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Summer 2017 - Volume 11; Issue 2

rs 80 Yea ting C e l e b ra

In this Issue WannaCrypt and Ransomware: How to Stay Safe TDMAW 2017 June Outing Attention Employers: Will Your Employee Handbook Land You in Hot Water?

President's Letter

Happy Summer To All technologies that enabled you to get to the “new school.” Wow them like you would a potential customer. As always, I will close out my President’s column by saying that I am available any time to discuss an idea or an issue you may have. You can reach me via email at pkambouris@wi-engraving.com, via my


he rains have left us alone enough to enjoy a few days outside with our family and friends. As we come out of the holiday weekend, it’s time once again to focus on what we can do as an industry to promote and grow. As we have heard many times before (both in this column and amongst our peers), there is a perilous situation in every one of our facilities. Our employees are getting older, and we are struggling to get new ones to fill open positions. Where will this leave us? How will we cope without the knowledge our longterm employees have accumulated and never passed on? These are questions that every single member of the TDMAW (and beyond) has struggled to answer. Some of our members are a bit more organized and have created internal plans to cope with at least part of this situation. But what of our smaller members who don’t have the manpower or resources to dedicate to answering this dilemma? This is where all the members need to come together and work with the TDMAW as well as the local high schools and our technical school system to educate and promote the great opportunities that exist within a career in manufacturing. Open your facilities to students and their parents to let them see manufacturing isn’t the dirty, unsafe job they may think it is. Show them the latest CNC’s, robots and other hi-tech equipment you may have, but also take the time to show them the “old school”

2 | TDMAW HQ (262) 532-2440

mobile at (414) 378-6844, or at my office number (262) 786-4521. You have three ways to contact me and no excuses not to. Respectfully, Pete Kambouris President, TDMAW pkambouris@wi-engraving.com

Consider Advertising in the

Surgeons of Steel

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Editorial Calendar: Interested in submitting an article for the Surgeons of Steel? Email your 500-700 word, Microsoft Word document to TDMAW at ToolMaker@TDMAW.org. Deadlines to submit articles are: Winter Issue: January 1 Spring Issue: April 1 Summer Issue: July 1 Fall Issue: October 1


Table of Contents

2017 Board of Directors

President’s Letter .................................................................... 2

President – Pete Kambouris Wisconsin Engraving Company 262.786.4521 | pckambouris@wi-engraving.com

Federated Insurance: A Vision for the Next Generation .............................................. 7

Vice President – Kirk Kussman Aztalan Engineering Inc. 920.648.3411 | kkussman@aztalan.com

WannaCrypt and Ransomware: How to Stay Safe .................................................................... 8 TDMAW 2017 June Outing .................................................... 10 Federated Question of the Month: Position changed. What do we do with the employee? .......... 12

Treasurer – Alan Petelinsek Power Test, Inc. 262.252.4301 | alan@pwrtst.com Secretary – John Thomann W-Steel & Grinding, Inc. 262.252.3630 | john@wsteel.net Chairman of the Board – Brian Nuetzel Matzel Manufacturing, Inc. 414.466.3800 | Briann@mzmatzel.com

Attention Employers: Will Your Employee Handbook Land You in Hot Water? ......................................... 14 Legislative Update: How Does Wisconsin Measure Up? ....................................... 16 TDMAW Supports Future Metalworkers ................................. 17 TDMAW 2017 Partners and Sponsors.................................... 19

KYLE J. HAUG Vice President Business Banking 262-703-3726 Member FDIC. ® and Huntington® are federally registered service marks of Huntington Bancshares Incorporated. Huntington.® Welcome.TM is a service mark of Huntington Bancshares Incorporated. ©2017 Huntington Bancshares Incorporated.

TDMAW Headquarters W175 N11117 Stonewood Drive, Suite 204, Germantown, WI 53022 262.532.2440 Phone | 262.532.2430 Fax | toolmaker@tdmaw.org | www.tdmaw.org


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2017 Calendar of Events August 14, 2017

Annual Summer Outing

Watch for Details

September 12, 2017

Member Social

Wisconsin Club, Milwaukee

October 3, 2017

WMTS Dinner Meeting

Wisconsin State Fair Expo Center

December 5, 2017

Annual Meeting Speaker: Historian John Gurda

Hilton Garden Inn Park Place

In the Know


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TDMAW welcomes new Blue-Level Sponsor, Lindner & Marsack, S.C. Founded in 1908, and specializing solely in representing management in labor and employment law matters, Lindner & Marsack, S.C. is highly regarded by clients and colleagues alike for their experience, dedication and expertise in labor and employment law. Contact Attorney Sally Piefer at spiefer@lindner-marsack.com or (414) 273-3910 for more information. The Edward L. Simeth Scholarship offers up to $500.00 per semester to students currently enrolled in a machine tool operations program or tool & die program at any accredited Wisconsin technical college. TDMAW thanks the E. L. Simeth Company for their continued financial support for this scholarship. Applications are currently being accepted for the spring 2018 semester. The deadline to apply is January 15, 2018. Applications can be found on the TDMAW.org website attdmaw.org/education-careers/scholarships/. Looking for qualified applicants or to post your open positions? Use Wisconsin Tech Connect to post your job and/or to look for applicants. Found at www.wisconsintechconnect.com, Wisconsin Tech Connect is a statewide online employment information system for recruiting Wisconsin Technical College System (WTCS) students and graduates. Committee Positions Available! The TDMAW Board of Directors has been working on a new & exciting strategic plan for the association. Part of the plan involves a restructuring of the TDMAW committees. The new committees include: UÊÊ ÕȘiÃÃʏˆ>˜ViÃ, responsible for the recruitment and retaining of TDMAW Partners & Sponsors, managing TDMAW’s relationship with Federated Insurance and planning the TDMAW Expo. UÊÊ iÛiœ«“i˜Ì, responsible for technical programs, workforce development, SkillsUSA, apprenticeship and scholarship management. UÊÊi“LiÀň«, responsible for the recruitment & retention of members and the planning of member social events.

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UÊÊ>ÀŽï˜}, responsible for the oversight and development of publications, social media, branding and standards. If you are interested in donating a small amount of your time to help make TDMAW be the best it can be, please contact TDMAW Headquarters at ToolMaker@TDMAW.org or (262) 532-2440. You may ask for Stacey Names or Laura Gustafson.

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A Vision for the Next Generation Develop talent now for a successful future

While incentives such as bonuses and profit sharing are important, recognizing achievements and building self-esteem are priceless. Some business owners procrastinate or avoid communicating their succession plans because they fear how family members and employees might react. However, their silence may actually create more stress and cause harm to the business. Most employees—including family members—will feel more secure about the future if they know what to expect and how they will fit in. It’s never too late to develop a business succession plan. But the earlier you start, the better. Estate planning experts agree

that long-term plans to transfer businesses are generally much more successful than those “patched together” following the unexpected death or disability of an owner.

Business succession actually begins with each employee’s first day on the job

Think about it, whether he or she is one of your children or a high school student working part-time, that young person could someday be the head of the company. Experts agree—succession planning includes creating an environment that motivates employees to use their talents and skills to reach their full potential and contribute to the success of the business. Sounds simple, but how do you accomplish it?

Perhaps a mentor program or an apprenticeship is a good start. Talented young people are more likely to stay with the company if they feel involved in something bigger than their own job. It is wise to provide opportunities by matching experienced workers with newer employees to guide them as they grow in their jobs. As employees gain experience, they become assets to your business and their value increases. Providing key employees opportunities to gain well-rounded business experience through cross-functional training and experience is admirable. This no doubt helps them become dependable managers who can make good decisions and take initiatives to improve operations.

toolmaker@TDMAW.org | 7

WannaCrypt and Ransomware: How to Stay Safe Article submitted by TDMAW Partner SWICKtech

What is WannaCrypt/Wannna Cry?

WannaCrypt is a piece of ransomware targeting computers operating systems. Beginning May 11, WannaCrypt was used in a major cyber-attack, impacting computers worldwide. Once WannaCrypt infects a computer, it encrypts a user’s files so they cannot be accessed. WannaCrypt can infect a variety of file types, including .jpg, .doc, .txt, .csv, .png, .docx, .psd, .mp3, .pdf and more. WannaCrypt hit many high profile organizations including the UK’s National Health Service (NHS), Vodafone, Telefonica, FedEx, and more. As a result of the attack, NHS doctors and nurses used pens and paper since they could not gain access to medical records and data. Although it is unclear why, Europe has been hit much harder than the U.S. Users can regain access to their files by paying a ransom, usually around $300$600. The ransom must be paid in Bitcoin. 8 | TDMAW HQ (262) 532-2440

How WannaCrypt Infects Computers

WannaCrypt initially spread via email attachment. Specifically, users open an email (often from a trusted source, like a co-worker, family member or friend) containing an attachment with the ransomware. After opening the initial email, WannaCrypt spreads to machines with SMB exposed. It can also spread across internal networks once one machine is infected. The ransomware uses a SMBv2 exploit originally discovered by the NSA (codenamed “ETERNALBLUE”). This exploit, along with several others, was patched by Microsoft on March 14 in the March Security Rollup. Because Microsoft quietly released the patch, the public didn’t learn about the issue until the website Shadow Brokers leaked the NSA’s code for this exploit in April.

Initially, Microsoft did not release patches for Windows XP, Windows 8, and Windows Server 2003, since they are out of support. However, in a highly unusual turn of events, the company released patches for those systems on May 12. (Windows 8.1 received the patch; Windows 8.0 did not.) The patches are available as a manual download.

How to Protect Yourself Against WannaCrypt (& Other Ransomware)

1. Ensure your systems are up to date. Microsoft recommends upgrading to Windows 10, as it includes the latest safety features. 2. Install security patches for WannaCrypt and other ransomware viruses. 3. Be cautious! Even if you receive an email with an attachment from someone you know, don’t be afraid to verify the email was sent by the person you think it was. (Hackers are excellent at spoofing emails –


layers of security, patching and anti-virus protection, web filter and best practice firewall configuration. We also have robust, proactive maintenance procedures designed to protect clients from ransomware attacks while significantly reducing risk. If your organization is struggling with WannaCrypt, or another ransomware, and needs assistance keeping your data safe, contact us to learn how we can help.

making an email look like it’s coming from someone you know, when it’s really coming from someone else.) 4. Back-up, back-up, back-up. Make sure you have a complete, updated backup of your files. (Your organization should also have an organization-wide policy in place, protecting user’s files. If you’re struggling to develop a comprehensive backup strategy, we can help.) 5. Run regular ransomware/virus tools on your system to ensure you’re not missing something.

6. Stay on top of updates and patches that are released for your system. WannaCrypt is (mostly) under control for now, but you can expect another ransomware attack to hit soon. At SWICKtech, we have been working hard to ensure our clients are fully protected against WannaCrypt, and have been investigating the SMBv2 exploit since April. Because ransomware attacks will likely continue, our technical environment meets the highest standards. It includes multiple

Once WannaCrypt infects a computer, it encrypts a user’s files so they cannot be accessed.

(WannaCrypt ransomware as recorded by Malware Tech. Image via Malware Tech.) toolmaker@TDMAW.org | 9

TDMAW 2017 June Outing Thank You Hole Sponsors! Alro Specialty Metals Cincinnati Tool Steel Federated Insurance E.L. Simeth MSC Industrial Supply Sussex Tool & Supply SWICKtech ThermTech Tushaus + Associates, LLC Thank You to the 2017 June Outing Door Prize Donors! Alro Specialty Metals


he morning rain gave way to sunny weather for the TDMAW 2017 June Outing held Tuesday, June 13. Attendees chose between charter fishing on Lake Michigan or golfing at River Club of Mequon. That evening, all joined together for dinner, networking and door prizes at River Club of Mequon. Thank you to all who participated by attending, sponsoring a portion of the event or donating a door prize!

Cincinnati Tool Steel Columbia Grinding Fox Valley Metrology JW Speaker The Kinetic Company Reel Sensation River Club of Mequon TDMAW Wern Valley Sportsmen’s Club Wisconsin Engraving Thank You Event Sponsors! Federated Insurance, Exclusive Dinner Sponsor Bell Well Sales, Golf Ball Sponsor The Kinetic Company, Beverage Cart Wisconsin Engraving Co, Beverage Cart Etek Tool and Manufacturing, Drink ticket sponsor Huntington Bank, Drink ticket sponsor

10 | TDMAW HQ (262) 532-2440


This year the TDMAW offered its Partners and Sponsors the opportunity to sit at a hole and greet golfers at the TDMAW June Outing at River Club of Mequon. David Scarpetti and Clint Knollenberg of TDMAW White-Level Sponsor Morris Midwest (left), took advantage of the opportunity and enjoyed meeting new and old friends as they passed by their hole. Morris Midwest supplies CNC machine tools, tooling, accessories, software, automation, and more to manufacturers of precision machined parts. TDMAW Partner, SWICKtech, also sat at a hole (above). SWICKtech provides IT management services and IT project consulting. TDMAW encourages you to check with Partners & Sponsors first when you are in need of products and services! Visit TDMAW.org for a full list of TDMAW Partners and Sponsors.

toolmaker@TDMAW.org | 11

Position changed. What do we do with the employee? Question: We hired an employee last year. The company was looking for someone with a certain background. However, since then, our company has changed directions and will no longer require someone of this caliber. We will be keeping the position but changing the rate and experience to less than what the current employee is at. Can we terminate for these reasons? If not is there another way that we can handle this? Response: The employer is well within its rights to restructure

any one or more positions within the organization to better meet the needs of the company. You indicate that although the employer hired an employee last year with a certain background, since then the company has changed directions and will no longer require someone of that caliber. Essentially, you advise that the employer is looking to lower the requirements of the position, and with it, the rate of pay. There is no law that prohibits the employer from proceeding with this course of action if there are legitimate business justifications for its decision.

If the incumbent is employed at will, there is no law that requires the employer to retain him or her if the position has been downgraded and the employee is now over-qualified (and overpaid) for the newly-revised role. To this end, absent a contract that governs otherwise and assuming no policy or past practice is to the contrary, the employer can seek to terminate the employment relationship on these grounds and then seek to hire someone with lower qualifications, to be paid less.

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That said, to minimize adverse employee relations issues and/or a potential claim, the employer may want to consider giving the employee the right of first refusal; presumably he or she is still qualified for the new role (if, perhaps, overqualified). If so, we recommend explaining to the employee the reason for the employer’s decision to downgrade the position and describe the employer’s vision for the new role and new direction, along with its new and lower rate of pay. If the employee is amenable to the arrangement, the employer should be clear what is expected of him or her in the new role, and what the rate of pay will be. If he or she is not (or if there is a legitimate business reason why the employer is not amenable to offering the incumbent the opportunity to remain employed, albeit at a lower rate of pay), the employer should candidly let the employee know that it will terminate the employment relationship. The employer can then seek to recruit a candidate who better meets the new criteria for the revised position. © 2014 Advisors Law Group, All Rights Reserved To learn more about the Federated Employment Practices Network®, contact your local Federated Marketing Representative, or visit www. federatedinsurance.com.


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Attention Employers: Will Your Employee Handbook Land You in Hot Water? Article submitted by TDMAW Blue-Level Sponsor, Sally Piefer, Employment Attorney, Lindner & Marsack, S.C.


mployee handbooks are often thought of as an essential must for any company. Handbooks serve many valuable purposes – they communicate necessary expectations, policies and procedures for your company, describe benefits you provide to your staff, ensure that you are protected legally and financially, and they can help outline the culture at your company. However, in the last couple of years, handbook policies at companies have unwittingly been targeted and certain policies have been found to be in violation of the National Labor Relations Act (the “Act”). While the Act is generally thought of as applying only to union employers, the National Labor Relations Board (the “NLRB”) has for several years undertaken a campaign of applying certain parts of the Act to all employers – union and nonunion alike. Policies contained in employee handbooks have been a focus of the NLRB recently.

14 | TDMAW HQ (262) 532-2440

Why has the NLRB focused its enforcement efforts on employee handbooks? The answer is Sections 7 and 8 of the Act. Section 7 grants to all employees a right to engage in “concerted activities” not only for the purpose of collective bargaining but also for “other mutual aid or protection.” The NLRB believes that the Act “gives employees the right to act together to try to improve their pay and working conditions, with or without a union.” Section 8 of the Act says that an employer commits an unfair labor practice if the employer interferes with, restrains or coerces employees as they exercise their Section 7 rights. Handbook policies can be written in such a way that the NLRB says “chills” employees’ rights. Even though most employers do not draft employee handbooks with the specific intent to interfere with employees’ Section 7 rights, the fact remains that the NLRB will not approve of even well-intentioned policies where the language in the policy might restrict employees from trying to improve wages or working conditions. In fact, the NLRB believes that just having an unlawful rule or policy (even if not enforced) can have a “chilling effect” on other employee activity. When evaluating policies, the NLRB will assess whether an employee might “reasonably construe” a policy to prohibit Section 7 activity. Recent decisions have led to unexpected results. What kinds of policies, therefore, are potential land mines? The NLRB has found the following types of handbook policies to have the greatest risk for being unlawful:

1. Confidentiality Rules – Section 7 gives employees the right to discuss wages, hours and other terms and conditions of employment. A policy which prohibits discussing “customer or employee information” outside of work, including “phone numbers and addresses” will likely

be unlawful because of the blanket ban on discussing employee contact information without any consideration as to how the information was obtained.

2. Conduct Toward Supervisors/ Company – Section 7 allows employees to

criticize a company’s policies or treatment of employees. As a result, policies which prohibit rude, disrespectful, negative or other inappropriate behavior toward management, co-workers or the company’s reputation will usually be found to be unlawful, absent tempering language.

3. Conduct Toward Co-Workers – The Act gives employees the right to argue and debate about working conditions, wages and management. Policies which prohibit offensive, embarrassing, inconsiderate or similar behavior can be viewed as limiting the ability of employees to honestly discuss working conditions. 4. Contact with the Media – Section 7 gives employees the right to discuss working conditions, benefits and wages with the media. Rules which require permission to speak with the media, or which require employees to refer the media to a specific company representative, can be at risk of being unlawful. 5. Use of Company Trademarks or Logos – The NLRB says that employers cannot prohibit fair use of logos or trademarks, for example, when protesting or picketing. Policies which flat out prohibit the use of the employer’s logos or trademarks are generally deemed to be unlawful.

6. Restrictions on Photography or Recording – Section 7 allows employees

to take photos or otherwise record events to further other protected activity.


Although an employer may have a valid reason to prevent photos from being taken in the workplace, policies discussing such prohibitions have to be worded carefully to avoid being unlawful.

special circumstances. The decision was recently affirmed, and while the decision was limited to email, a similar argument might be made with respect to texting or other electronic communications.

Employer take away: It would be wise to 7. Restricting Employees to Leave carefully review your employee handbook, Work – Section 7 allows employees to go and consider having competent legal on strike. Therefore, policies should not be drafted in a way which forbids an employee from strike-like activity or walkouts.

8. Conflict of Interest Policies – These policies have to be worded carefully to apply to a legitimate business interest. A policy which prohibits employees from engaging in activity that is not in the best interest of the company will likely be found unlawful. 9. Social Media Policies – Social media policies can contain a variety of language which can touch on many of the policies already discussed above. Comments on Twitter or Facebook are often times the social media outlets that employers want to control. Although employers have legitimate business concerns when implementing social media policies, these policies must be drafted carefully to avoid being unlawful. Recently, Chipotle’s social media policy was deemed unlawful because the policy prohibited the spread of “incomplete, confidential or inaccurate information” and making “disparaging, false, [or] misleading” comments about the company. The policy also included a specific disclaimer about not restricting protected activity under the Act. The NLRB found certain language overly broad. 10. Use of Company Email – Many employers try to limit the use of company email. However, restricting the use for business purposes only violates the Act. In 2014, in Purple Communications, the NLRB concluded that if an employee is allowed to use the company email system for work-related matters, the employee is presumed to have the right to use the system for protected activity on non-work time – unless the employer can establish

counsel do a final review to ensure that your policies will not be reasonably construed to interfere with or prohibit protected activity. Disclaimers will not help policies which are otherwise determined to be unlawful. Generally when there is a Republican President, the NLRB tilts employer friendly. However, there are currently 2 vacancies on the NLRB, and at present we have no idea

when those vacancies might be filled. Even then, NLRB precedent will have to change. So for now, employers must take care to avoid implementing or maintaining policies which might be reasonably construed to prohibit protected activity. Sally Piefer is a Partner at Lindner & Marsack, S.C., a TDMAW Blue Level Sponsor. The firm represents management in labor and employment matters, with more than 100 years of experience solving workplace legal challenges for manufacturers. Sally can be contacted at 414.226.4818 or at spiefer@lindnermarsack.com if you have questions about your employee handbook or other employment matters.

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toolmaker@TDMAW.org | 15

Legislative Update

How Does Wisconsin Measure Up? Article submitted by Wisconsin Manufacturers & Commerce (WMC)


he conclusion of any presidential campaign resurrects an age-old debate: Which states are doing the best at what matters to most Americans? As the peaceful transfer of power continues in Washington it is important to understand where Wisconsin stands among the fifty states concerning the topics of state government, economic outlook, business climate, unemployment rate, regulatory environment and education. The mission of the Future Wisconsin Project is to make Wisconsin more competitive if not the most competitive state in the union. That being said, an effective state government is essential in laying a framework upon which the rest of the state can build and succeed. According to a recent study done by U.S. News and World Report, Wisconsin ranks fifth in the category of “Best State Governments.” Our fiscal stability is 15th, our budget transparency is sixth in the nation, our government digitalization (the use of digital technology in government agencies) is sixth and our state integrity (anticorruption measures in political financing and electoral oversight) is 23rd. A state’s overall score is compiled with these four factors in mind. Fiscal stability is 50 percent of the ranking, while the other three each carry 17 percent. The latest edition of the ALEC-Laffer State Economic Competitiveness Index, prefaced by Gov. Scott Walker, reports Wisconsin is ninth in “economic outlook.” The ranking is determined by 15 state policy variables not listed. But, the economic outlook rankings which are compiled with current data and projecting into the future, are quite different from the “economic performance” rankings which are a backward-looking measure based on the state’s gross domestic product, absolute domestic migration and non-farm payroll employment. In this ranking, which encompasses the economic performance of Wisconsin from 2004-2014, we rank 41st. The 2016 CEO Magazine ranking the Best States for Business, placed Wisconsin 11th using a formula that takes into account taxation (30th), workforce quality (15th), living environment (19th) and approval of

16 | TDMAW HQ (262) 532-2440

right-to-work legislation. According to the Bureau of Labor Statistics, Wisconsin’s unemployment rate in January dropped to a 17-year low of 3.7 percent, ranking the state 13th best in the nation. In contrast, Illinois’ unemployment rate sits at 5.4 percent – 46th out of the 50 states and Washington, D.C. Forbes Magazine reports that, apart from being the nation’s leading producer of cheese, household incomes in Wisconsin are projected to increase at the eighth fasted rate in the U.S., over the next five years. In the same report, Forbes ranks Wisconsin 23rd among regulatory environments. Understandably, U.S. News and World Report places Massachusetts at the top of its “Best State for Education” list. With some of the best universities in the world residing in the “Birthplace of America” it is no surprise that they top the list. Wisconsin, on the

other hand, ranks 17th when it comes to education. The states are ranked by their performance in higher education (educational attainment, graduation rates, college debt and tuition costs) and Pre-K-12 education (enrollment in and quality of pre-K, test scores and the graduation rate among public high schools). There are a few organizations across the state that seek to promote and encourage Wisconsin’s competitiveness in the nation. But, the Future Wisconsin Project was founded by a collection of professionals from all environments and all walks of life ready to not only identify the problems that face our state but eager to solve them. We hope as the Future Wisconsin Project grows, we are able to report Wisconsin’s rise among the rankings listed here, too.

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TDMAW Supports Future Metalworkers Tools to Succeed Each year, MSC Industrial Supply donates six 11-drawer Kennedy toolboxes to be given to deserving Tool & Die students, as chosen by their instructors. Students are thrilled to be awarded these toolboxes. Thank you MSC Industrial.

MATC graduates Mason Medrow and Andrew Gonzalez stand next to one of MSC Industrial Supply’s donated toolboxes

“I would like to thank the Tool, Die, and Machining Association of Wisconsin and the MSC Industrial Supply Company very much for providing me with a toolbox. I don’t have all the tools to fill it yet, but I look forward to getting them in a career as a toolmaker.”

The Edward L. Simeth Scholarship TDMAW offers the Edward L. Simeth Scholarship, sponsored by TDMAW Partner, E.L. Simeth Company, twice a year. The scholarship offers up to $500 per semester to students currently enrolled in a machine tool operations program or tool & die program at any accredited Wisconsin technical college. To qualify, students must meet the following requirements: t "QQMJDBOU NVTU CF B SFTJEFOU PG Wisconsin t.VTU DPNQMFUF BO BQQMJDBUJPO BOE submit it to the TDMAW Headquarters t.VTUDPNQMFUFBOFTTBZBTEJSFDUFEPO the application form Applications are currently being accepted for the spring semester. The deadline to apply is Jan. 15, 2018. Applications can be found on the TDMAW.org website at tdmaw. org/education-careers/scholarships/.

Andrew Gonzalez MATC Tool and Die Graduate”



Wednesday, May 3rd 3:00 pm – 5:00 pm Maggiano’s, Mayfair Mall 2500 N. Mayfair Rd. Wauwatosa WI 53226



• Complimentary appetizers & refreshments • Dine & Dash: Bring free meal for four home to your family! • Questions? Marketing@SWICKtech.com



toolmaker@TDMAW.org | 17


DMAW Headquarters was saddened to learn of the passing of TDMAW Charter Member, Casimir H. Janiszewski Sr., of Superior Die Set. Casey passed away on the morning of May 8, at the age of 93 years old. Casey was at peace in his home in South Carolina, with his wife of over 70 years at his side, when he was called to his eternal home. His diverse life has blessed many people

18 | TDMAW HQ (262) 532-2440

including family, friends and co-workers and will be sorely missed by all. Casey was dedicated to his family and the driving force behind Superior Die Set for over 50 years. He cared so much for our industry and the people that shared his passion. He was also a proud veteran of WWII, serving in the US Navy Air Corps, Pacific Theater, Black Cat Squadron.



For more information visit tdmaw.org rs 80 Yea ting C e l e b ra


Computer Services for Business

Insurance—P&C, Health & Workers Comp Federated Insurance

Swick Technologies


Gary Swick | (414) 257-9266 www.swicktech.com

Supplies/Full Line Heat Treating

E.L Simeth - Milwaukee ThermTech of Waukesha, Inc. Kirk Springer | (262) 549-1878 www.thermtech.net

Steve Simeth | (414)771-9270 www.elsimeth.com

MSC Industrial Supply

Sales | (262) 703-4000 www.metalworking.mscdirect.com

Sussex Tool & Supply - Sussex Sales | (262) 251-4020 www.sussextool.com

Sponsors Red Level Sponsors

Blue Level Sponsors Alro Specialty Metals Inside Sales | (800) 365-4140 www.alro.com

Tushaus & Associates LLC Jared Knoke | (414) 774-1031 Ex 245 www.tushauscpa.com

Bell-Well Sales Co. Tom Schoenecker | (262) 781-3670 www.bellwellsales.com

White Level Sponsors

Citizens Bank John Schmitz I (262) 548-0208 www.citizenbank.com

United Milwaukee Scrap | Schulz's Recycling Midwest Forman Recycling Nick Schrubbe | Jolene Draxler | Sue Czarniak (414) 698-0765 | (715) 536-7141 | (414) 351-5990 www.umswi.com | www.schulzs.com www.midwestformanrecycling.com Morris Midwest Eric Grob | (414) 586-0450 www.morrismidwest.com

Cincinnati Tool Steel Co. Ronald Cincinnati | (800) 435-0717 www.cintool.com

Fox Valley Metrology Kit Krabel | (920) 426-5894 www.foxvalleymetrology.com Huntington Bank Kyle Haug | (262) 703-3726 www.huntingtonbank.com Lindner & Marsack, S.C. Sally Piefer, (414) 273-3910, www.lindner-marsack.com von Briesen & Roper, S. C. Marcus Loden | (608) 661-3962 www.vonbriesen.com toolmaker@TDMAW.org | 19

rs 80 Yea ting C e l e b ra

W175 N11117 Stonewood Drive Suite 204 Germantown, WI 53022

WATCh fOr DETAilS Join us at a new location,

Join your fellow TDMAW members for a relaxed Member Social & Dinner on

Tuesday, Sept. 12

Oct. 3 – Oct. 5, 2017.

Waukesha Gun Club, for this year’s annual TDMAW Sporting Clays Summer Outing Event on Monday, Aug. 14, 2017.

Join us for dinner at State Fair Park after the show on Tuesday, Oct. 3.

Watch for more details coming soon.

at the Wisconsin Club.

Plan to stop by the TDMAW booth and visit participating TDMAW Partner and Sponsor booths at the Wisconsin Manufacturing & Technology Show from

Find details at tdmaw.org/events

Profile for Tool Die, Machining Association of Wisconsin

Summer Issue 2017 TDMAW Surgeons of Steel  

Summer Issue 2017 TDMAW Surgeons of Steel  

Profile for tdmaw