TexasPropane October 2016
Volume 72 No. 10
T H E M AG A Z I N E F O R T H E T E X A S P R O PA N E G A S A S S O C I AT I O N
Hiring & Retention of Drivers
100+ Uses Propane Power Washers
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For more information and a confidential assessment of your business, please call us today.
TexasPropane October 2016
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T H E M AG A Z I N E F O R T H E T E X A S P R O PA N E G A S A S S O C I AT I O N
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On the Cover Tips for Hiring, Retaining Commercial Drivers
Features Propane Provides the Power for Pressure Washers. . . . . . . . . . . . . . . . . . . . . 12 The many uses of the simple tool. PERC Back-to-School PR Campaign Makes Stop in Texas . . . . . . . . . . . . . . . 16 PERC Streamlines Marketer Focused Websites. . . . . . . . . . . . . . . . . . . . . . . . 24
Sail House Publishing 3510 Crowncrest Drive Austin TX 78759 (512) 346-0892 email@example.com Kim Scheberle Account Manager/Managing Editor Kiki Pantaze Art Director (512) 924-7566 firstname.lastname@example.org
Departments Highlights from Headquarters. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 TPGA Board of Directors. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 ProCOT Corner. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 People in Propane . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Inside the Industry . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Tell Us Something Good . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 A Look Back. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 Where in the World. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 Say Cheese . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 Classified Advertising. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Calendar of Events. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 Index to Advertisers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 Propane with Purpose . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Highlights from Headquarters
Prepping for Busy Season Bill Van Hoy TPGA Executive Director Many of you have asked questions about hiring drivers. As we go into the “busy season”, Texas Propane magazine has a feature article this month with tips and best practices for hiring. In it you will find information on legal ramifications, hiring costs, qualifications you should look for, tips on conducting interviews, employment verifications, background checks, and more. And keep an eye out for the November issue of Texas Propane as we give you information on hiring veterans. TPGA staff are preparing for the forthcoming session on the Railroad Commission’s proposed rule changes. The Technical & Standards Committee has been hard at work combing through
the proposal and has given their recommendations to the RRC. These proposed rules and the outcome of the session with the RRC will be a topic of discussion at the board and related committee meetings later this month. Stay tuned! There are two separate golf tournaments this month benefiting charities. First is the Pros4Care Golf Tournament at the Stonebridge Ranch Country Club in McKinney, TX on October 17, 2016. Proceeds from this tournament benefit the Prostate Cancer Foundation. See the ad on the inside back cover. Secondly, the LPG Charity Fund Fall Golf Classic will be held on October 18, 2016 at Tour 18 Golf Course in Humble, TX. All proceeds benefit the LPG Charity Fund, which helps propane industry professionals across the country who need help with catastrophic medical bills, temporary living or funeral expenses. See the article in the Inside the Industry section.
2016 CONVENTION Sponsors Golf Tournament Targa Resources Convention Bags Enterprise Products Lanyards Keyera Energy Welcome Reception Westmor Industries, AVATAS Adult Beverages @ Expo Midstream Transport Cocktail Reception Quality Steel Sporting Clay Tournament Bishop Energy Annual Sponsorship - Friend Level Gas Equipment Company
AFFINITY PARTNERS BASYS • Lone Star Energy Group
2016-2017 TPGA Board of Directors President: Ben Wood, Northwest Propane, 972-247-6121 President-Elect: John Walter, Schneider Distributing, 800-901-9109 Secretary: Harris Baker, Pinnacle Propane, 512-306-0073 Treasurer/Finance Chair: Sam Fox, McCraw Propane, 461-261-1148 District 1 Director: Jim Vines, Cooper Propane, 903-785-5242 District 1 Alternate: Open District 2 Director: Josh McAdams, McAdams Propane, 936-598-7444 District 2 Alternate: Open District 3 Director: Jeremy Gentile, Hill Butane, 409-296-2001 District 3 Alternate: Keith Stone, Alford LP Gas, 214-801-2000 District 4 Director: Mark Peterson, Buster Brown Propane, 281-689-3946 District 4 Alternate: Allen Wells, Baygas, 281-332-2660 District 5 Director: Open District 5 Alternate: Open District 6 Director: Omar Garcia, Mr. G Propane, 956-581-1063 District 6 Alternate: Open District 7 Director: Steve Smith, Smith Gas, 830-393-2533 District 7 Alternate: Sharon Seal, Bell Hydrogas, 210-533-7103 District 8 Director: Jack Walzel, Tri-Co Propane, 254-642-3885 District 8 Alternate: Rodney Sladek, Fayetteville Propane, 979-836-7044 District 9 Director: Bill McCullough, Butane Gas, 800-242-69010 District 9 Alternate: Brad Quisenberry, Gene Harris Petroleum, 888-336-4474 District 10 Director: Josh Nowlin, McCraw Propane, 9003-583-7481 District 10 Alternate: Sam Fox, McCraw Oil, 469-261-1148 District 11 Director: Steve Adams, Hardwick LPG, 254-647-3402 District 11 Alternate: Lane Worthington, Sunoco, 325-835-3031 District 12 Director: John Gordon, Bob’s Fuels, 325-647-3619 District 12 Alternate: Laci Jo Walter, Schneider Distributing, 800-901-9109 District 13 Director: Trini Hernandez, Fuel Mark, Inc., 432-381-4277
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District 13 Alternate: Open District 14 Director: Open District 14 Alternate: Open District 15 Director: Don Heinrich, Slaton Gas, 806-828-6501 District 15 Alternate: Open District 16 Director: Open District 16 Alternate: Open Past President: John Kelly, Kelly Propane, 940-586-1208 Past President: Todd Dorris, Roadrunner Energy, 830-278-5317 Past President: Hobie Sibley, 281-455-3673 Past President: Doug Maclay, Huffhines Propane, 972-225-2347 1st Vice President: Jeremy Gentile, Hill Butane, 409-296-2001 2nd Vice President: Josh McAdams, McAdams Propane, 936-598-7444 3rd Vice President: Allen Wells, Baygas, 281-332-2630 Sr. Vice President: Joe Green, Green’s Blue Flame Gas, 713-462-5414 Sr. Vice President: Wes Welch, WelchGas, 903-577-1446 Sr. Vice President: Jack Walzel, Tri-Co Propane, 254-642-3885 Assoc. Service Director: Anna May Etheredge, 940-665-4672 Assoc. Service Alternate: Jeff Severson, BAM Propane, 817-738-8224 Assoc. Producer Director: Jimmie Grant, Martin Gas Sales, 713-851-6155 Assoc. Producer Alternate: John Becraft, Targa Resources, 817-416-7757 Assoc. Manufacturer/Distributor Director: Mike Armstrong, Gas Equipment Company, 214-733-6328 Assoc. Manufacturer/Distributor Alternate: Mark Smith, Leran, 512-318-1840 Assoc. At Large Director: Jim Diehl, Squibb Taylor, 214-357-4591 Assoc. At Large Alternate: Tracy Wells, Gas Equipment Company, 214-638-8018 Nominating Committee Chair: Doug Maclay, Huffhines Propane, 972-225-2347 NPGA Director: Jim Bishop, Bishop Energy, 940-665-3457
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Cover Feature Tips for Hiring, Retaining Commercial Drivers panies to learn how to find and recruit qualified drivers. There are several methods of recruiting. Each has its own advantages and disadvantages and each has special requirements in order to be successful. The following discussion will attempt to identify these methods and how to best use them. Word of Mouth
Hiring safe and reliable drivers is critical to the success of all companies. Poor and improper driver screening and hiring practices can lead to poor performance, late deliveries, incomplete or improperly completed paperwork, illegal logs, equipment abuse, customer dissatisfaction, accidents and high driver turnover. Years ago, before deregulation dramatically increased the demand for drivers, knowledge and training on the subject of proper hiring and screening was not as critical as it is today. However, with the increased demand for drivers, some companies have lowered their hiring standards in an effort to keep their trucks rolling. As a result, many poorly qualified drivers have found their way into the work force and the quality of drivers has suffered. As a consequence, it is not only important to know how to find, screen, hire and retain drivers, it is critical to the continued success of the company. This publication is designed to define the problems and ramifications of improper hiring and to provide trucking companies with solutions to this growing problem.
Finding Qualified Candidates
Every company in business today is in competition for good drivers and there are not enough to go around. It is essential for com-
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One of the most effective methods of recruiting is word of mouth. Drivers tend to have more faith in the opinions of other drivers than in the promises of a company. If a company has a core work force of well qualified drivers, these drivers can be used to recruit other drivers. Cash bonuses for recruiting work well as incentives for these drivers. Such bonuses should be contingent on the recruited driver staying with the company for at least six months. Potential recruits can be encouraged to talk with the company’s drivers through the use of signs on the trailer which encourage inquiries. Keep in mind, however, if a company has poor drivers, they will attract drivers of the same quality. Additionally, a dissatisfied driver can create a poor image of the company and cause potential drivers to avoid it. If using this method, use long-term drivers who have exhibited loyalty to the company and who represent the quality of driver that is sought. Print Advertising
There are many ways to advertise your open driving position. Newspaper, Texas Propane magazine, LPGasjobs.com and trade magazine ads can be effective if you can be sure they’re reaching your target audience in your target locations. When designing an ad, make it attractive. Define what the company’s advantages are and incorporate them into the ad. Always include the company name in the ad. A company that is ashamed to identify itself will not attract many good applicants. A company that uses this type of advertising will attract many more qualified drivers than the one that is satisfied with the one or
two line ad. The extra money spent should be well worth it in terms of the type of driver everyone wants. Digital Advertising
If you are looking to attract younger drivers, you will most likely find them online. There are a variety of online job aggregator sites: indeed.com, monster.com and simplyhired.com are just a few of the places job seekers might be looking.
Qualifications to Look For Age
National Transportation Safety Administration studies show that commercial truck drivers between the ages of 21 and 23 have the highest incidence of fatal accidents of any age group. However, the Department of Transportation (DOT) only requires a minimum age of 21. Current OSHA regulations prohibit age discrimination. There is no upper age limit set by DOT but as drivers age, their reflexes, vision and stamina may decline. Make sure to stay on top of physicals, as required by the DOT, for all of your drivers. Experience
DOT does not set a minimum experience requirement. They simply state that the driver must be qualified by reason of experience or training. Consider setting up minimum amounts of experience using mileage standards. Driving Record
The University of Washington conducted a study that showed that drivers with five or more traffic tickets were almost three times more likely to have a fatal accident than a driver with a clear MVR. A driver with multiple tickets is extremely difficult to defend in litigation arising from an accident. A maximum of four moving violations in the most recent three-year period is acceptable. Any misdemeanor or felony citations such as DWI/DUI, reckless driving, drag racing, leaving the scene of an accident, etc., should be considered disqualifying offenses. Accidents
The average driver has one accident every five years. If a driver has had two at-fault accidents in the most recent three-year period, there is an excellent chance that the driver will have more. It is recommended that a maximum of one at-fault accident be accepted. This same criterion should apply to retaining current drivers. Additionally, the nature of the accident should be considered. Running off the road, jackknife and rear-end collisions may indicate improper following distances or poor attitude and should be thoroughly checked. There is an industry wide practice of dismissing minor accidents and faulting major ones. Typically, the only difference between the two is luck. Almost every minor accident could have been major if one or more of the factors had changed. Instead of looking at severity, look at causation and seek to identify potential attitude problems or poor driving practices. Education
Although there are many excellent drivers who do not have a high school diploma, education should be a qualifying factor. A driver should exhibit sufficient literacy to properly complete logs, paperwork, trip reports, etc. A driver without a high school diploma may
be excellent behind the wheel, but have difficulty with the rest of the job. A general policy requiring a high school diploma should be set. If a driver can demonstrate adequate competency, this requirement can be waived. Appearance
In many cases, the driver is the only company representative that a customer ever sees. The attitude of a customer can be directly affected by the appearance of the driver. Look for drivers who present a good appearance. Clothing should be clean and neat without any offensive symbols or messages on them. Beards and mustaches should be trimmed and maintained. Remember, the way drivers care for themselves is the way they are going to care for your customers and your equipment. Attitude
An aggressive or unprofessional attitude will cause accidents, lose accounts and cause problems for the company. Screen drivers for a good attitude that reflects professionalism and respect for others.
Interviewing and Screening Potential Drivers Proper Interviewing
One of the most important parts of the hiring process is the interview; yet it is often the most poorly performed part of the entire process. In many cases the interview is nothing more than a rehash of the information that is submitted on the application. The company representative reads off the application and the driver agrees that the information is correct. Nothing new has been learned other than the fact that the driver has a good short-term memory. An interview should corroborate the information that the driver submits but it should also serve to clarify any areas of the application that may be in question. Without question, one of the most important qualities of a potential driver evaluated at the interview is the driver’s attitude. A driver with a good attitude will be a safe driver, will treat customers and dispatchers with courtesy, will turn in good paperwork and will have the good of the company at heart. If treated properly, this new hire will become a long-term employee. In order to determine if a driver has the type of attitude the company requires, a series of questions should be developed that will give the interviewer some insight into this area. Drivers are accustomed to stock questions such as “why did you leave your last job?” and have a stock answer already in mind. The interviewer should have some thoughtful and insightful questions that require some reflection on the part of the applicant. Such questions might include: • What did you like best about your last job? • What did you like least about your last job? • How do you handle anger when on the road? • What is the hardest part of driving for you? • What do you expect from this company? • What does your spouse think about your job? • What is the most important part of your job? Of course the list of such questions is endless and the interviewer must find the ones that get the best response from applicants. Once a question has been asked, listen to the answer! Be interested in what the applicant has to say. Don’t be anxious to get to the next question as if you have more important things to do. Remember, the way the company treats the driver is the number one concern of most drivers and October 2016 •
the phone is used, a record of who was spoken to, their position in the company and a synopsis of what was said must be kept. The telephone is the quickest and most economical way to verify a driver’s background. Unfortunately, some companies will not release the information required without a written release. If this occurs, the request must be mailed or faxed. Often the information can be obtained over the phone if the request is consolidated. For example, “Mr. Smith has applied for a driving job with our company. He says that he drove for you for the last two years. During this time he operated a tractor-trailer throughout the eastern 38 states. He states he had no accidents or tickets in that time and that he left voluntarily. Can you verify this for me?” This approach allows the company being contacted to either confirm the information or state that it is incorrect. If the follow-up question, “which part is incorrect?” cannot be answered without a written release, it is likely there is a major discrepancy on the application and that the applicant cannot be considered for employment until it is resolved. “Self-employed,” is not an acceptable past employment history. If the driver was self-employed in a driving position, the company they operated for should be listed and contacted. If the “self-employment” was in another field, tax records or other documentation should be required to verify the time in question. Gaps in employment should be documented through tax records or other types of documentation. With the current driver shortage, no driver should have gaps in employment except by personal choice. Unexplained gaps may be an attempt to conceal employment that was terminated due to drugs, alcohol, dishonesty or accidents. Drivers should be required to account for all time in the past three years. Employment with companies that are no longer in business should be verified through tax records. If written employment verification requests are sent out, a copy of the request along with the date that it was sent should be kept in the driver’s qualification file until the completed request form is returned. If the request form is never returned, the photocopy will serve as verification that an attempt to get the information was made. MVRs
that treatment starts in the interview. If an answer creates additional questions, don’t be afraid to dig deeper. This is what the interview is all about. Many times, a pause of a few seconds of silence after the driver has answered a question is better than any question that could have been asked. People are uncomfortable with silence and often will attempt to fill it. This may result in additional information that the applicant did not intend to divulge at this time. Another interview technique is to put the applicant with another driver while the interviewer is doing past employment verification. The applicant may be more open with another driver than with the interviewer. By allowing the applicant to talk to an existing driver and then asking the employed driver for their evaluation, an interviewer can not only get additional information on the applicant, but also make an existing employee feel like a valuable member of the company team. Past Employment Verification
DOT requires that all employment in the past three years be verified. Verification can be done via phone, fax or written request. If
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Standards should be set for determining what is to be considered an acceptable MVR. DOT requires that a company obtain a copy of the driver’s MVR within 30 days of employment. It is recommended that a copy of the MVR be obtained prior to sending the driver out on the road. Otherwise, there is risk of finding out the driver’s license is suspended or that the driver has too many tickets to be accepted, all while the driver is several states away under dispatch. In situations where the driver has moved from another state, MVRs should be obtained from all states where the driver has been licensed in the past three years. With a release form signed by the driver you can obtain an MVR within 24 to 48 hours through one of the MVR reporting services. Pre-Employment Screening Program
You should consider using the FMCSA’s Pre-Employment Screening Program (PSP) to gather information on an applicant prior to making a final offer. With the applicant driver’s signed authorization, you can view their past safety performance regardless of the number of employers. The PSP contains the driver’s roadside inspection results for the past three years and crash history for the past five years. For more details, go to www.psp.fmcsa.dot.gov.
A valid CDL may replace the requirement for a road test, the need for road testing has never been greater. Road tests should be designed to evaluate the driver’s skill, driving habits and attitude. In order to do this, the test should encompass both two-lane and fourlane driving in both a rural and an urban setting. The longer the test is the better. Drivers tend to be on their best behavior during a road test. The longer the test is, the more likely it is that their true driving ability and road habits will emerge. Anyone from the company may conduct the test, but it is recommended that the person conducting the test have a thorough knowledge of proper driving techniques and be able to properly evaluate the driver’s performance. Psychological Testing
There are a number of tests on the market that purport to evaluate a driver. These tests should be considered as another tool to assist in making a decision but should not be relied on exclusively. Summary
The screening process is a lengthy one designed to assure the company that it is getting the best possible driver. In order for it to work properly, the company should keep in mind that the goal is to discover the reason not to hire a driver. It is a process of elimination that is designed to ensure that only well-qualified drivers that fit the needs of the company are selected. If a company consistently hires drivers that do not work out, there is a failure in their hiring process and adjustments must be made.
Today, plaintiff attorneys know as much, if not more, than the average company about proper hiring and processing of drivers. In cases where a plaintiff attorney can prove to a jury that the company did not hire drivers of acceptable competency, or that the federally mandated paperwork such as Motor Vehicle Reports (MVRs) and past employment checks are incomplete, an additional suit for negligent hiring may result. In most cases, this additional demand is defended and covered by your insurance. In some cases, however, these shortcomings result in punitive damages being demanded and awarded. In all but a very few states, insurance companies are prohibited from paying these punitive damages. This means that even if the judgment is within the limits of the company’s insurance coverage, the insurance company cannot pay. The company who hired the driver pays punitive damages. Hiring drivers who are unqualified due to inexperience, tickets or accidents can jeopardize the future of the company.
Quite often, companies yield to economic pressures and hire poorly qualified drivers just to get the truck moving. The desperate hope is that the new hire will work out until a better driver is found as a replacement. It is also hoped that in the meantime, this new driver won’t do too much damage. On the surface, this seems to make sense. What the company has not figured in is the cost of hiring. Recent surveys have placed the cost of hiring a new driver at between $800 - $2,000. This cost includes advertising, phone calls, physicals, drug tests and the hours required to process, road test and provide orientation to the new hire. Not included in that cost figure is lost revenue from downtime as the truck sits in the yard
and the reduced productivity of the driver while learning a new system. If these additional costs are included, the overall cost of finding and hiring a new driver increases dramatically. Therefore, hiring a driver that is not going to work out is a luxury that few companies can afford. Accidents
Regardless of past accident records or experience, a driver in his first six months of employment is one of the most accident-prone drivers that a company can have. During this time the driver is learning new routes, new customers, new paperwork and new procedures. His attention is often on these issues rather than driving. When this occurs, the driver becomes inattentive and is subject to having an accident. A company with a high driver turnover rate is usually a company with a high accident rate as well. Maintenance
Thirty percent or more of all maintenance costs can be traced back to equipment abuse. Much of this abuse can be attributed to new October 2016 •
drivers who are unfamiliar with the equipment or who are inexperienced and do not have good driving habits. Hiring poorly qualified drivers will have a direct adverse effect on company maintenance budgets and fuel costs.
driver dissatisfaction must be understood and solutions must be sought. In a University of North Dakota study, there are a number of reasons why drivers quit. These reasons are listed in the order of importance as determined by the drivers:
In an economic environment where most companies are operating on a 2-3 percent net operating ratio, proper driver selection and retention can make the difference between a profitable company and one that has to file bankruptcy. It is critical for a company to have effective hiring and retention programs. Haphazard hiring practices results in increased costs which will prevent a company from being competitive in today’s marketplace. The methods and procedures in this publication are designed to provide assistance in the areas of recruiting, screening, hiring and retention.
Be aware of your drivers’ cognitive behaviors, attention, memory, and health conditions such as, diabetes, fatigue, and other health concerns that could cause unsafe driving. Hiring a healthy driver will lead to retention. 2. Treatment
Transportation is the only American industry that regularly accepts 60, 70, even 100 percent employee turnover. A large portion of the profits of the industry is spent on replacing drivers. Many fleets have as much as 25 percent of their equipment out of service while the company looks for replacements for drivers that have quit. Production is down, profitability suffers and poorly qualified drivers are hired as stopgap measures. None of these situations is acceptable, and yet the industry continues to suffer. In order to improve driver retention, the underlying causes of
Treatment is the number one issue with drivers. They want to be treated with the same courtesy and respect that other employees are accorded. If they are treated like a commodity or like second class citizens, they will become prime candidates for someone else’s recruiting efforts. How hard a driver is required to run is also a key issue when considering treatment. If dispatch is more concerned with delivery schedules than they are with the driver’s physical condition, the driver will quickly burn out and look for alternative employment. Delivery schedules should be made with adequate time built in for the driver to obtain necessary rest. This policy not only protects the driver from burnout and fatigue-related accidents, but it also allows the driver to run legally.
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Drivers who are loyal to a company are loyal to their families. Benefits such as health insurance are of considerable concern to good, conscientious drivers. The company can normally obtain this coverage for substantially less than an individual driver can. Many drivers are willing to accept less pay in return for having a good benefit package available to them. Many offices offer benefits such as health insurance, paid vacations, sick days and retirement programs. In order for a company to attract and retain good drivers, a good benefit package is vital. Also consider driver recognition programs that recognize your drivers for their safety record, job performance and job anniversaries. 4. Pay
Pay was one of the last items that drivers were concerned about. In general, it was discovered that drivers would prefer to take less in exchange for a good benefit package. Another issue that the University of North Dakota survey addressed was the lack of incentives for drivers to stay with a single company. With the lack of benefit programs, raises or retirement programs; when drivers quit, they lose nothing. A change of companies is a lateral move. If companies are going to have a good driver retention program, they must develop graduated incentive programs that are designed to create captive employees. Make it hard for drivers to leave. Such programs can include paid vacations, a retirement program that requires several years of service
for full vesting, health programs that have decreasing driver costs as years of service add up or any other programs that the company can develop. The important issue is for the company to develop a program that works for them.
A good selection and hiring program is vital to any company that wants to stay competitive in todayâ€™s marketplace. Proper driver hiring is the first step in reaching this goal. This step is reached through effective advertising that allows the company to be selective, coupled with proper driver screening that identifies drivers with both good backgrounds and good attitudes. The second step in reaching this goal is long-term driver retention. Retention hinges on selecting the right driver in the first place and then treating them well. Seek to develop programs such as benefit packages and vesting programs that will entice drivers to stay. A driver that stays does not have to be replaced. Finally, consider this: if you continue to do what you have always done, you will continue to get what you have always gotten. If you are satisfied with the results that your current programs have produced, then continue them. If you are not satisfied, this information should assist you in making the changes needed throughout the entire industry.
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Propane Provides the Power for Pressure Washers The many uses of the simple tool By Laura Mohammad
From mines 645 feet below the ground to aircraft fit for a Saudi king, the possibilities seem endless when it comes to cleaning with a propane-powered pressure washer. In fact, we found 132 uses (and counting) for pressure washers. “That’s the beauty of our industry. Anybody with dirt, grease or oil is a potential
customer,” says Tommy Sherwood, senior systems sales manager with pressure washer manufacturer Hotsy. While most propane-powered units are designed for hot water, you will sometimes find customers who want to power a coldwater unit with propane, says Sherwood. Hotsy does convert for the occasional client.
Texas Propane • www.txpropane.com
Pressure washers come in three modes, according to WLPGA. • Hot water washers • Cold water washers • Steam cleaners Hot water pressure washers are best at jobs where significant amounts of oil or grease are present or if some heat reactive substance is being cleaned, says WLPGA. While they typically cost more than cold water models, they allow you to clean much more thoroughly and efficiently. WLPGA says propane is a cleaner, more versatile power source for pressure washers, and are ideal when electrical outlets are inaccessible. WLPGA notes that features include intake valves, pumps, motors, pressure hose and spray guns. Some units feature a chemical solution system for injecting cleaning chemicals into the pumping line. There is even the capability to remove graffiti or gum. Propane has a number of advantages, say Sherwood and WLPGA, including: • More durable and reliable than traditional gasoline- or diesel-fueled machines. They have one third the moving parts to a diesel or oil burning machine.
• LPG pressure washers allow savings of up to 70 percent when compared to gasoline-powered washers. • The absence of smoke, soot, odors result in cleaner emissions. • Reduced noise. • Portable, easy to operate and easy to maintain. • Produce pressure of upwards of 4000 PSI. By hooking it up to propane, you never run out of fuel unless your propane tanks run dry. The Hotsy propane products offer a number of features, including an auto propane shutoff when the trigger is released. Also, the machines are thermostatically controlled so when the desired temperature is reached, the burner shuts off, reigniting to keep the correct temperature. Sherwood says that pressure washing dates back to the World War II era in Europe. Originally, the precursor, a steam cleaner, would heat the water to 340 ºF, creating an abundance of steam, and it was found to work well on dirt and oils. It was later found that the temperature only needed to go to 212 ºF, and that it would actually clean seven to 10 times faster than an old steam cleaner. The Hotsy products date back to a farmer-inventor who created an early steam cleaner in the 1950s to clean his hog pen. His neighbors asked him to create units for them as well, and that was the beginning of what would eventually become Hotsy. The early steam cleaners were powered by oil or diesel because the manufacturers were based in the Midwest. “As more uses were developed, LP and natural gas were a pretty easy leap to make,” Sherwood says, adding that this occurred in the 1960s. He says small vineyards have been the most recent, popular customers in need of propane-powered pressure washers. Food manufacturing is also becoming popular, with portable LP machines being put on skids or push carts that can be pushed around the plant. He says this is handy because you can’t have diesel fuel within 50 feet of food stuffs. Another newer industry is dairies. The construction, farming, waste management, and oil and mining industries have been using the units for decades, Sherwood says. There is a need for pressure washers from the continental U.S. to Afghanistan, where the units were used for cleaning military equipment, he says.
Sherwood has served copper and gold mines, oil fields, and a gypsum mine that was 645 feet below ground level. Perhaps the most exotic customer was servicing the cargo hold of a 747 owned by a king of Saudi Arabia. While he wasn’t allowed into the passenger area, he saw pictures of 24 k gold faucets and an on-board surgical suite. He jokingly asked where they put the harem. He was told, deadpan, that the harem had their own plane. The least exotic? The cleaning of a dumpster: “You learn quickly how to properly
wash a dumpster or a garbage truck – the spray turns right around if you don’t spray correctly,” Sherwood says. Gypsum mines. Off-shore oil rigs. Auto detail shops. Dairy farms. Look around your community and think about the dirt and grime your customers deal with. Chances are, a pressure washer could just be the solution. Sherwood advises, “When you see a customer washing in one spot, whether it’s a driveway or a forklift, suggest that there is a better way to clean.”
A re Y ou
GAMBLING W ith your insurance? Other propane owners have come to our agency to cover their insurance bets: 1) Most tell us they have no idea what companies insure their industry and are surprised to learn there are multiple options available; 2) Many have discovered a gap in coverage after meeting with us; 3) Some have grown frustrated with the lack of timely response and personal service from their current agent. “We recommend Marshall Young Insurance to our business associates who are looking for a family style insurance company for their business needs. Whether by phone, email or in person – our concerns are always met with a prompt & courteous response. They are concerned with our service from the beginning to end.” — Jack Walzel
MARSHALL YOUNG INSURANCE Protecting what matters most since 1965 401 N. Ridgeway Drive, Cleburne TX 76033 | 817-645-9155 October 2016 •
132 Uses of a Propane-Powered Pressure Washer (From Morclean and Hotsy Cleaning Systems)
Mining and oil (11) • Well heads • Off-shore rigs • Service trucks • Oil rigs • Maintenance sheds • Drill pipes • On-shore rigs • Drill bits • Pipeline maintenance • Refineries • Heavy Equipment Winery (12) • Bottling lines • Barrel cleaning • Tank cleaning • Grape conveyors • Concrete cleaning • Crushers • Presses • Destemmers • Pumps • Rinsers • Feed augers • Harvesters Farm and dairy (23) • Barns • Tractors • Plows • Gutters
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• Gleaners • Cattle pens • Fences • Roofs • Vents • Driveways • Silos • Wagons • Shed floors • Harvesters • Greenhouses • Machinery • Fans and ducts • Railings • Milking parlors • Milk stone • Farm house • Out buildings • Refrigerators, shelves, fans and condensers Construction (23) • Dozers • Scrapers • Backhoes • Dump trucks • Tractor trailers • Bobcats • Low boy trailers • Cranes • Flatbed trucks • Radiators • Concrete forms
• Scaffolds • Landscaping • Scissor lifts • Ready-mix trucks • Compressors • Tools • Concrete slabs • Aggregate walls • Boom trucks • High lifts • Brick and mortar • Maintenance sheds Sanitation (20) • Garbage truck fleets • Landfill sites • Roll-off bins • Dumpsters • Recycle centers • Porta-potties • Industrial waste sites • Environmental sites • Scrap yards • Auto recyclers • Weigh scales • Compactors • Septic tank trucks • Rendering plans • Processors • Municipal waste plants • Waste storage bins • Hydraulic cylinders • Hazmat sites • Sewage treatment Food service (7) • Food trays and racks • Fryers • Ovens, stove tops and burners • Countertops, fixtures • Hoods, vents, ceilings and walls
• Gaskets, cracks, corners • Cutting tables, cutting boards, floors Factories (11) • Motors and hydraulic assemblies • Engine parts, fittings, truck and train assemblies etc. • Machinery • Vessels • Garage • Tile and workshop floors • Remove mold and mildew from wooden decking • Walkways, lobbies, concrete floors • Clean and polish vessels inside and out. • Industrial conveyor belts • Mats Transportation (25) • School bus fleets • Tractor trailers • Delivery vans • Car haulers • Taxi fleets • Pickup trucks • Boats • Marinas • Car dealerships • Auto detail shops • Fire stations • Ambulances • Police fleets • City bus systems • Auto repair shops • Aircraft hangars and repair shops • Truck stops • Shipping and air freight • Subways and trains • Motorcycle shops • Speedways • Municipal airports • Car rental agencies • Military maintenance
October 2016 •
PERC Back-to-School PR Campaign Makes Stop in Texas The Propane Education & Research Council (PERC) and PERC spokeswoman Jenna Bush Hager awards Passmore Elementary of Northside ISD in San Antonio with a $10,000 check through the Adopt-A-Classroom Program. Photo courtesy of PERC.
The Propane Education & Research Council (PERC) has kicked off its back-toschool campaign again this year with a special celebrity spokesperson, Jenna Bush Hegar, to promote how propane school buses
are benefitting school districts nationwide. The campaign will target mainstream media and consumers and promote how propane buses allow schools to invest the money they save with propane where it
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matters most: in the classroom supporting teachers and a better learning environment. The campaign objective includes educating parents, educators, school officials, and community members on the benefits of propanepowered school buses, recognizing school districts for their decision to use alternative fuel buses, and increasing awareness about the benefits of propane-powered school buses PERC’s back-to-school campaign will feature satellite media tour promoting propane school buses with Jenna Bush, national TV appearance with Jenna Bush promoting propane school buses, newspaper articles/ feature stories talking about propane school buses with Jenna Bush as well as PERC’s Adopt a Classroom initiative. PERC has partnered with Adopt a Classroom to make donations to 5 school districts across the country that are using propane school buses. Major propane school bus manufacturers nominated propane school bus fleets from across the country to receive a donation. These donations are to teachers in schools with the greatest need in the district to help off-set the out-of-pocket expenses for classroom supplies. One school in Texas was one of the five selected. On September 29, 2016, PERC and Jenna Bush Hegar presented Passmore Elementary School with a donation and also celebrated the district’s propane use. The Northside ISD is now the largest propane school bus fleet in Texas with 495 propane-powered buses. The district has used propane in their bus fleet for more than 35 years and continues to expand its use. Jenna Bush Hager: Jenna Bush Hager is a Contributing Correspondent for NBC News’ “Today.” She is a two-time New
York Times bestselling author, mother of two, and a former Washington D.C. elementary school teacher. She serves as the Young Leadership Ambassador & Chair for UNICEF’s Next Generation committee, which aims to save, protect and improve the lives of children around the world. In 2011, Hager was honored as one of Glamour magazine’s Women of the Year.
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AdoptAClassroom.org: AdoptAClassroom.org gives teachers a hand by providing much needed classroom supplies and materials to help their students learn and succeed. As an award-winning 501(c)(3), AAC makes it easy for donors to provide funding and support to K-12 classrooms in public, private and charter schools throughout the U.S. On average, teachers spend $600 of their own money each year to equip their classrooms - 20% of teachers spend more than $1000 annually. Since 1998 AdoptAClassroom.org has raised over $22 million and benefited more than 5 million students throughout the U.S. AAC holds a 4-star rating from Charity Navigator. For more information, or to adopt a classroom, please visit www.adoptaclassroom.org.
MC 330 & 331 Transport & Bobtail Repair & Re-furbish Storage Installation Compressor Repair 217 Morrison Hill Lane • Gainesville,Tx. 76240 Ricky Taylor 940-727-8608 • Mason Day 940-727-1355 Fax 940-612-2055 E-mail email@example.com
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Inside the Industry
People in Propane Jimmy Bert Gage, 70, of Decatur, passed away on September 5, 2016. He was retired, but had been a dairyman, and had worked for various propane companies in Wise County, and in the oil and gas industry for more than 20 years with Devon Energy. Our thoughts and prayers go out to the family. Smith Gas in Floresville and La Vernia celebrated 88 years in business throughout the month of September with an open house, discounts, prizes and good food. Smith Gas was established in 1928 by Steve Smith’s grandfather, William M. Smith. Congratulations!
Continuous Pilot Lights May Go Extinct
In a move to improve fuel efficiency, an industry group has moved to eliminate continuous pilot lights in gas fireplaces, PERC reported in a recent Propane Energy Update. Continuous pilot lights allow gas fireplaces to work even during a power outage, but they’ve always had a downside — they allow a trace amount of gas to flow at all times, driving up fuel costs. Soon, such pilot lights may be eliminated altogether, reports Pool and Spa News. “In June, the Hearth, Patio & Barbeque Association submitted a proposal to the CSA Group — the entity that oversees ANSI standards — to amend the certification standards to make pilots obsolete on newly manufactured vented gas fireplaces, fireplace inserts and freestand-
ing stoves,” the publication reports. “These products are currently covered under codes Z21.50 and Z21.88.” The proposal would not affect outdoor products, most of which operate on small propane cylinders. One way to ensure your propane appliances keep operating even in an outage? Propane standby generators, which can protect the electronic ignition source and keep those fireplaces going in a storm. Funding Available in 65 Texas Counties for Large Commercial Fleets Looking to Go Green
The Texas Commission on Environmental Quality (TCEQ) announced that up to $5.9 million in grants is being made available through the Texas Emissions Reduction
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Plan (TERP) Texas Clean Fleet Program (TCFP) to encourage entities that operate large fleets of vehicles in Texas to replace diesel-powered vehicles with alternative fuel. Eligible entities include those that own fleets of 75 or more vehicles operated in Texas. Entities must commit to replace at least 20 diesel-powered light-duty or heavyduty vehicles with a new alternative fuel vehicle (includes propane) of the same weight classification and use. Projects eligible for funding under this program must result in a reduction of nitrogen oxides (NOx) emissions of at least 25%. 65 counties are eligible. Eligible counties: Austin, Bastrop, Bell, Bexar, Brazoria, Brazos, Burleson, Caldwell, Chambers, Collin, Colorado, Comal, Dallas, Denton, El Paso, Ellis, Falls, Fayette, Fort Bend, Freestone, Galveston, Gonzales, Gregg, Grimes, Guadalupe, Hardin, Harris, Harrison, Hays, Henderson, Hill, Hood, Hunt, Jefferson, Johnson, Kaufman, Lee, Leon, Liberty, Limestone, Madison, McLennan, Milam, Montgomery, Navarro, Nueces, Orange, Parker, Robertson, Rockwall, Rusk, San Patricio, Smith, Tarrant, Travis, Upshur, Victoria, Walker, Waller, Washington, Williamson, Wilson and Wise. Applications will be accepted for consideration only if received at the front desk, Rm. 1301, 1st floor of Building F on the premises of the TCEQ (12100 Park 35 Circle, Austin, TX 78753) by no later than 5:00 p.m. Central Time, October 18, 2016. Please visit www.terpgrants.org or call 1-800-919-TERP (8377) for more information regarding the TCFP eligibility requirements, selection criteria, and application submittal process. Central Texas School District Adds to Propane Bus Fleet
Leander ISD is boosting its environmental efforts by adding 24 propane-powered buses to its fleet. The new propane buses will reduce nitrogen oxide emissions by more than 31,200 pounds and particulate matter emissions by more than 635 pounds annually, according to a news release. LISD acquired the buses after it received a Texas Commission on Environmental Quality financial grant that rebated 60 percent of the purchase price. LISD Director of Transportation Steve Stripling said the total purchase price was about $1.75 million, and the TCEQ will is-
Inside the Industry sue the rebate “any day now.” The new buses replace 20 diesel buses that, in accordance with the grant, had to be destroyed and turned into scrap metal at a state-certified facility in San Antonio, Stripling said. The transportation department considered other forms of alternative fuel, Stripling said, including electricity and compressed natural gas. But LISD already had the infrastructure to service the propane-fueled buses because it acquired its first fleet through a TCEQ grant in 2009, he said. “This was by far the most economical [option],” Stripling said. “The facilities are already here.” Stripling also said the propane technology has proven dependable, and as TCEQ grants become available, the district plans to apply for funds that would allow it to purchase more propane-fueled buses. The district operates a total of 270 propane- and diesel-fueled buses, and the most recent additions bring LISD’s total number of propane-fueled buses to 64, Stripling said. The district also expects to add four propane-fueled special education buses to its fleet of 72 before the end of September, Stripling said. The new propane-fueled Blue Bird Vision buses contain a Ford Motor Company engine equipped with a ROUSH CleanTech propane autogas fuel system. Michiganbased ROUSH CleanTech designs, engineers, manufactures and installs propane autogas fuel systems for light- and mediumduty Ford commercial vehicles, and Blue Bird school buses, according to a news release.
Tell Us Something Good The AmeriGas School Days Program offers schools a $0.02 per gallon incentive. Through the School Days Program, AmeriGas will give a school up to $2,000 per year to purchase items for any school-related need with funds earned from the School Days Program. Schools have purchased books, computers, sports equipment, band equipment, art materials and more. After your school has been registered for the program, you can bring your AmeriGas receipts to school and deposit them into the School Days Receipt Box – it’s that simple. AmeriGas will total the gallons on the receipts and pay $0.02 per gallon, up to a maximum of $2,000 per year to schools.
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Nixalite of America Inc. Debuts New Wildlife Cannons
Cost effective wireless inventory data- without opening the tank(s) Remote bobtail filling stations
It can be difficult to deter birds and other wildlife from large open areas, especially within industries that must cohabitate with protected or nuisance species. Nixalite of America Inc’s new Model 14-1 wildlife propane cannon is an effective solution to dis-
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Inside the Industry
A Look Back…1990 Phillips 66 Invests $1 Million to Convert Portion of Fleet to Propane Phillips 66 is converting 31 of its fleet vehicles to operate on propane. They are also conducting comparative analyses to measure the economic, environmental and the performance benefits of propane over standard motor fuels.
The First LP Gas Portable, Modular Standby Storage System
A LP Gas Clean Fuels Coalition was formed to promote equitable legislative treatment of LP Gas as a clean-burning fuel. September 3-7 was National Propane Safety Week announced by NPGA to heighten consumers’ awareness of their propane system or appliances.
The Americans with Disabilities Act (ADA) was passed into law.
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courage wildlife from these areas. Designed specifically to meet the needs of agriculture, oil and gas, mining, aviation, and waste management, Nixalite’s new wildlife cannons can deter all wildlife effectively in even the harshest climates. The Model 14-1 wildlife cannon produces sound pressure of 130dB/1m making it an ideal solution for deterring wildlife in larger areas such as landfills, field crops, and airports to prevent bird strikes. To further extend the Model 14-1’s capabilities, Nixalite of America also offers feature enhancing accessories: •Long-Range Remote Control System: Activate your Model 14-1 wildlife propane cannon up to a mile away with Nixalite’s long-range remote control system. Available in either 1, 4, or 8 channels, you can easily operate multiple cannons with one remote. • Wide Angle Motion Detection:The Model 14-1 wildlife propane cannon can be automatically activated with the Wide Angle Motion Detection. The cannon will be activated in response to movement of warm blooded animals over 40 lbs within a cov-
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Inside the Industry erage area of 110 degrees and up to 50 feet away. This wide-angle detection module is designed to deter larger species such as deer, elk, bears, feral hogs, coyotes, and wolves. • Long Range Motion Detection: With Nixalite’s long range motion detection module, the Model 14-1 wildlife cannon will be activated by the movement of warm blooded animals over 40 lbs up to 130 feet away. The long range motion detection also deters larger species such as deer, elk, bears, feral hogs, coyotes, and wolves. For more information visit https://www. nixalite.com/products/wildlife-propanecannon Prepping for New Transport Drivers: Don’t Forget PERC’s Transport Operator Training Program
Just a reminder! Do not forget about PERC’s Transport Operator Training primarily designed to train employees who operate a transport, this program provides information, practices, and procedures that support general delivery tasks for those who operate commercial motor vehicles to deliver propane. The program covers: Propane basics, safely handling propane and other hazardous materials, transport inspection procedures, emergency procedures, transport features and equipment, procedures for loading at a terminal, bulk plant equipment and procedures for unloading at a bulk plant. The CD/DVD kit includes all of the files included in the PDF Handbook and a
90-minute video highlighting best practices for transport vehicle operators, organized into modules to customize training based on job responsibilities and training requirements. The complete program can be ordered at www.propanecouncil.org/psc. A PDF digital handbook is complimentary for download at the site as well. Prepping for New Retail Drivers: Don’t Forget PERC’s Preventing Bobtail Rollover Safety Package
Just a reminder! Do not forget the Propane Education & Research Council (PERC) has created a bobtail rollover safety program with guidelines and tips on what a driver can do to minimize the risk of a rollover. The program includes a DVD; a CD that contains a booklet; a quiz with an answer key; and a certificate of employee completion. The complete program can be ordered at www.propanecouncil.org/psc. Printable components of the program are complimentary for download at the site as well.
and “Long Drive”. Dinner and prizes will immediately follow the tournament. Credit cards will be accepted at the door. All proceeds benefit the LPG Charity Fund.The Fund goes to help propane professionals across the country who need help with catastrophic medical bills, temporary living, or funeral expenses. The Fund has been able to honor 100% of the qualified applicants for financial assistance. You can pre-register at www.lpgfund. com. Support this great cause that has helped so many in need!
Trick or Treating
LPG Charity Fund Fall Golf Classic
The 25th Annual LPG Charity Fund Fall Classic will be held on Tuesday, Oct 18, 2016 at Tour 18 Golf Course, 3102 FM 1960 East, Humble, TX. Registration will begin at 11:00 am. The Shotgun Start will be at 1:00 pm. Box lunches will be provided on each cart. The tournament will be a“Scramble” with handicap adjustment. We will have contests for “Closest to the Pin”
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PERC Streamlines Marketer Focused Websites
The Propane Education & Research Council (PERC) has merged three of their marketer focused websites into one. Instead of visiting (three) different sites (pro-
panecouncil.org, propanesafety.com, and propanemarc.com) to find PERC related materials, it’s all on one site: www.propanecouncil.org.
So whether you are looking for assessment information, browsing for new items in the product catalog (formerly the PropaneMarc), or need to download safety & training resources, it’s all in one place. When ordering items from the catalog www.propanecouncil.org/psc, you will be prompted to create an account, even though you might have originally had a PropaneMarc account. The product catalog features a search tool. Also in the middle of the page, you will find a catalog filter. Click on this filter and it will expand into a variety of options (purpose, markets, and available formats) that will help you sift through available resources. PERC has even streamlined the download process for free content with an easy download button. No more full checkouts to download free digital assets.
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Where in the World Turkish market grows steadily to 4.3 million Propane Autogas cars, with 4 out of 10 cars running on LPG
Turkey, with over 4.3 million cars, has the largest LPG-powered vehicle fleet in the world. Four out of 10 passenger cars run on LPG. The Turkish Autogas sector is composed of more than 60 distribution companies, over 1,000 registered conversion firms, and about 10,000 refueling stations all over the country. Being a leader of the Autogas market, Aygaz had shouldered the responsibility to promote safe and reliable conversions. Realizing the importance of workshops for the sustainability of the industry, Aygaz founded ‘Aygaz Conversion Centres Club’ in 2010 to gather all officially approved entities together. The mission of the club is to help the growth of Autogas and the conversion market, promote reliable and officially approved conversion firms and increase the perception of Autogas as a safe and high performance motor fuel. Aygaz has not only provided these small scale firms with monetary benefit but also invested in the outlook and service quality of their workshops. In a time when digital platforms are indispensable part of everyone’s life, Aygaz launched www.otogazla.com, the first and unique Autogas website in Turkey (soon there will also be an English version), in order to multiply the effectiveness of the Conversion Club. One of the breakthrough features of this website is being a platform which brings car owners and conversion specialists together and gives them the opportunity to exchange information by communicating interactively. The comprehensive content of the website meets all information needs of potential and current Autogas users regarding LPG and conversions. Customers can easily locate conversion firms on the map, can set up dates for conversion or maintenance, and even calculate their savings compared to gasoline. Moreover, visitors have access to current news, campaigns and interviews of influential people. Moreover, Aygaz has also prepared a series of videos in order to improve perception of Autogas and promote both conversions and support member conversion firms. The series are available on www.otogazla.com as well as social media platforms. October 2016 •
Franz Hofmann, Propane Council of Texas, and Joe Tamborello, Amerigas, tout propane mowers at the TNLA Expo in Houston. Thank you to Lawn Ranger, Inc. and Austin Turf & Tractor for providing propane commercial mowers for the booth.
Martin Sarmiento, Amerigas, and Franz Hofmann, Propane Council of Texas, educate landscapers on the many benefits of propane autogas at the 2016 Texas Nursery & Landscape Association (TNLA) Expo this past August in Houston.
A big thank you to Greenâ€™s Blue Flame for bringing an array of vehicles to the September HGAC Propane Autogas Workshop in Houston, as well as Houston ISD for hosting and showcasing their Thomas Built propane bus and their Bluebird propane bus. Thank you to CleanFuelUSA for bringing the Ford F-150.
Jenna Van Harpen, BlueBird Corporation, talks to Fort Bend ISD about propane-powered buses at the September 9 HGAC Propane Autogas Workshop.
Texas Propane â€˘ www.txpropane.com
Joe Green, Green’s Blue Flame Gas Company, showcases the company’s propane-powered Isuzu truck and John Deere commercial lawn mower at the HGAC Propane Autogas Workshop at Houston ISD.
Jake Ledbetter, Tommy Lemonis, and Garrett Green of Green’s Blue Flame show off their company’s newly converted propanepowered Ford Taurus to attendees at the HGAC Propane Autogas Workshop at Houston ISD on September 9, 2016.
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PetroStar Equipment Resources Purchase & Sale Pre-Owned Propane Tanks 5,000 gallons to 90,000 gallons FOR SALE (2) 30,000 gallon, 250 psi, stubbies 18,000 gallon, 250 psi, unused Contact: Jim Oliver (936) 755-6108 firstname.lastname@example.org
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Index to Advertisers 25-26 TPGA Board & Related Committee Meetings Granbury, TX
American Standard Manufacturing 10 BAM Propane Consultants 20 Bergquist 16
2-3 PERC Council Meeting Naples, FL 24-25 TPGA office closed for Thanksgiving
BLT Tanks 5 Cunningham Gas Products 11 D. L. Morrison Welding 17 Gas Equipment Company 24 InSite Platform Partners/ NASCorp 25 Insurors of Texas 23 Lone Star Energy Group 17
For Sale 2 Bobtail trucks. Both equipped with a 2400 gallon LPG tank, plumbing, meter, hose, and hose reel. Ford ’94 F700 Series truck. International ’85 S1900 Series truck. Located in El Dorado, Arkansas. Call for price. 870-863-3301
RAILROAD COMMISSION APPROVED TRAINING 1.1 Introduction to Propane 2.1 Dispenser Operations— DOT/ASME Refueling 2.3 Bobtail Operations and Delivery Your place or mine.Call for pricing. Jack Harrison • 210-680-5096 email@example.com
Longhorn Propane 28 Lumbermen’s Insurance Agency 22
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Marshall Young Insurance 13 Meeder Equipment Co. Outside Back Cover Metsa Inc. 19 Pinnacle Propane Inside Front Cover Propane Service Corp. 23 RAMM Systems 21 White River Distributors 27
QUALITY REBUILDING SERVICE Rebuilt Neptune & Veeder-Root Registers www.qualityrebuildingservice.com 1-877-263-1121 Great Pricing! Great Product!
WOULD YOU LIKE TO ADVERTISE IN TEXAS PROPANE Magazine? For Advertising, contact: Joanne Pantaze at 512-273-2639 or by email at firstname.lastname@example.org October 2016 •
Propane With Purpose
Propane Wheel Buggy from Allen Engineering
Coming Next Issue
Allen, a leader in contractor tough site prep and concrete finishing equipment, announced the debut of their new AR16 propane-powered wheel buggy. It is a great solution for contractors working in confined areas or indoors. The AR16 propane-powered buggy comes equipped with a factory-installed, environmentally-friendly propane system that is perfect for helping avoid job stoppages or potential fines due to air quality regulations. The system produces cleaner emissions, less than 1% carbon monoxide, making it compliant with OSHA, CARB and EPA standards.
Coming up in the next issue of
Thanks to the closed fuel system, engine components will run cleaner with less wear and tear which will result in less maintenance. Plus, the use of propane allows equipment to reliably operate without carburetors getting gummed up due to the ethanol found in gasoline. Veterans
• The Benefits of Hiring • Grilling for Heroes Program Update • Veteran Marketers Give to Propane Community 30
Texas Propane • www.txpropane.com
With typical propane conversions, there is a fear of loss of power, but with the Allen AR16 Propane Buggy the power and load are unchanged compared to its gasolinepowered counterpart.