with rockeractivated auxiliaries, rubberisolated hydraulic components, tightened boom tolerances and increased ground speed. Like all Boxer loaders, the 600HD uses a universal compact utility loader mounting plate and quick-attach system to quickly and easily switch between any of the more than 50 available standard attachments.
BUILT FOR LANDSCAPING
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Brandt Tractor offers the powerful new Ditch Witch SK1550 mini skid steer. The SK1550 delivers more muscle than ever to a wide range of jobs from tree handling to sod transfer. Powered by a 44-horsepower Tier 4 Yanmar
engine with an incredible 1,558-pound operating capacity, it brings brawn and productivity to every jobsite. The SK1550 platform delivers exceptional nine-inch ground clearance for improved productivity on challenging terrain, along with a 94-inch hinge-pin height for flexible loading and unloading at a wide range of dump sites. Purpose-built by Ditch Witch especially for landscape, irrigation and tree-handling jobs and available with a complete range of attachments including a new trencher and vibratory plow, this versatile powerhouse will always be in high demand.
COMMERCIAL GRADE
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ASV offers the Posi-Track RT-30 compact track loader as a heavy-duty commercial machine in a small package. The radial lift loader is the company’s smallest sit-on model yet features the same productivity-enhancing qualities as larger ASV machines. This includes highly efficient hydraulic and cooling systems as well as low ground pressure. In addition, the RT-30 provides a safer, more productive alternative to walk-behind and sit-on mini skid steer loaders. The ASV unit’s small size makes it ideal for contractors, rental centers and homeowners looking for a commercial-quality compact machine for work in tight spaces for applications such as landscaping, snow
ug H .
For more information on Hilti products and rental market, call 1-800-363-4458.
Hilti. Outperform. Outlast.
removal and construction. The 3,600-pound RT-30 is 48 inches wide and has an 8.4foot lift height. Its compact size and 10 inches of ground clearance minimize risk of property damage or damage to the machine while working in hard-to-reach areas, whether clearing snow on sidewalks and through alleys or while completing landscaping or construction work in high-density housing areas. The machine’s size also optimizes it for the rental market as the compact track loader is easy to transport on a trailer pulled by a pick-up truck. It is simple to operate, making rental customer training easy, including homeowners who can use it in backyards and eliminate manual labour. In addition, the RT-30 features easy serviceability as a result of a single-door system that allows fast access to the engine, filters and other daily checkpoints. This means faster rental turnaround and less downtime for contractors. The RT-30 offers a safe alternative to similarly sized walk-behind and standon skid steer loaders. The ASV unit’s cab provides rollover protection and protects the operator from outside elements. The cab’s seat also eliminates the fatigue that comes from standing. In addition, the compact track loader also features more ground clearance and lower ground pressure than similarly sized machines on the market. The RT-30’s industrial diesel engine provides more torque than smaller gas or diesel engines common in mini skid steer loaders.
MASSIVE CUTTER
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Bandit Industries has
expanded its line of skid steer loader attachments to include the Model SA-25, a hydraulically powered stump grinder attachment that operates off a loader’s existing high flow hydraulic systems. The SA-25 features a massive 24.5-inch diameter Revolution cutterwheel, the same size cutterwheel found on some of Bandit’s largest self-propelled stump grinders. The Model SA-25 joins Bandit’s already-robust lineup of skid-steer loader attachments that includes the Bandit Stump Gun vertical stump grinder and the Model 60FM and Model 72FM forestry mulchers. All Bandit attachments bring the power and productivity of a Bandit to the versatility of a skidsteer loader.
NOW WITH MORE HORSEPOWER 8 bobcat.com
Bobcat offers the M2-Series skid-steer loaders, compact track loaders and all-wheel steer loaders designed for general construction contractors. M2-Series compact loaders offer a variety of performance, operator comfort and visibility enhancements to help increase operator productivity and provide enhanced uptime protection. The M2-Series includes S450
through S850 skid-steer loaders, T450 through T870 compact track loaders and the A770 all-wheel steer loader. Altogether, the M2-Series includes 24 skid-steer, compact track and all-wheel steer loader models. Features of the M2-Series include an automatic ride control option that allows operators to easily switch between auto and off from inside the cab. The reversing fan option temporarily reverses the cooling fan direction for several seconds to blow dust and small debris from the radiator and rear screens. Front and rear cab isolators, door seals and side screen dampers reduce noise, vibration and dust inside the Bobcat loader cab. The side lighting kit option improves visibility in low-light conditions. The low-effort hydrostatic pump reduces drive lever effort by as much as 25 per cent in 600- and 700-frame-size M2-Series loaders. Larger model decals help identify model numbers, which can be useful on large jobsites for improved readability.
M2-Series S850 skid-steer loaders now come standard with 100-horsepower Bobcat engines, a nine per cent increase from the prior iteration. The horsepower boost provides increased
attachment performance in demanding applications, including operating highflow auxiliary hydraulic attachments such as forestry cutters, planers and snowblowers. It also delivers more power to operate highflow auxiliary hydraulic attachments at higher ground speeds during attachment operation, increasing operator productivity. Every M2-Series loader is powered by a Bobcat diesel engine that is engineered to work perfectly with the rest of the machine. It features a non-DPF design for simple operation, panoramic serviceability, better fuel efficiency and less engine noise.
EXTRA SAFETY FEATURES
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Whether your customers work on utilities, building roads, highways and bridges or whether they are active in mining, forestry, industrial or residential building, Kubota SSV skid steer loaders are suitable tools for practically any job. Exceptional power, flexibility, durability and a
comfortable cab set Kubota apart. Using a front roll-up door for easy access, Kubota diesel engines, auxiliary hydraulics, proportional controls, a high flow option, two-speed travel, pilot controls, side lighting and vertical lift loader arms, these skid steers are designed for performance. Safety is also key and these models offers lots of safety features such as rollover protection structures and falling-object protective structures. The SSV skid steer loader multitasks with buckets, forks, breakers and snow blowers via a quickattach hydraulic coupler. Kubota technology and power will save customers time and money.
AUTOMATIC FUNCTIONS
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The Cat 299D2 XHP compact track loader with its powerful engine, high-output hydraulic system, high lift forces, vertical lift design and torsion axel suspension provides the maximum performance for work and productivity, digging, truck loading and material handling in a wide range of underfoot conditions and applications. The sealed and pressurized cab option provides a cleaner and quieter operating environment with excellent work tool visibility. The available high-back,
BUSINESS TO BUSINESS
seat with seat-mounted adjustable joystick controls makes Cat compact track loaders excel in operator comfort. Machine capability and control is maximized with the standard advanced display providing on-screen adjustments for implement response, hystat response and creep control, including multi-language functionality with customizable layouts, a security system, and a rearview camera. The highperformance power train provides maximum performance and production capability through the electronic torque management system, standard two speed travel and an electronic hand/foot throttle with deceleration pedal capability. The XHP hydraulic system provides high flow and high pressure that delivers top hydraulic horsepower to efficiently run even the most power-hungry work tools. The electronically controlled Cat C3.8 aftercooled engine provides high horsepower and torque while meeting U.S. EPA Tier 4 Final/EU Stage IV emission standards.
SAFETY FIRST AND LAST Beating the Heat
by Jeff Thorne
Ahhhhhh summer, it’s finally upon us. The sun, the surf, the sand and that high humidity that our Canadian summers can bring! Love it or hate it, it’s our climate. With those hot, hazy summer days, comes a workplace hazard that often goes overlooked: heat stress.
Employers have a duty to ensure that reasonable precautions are taken to protect the health and safety of workers. Hot workplaces such as foundries, canneries, chemical plants, automotive manufacturing, commercial kitchens, bakeries, deep mines and sunny outdoor locations are typical environments where heat is a byproduct from the work process. Very hot environments have the potential to overwhelm the body’s coping mechanisms and lead to potentially serious and fatal conditions.
Heat stress is a less serious condition than heat stroke. Symptoms of heat stress include clammy pale skin, heavy sweating, rapid pulse, headache, dizziness, nausea, muscle cramps, fatigue, shallow breathing and dark urine.
Heat stroke is a serious, potentially fatal condition in which the body does not have the ability to cool itself. The body’s core temperature rises to a point where it can no longer produce sweat. Early symptoms of heat stroke include lack of sweat, hot dry skin, rapid pulse and difficulty breathing. If body temperature is not reduced, symptoms may progress to confusion and disorientation, seizure, loss of consciousness, coma or death.
Preventing heat stress and heat stroke in the workplace needs to be done through proper heat stress management. There are a few keys to implementing a successful heat stress prevention program. To manage heat exposure, follow some common sense steps. First, measure and monitor how much heat your workers will be exposed to, paying attention to the humidex as well as temperature. Devise a sampling strategy that defines the temperature where you start monitoring, then says how often and where you check the temperature. Have a response strategy involving rest breaks, job rotation, air conditioning and/or shutdown
of operations. Implement training, thinking carefully about when and how often to deliver the heat protection message and how to get it across the best way. Obviously, you need to make sure your workers always have a sufficient supply of potable water wherever they are.
Finally, encourage reporting whenever a worker needs first aid, a critical injury or an emergency.
Once the above has been competed, we can determine control measures. Controls can be broken down into general, specific and personal controls.
General controls start with implementation and training. The plan must be implemented and workers trained to recognize the signs and symptoms of heat stress and how to avoid them. On hot humid days with a sufficient workload, a cup of water should be consumed every 20 to 30 minutes. Workers must be given time to acclimatize to the heat. This could take up to two weeks. Humidex levels should be measured and work/rest cycles adjusted accordingly.
Specific controls can include shielding workers from radiant heat or providing fans when the temperature is below 35 degrees and less than 70 per cent humidity. Fan use when temperature is above 35 degrees and 70 per cent humidity will increase worker’s temperature. Additional controls include reducing manual material handling using carts, dollies and equipment, starting earlier or finishing later, ensuring that shade is available when working outdoors and rotating workers in and out of hot areas.
Finally, when it comes to the individual, avoid caffeinated beverages as these make the body lose water and increase the risk of heat stress. Use sunscreen and wear light clothing that allows sweat to evaporate. Encourage workers to make healthy lifestyle choices and try to get enough rest.
Stay safe, stay alert, stay hydrated, and heed your bodies warning signs. Have a healthy and safe summer everyone. For more information on heat stress and heat stress management, please go to ohcow.on.ca. CRS
Jeff Thorne is manager of training at Occupational Safety Group.
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