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In this issue TDMAW Hosts Booth & Dinner Meeting at WiMTS 2017 TDMAW Charter Member, Stanek Tool, Looks Back TDMAW Summer Outing 2017

Fall 2017 - Volume 11; Issue 3

rs 80 Yea ting C e l e b ra

President's Letter

October is Manufacturing Month


he events in October make it very difficult to sit down and write my President’s column. As President of a trade organization, do I focus on what is going on in Wisconsin manufacturing or do we talk about current events? We have seen Mother Nature wreak havoc up and down the coast, we had the nation’s largest massacre and we have a political divide that promises to do nothing but tear the nation apart. Seems pretty gloomy out there. Well, I am not a politician and there is nothing I can do to fix the weather or the nation’s problems. What I can do is make sure the TDMAW is headed in the right direction. Although the world around us is spinning out of control, there is no reason we should allow the same to happen to our industry. How do we keep heading in the right direction? I’m glad you asked! We do this with the help and support of every member. Every member needs to be involved at some capacity with the group to help keep the course. We have almost 150 member companies which make up the group, plus partners and sponsors. For those that regularly attend meetings and events, you probably think I am lying. But it’s true. Last month we had a Members Only Social with about 30 people in attendance. It was a great evening of cocktails, dinner and socializing at the Wisconsin Country Club. Those that attended can attest to that. Those that chose not to go missed out. We had a great presentation on handling “problem employees” after the Wisconsin Manufacturing & Technology Show, last week. Again, many missed this event. I have had members tell me the group needs to have meetings with more substance. No more fluffy meetings, make it worth our while to attend. Ok. Done. But no one gives 2 | TDMAW HQ (262) 532-2440

us ideas as to what will make it worthwhile for them (or their employees) to attend. No one will be able to make every meeting and that is ok. But if everyone could look at the schedule and pick a meeting or event that would have interest for them, I bet we could have 50 people at every event. The Tool, Die and Machining Association of Wisconsin casts a very large net over the manufacturing in this state. It is a very important resource for its members. While it won’t be able to solve all the problems we face as an industry, it gives us an opportunity to work together to share ideas, trade work, network, have fun. We all face issues. We all devote hours of our day trying to solve the problems on our own. Attend a meeting and

meet your peers to find out that they have the same issue. Maybe they have a solution for the same problem. Hopefully I’m not putting anyone off. I just want to be able to share our thoughts and ideas with everyone and to receive some feedback once in a while, to know if we are headed in the right direction. I am helping run a company, devoting my free time between family, friends and volunteering in groups such as this. It isn’t easy, but I love doing it and will continue to do so. Drop me a line or come see me at the next meeting and tell me how we are doing. Regards, Pete Kambouris President, TDMAW

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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 |

A Local Perspective on Women and Millennials in Manufacturing.................................................... 6

Vice President – Kirk Kussman Aztalan Engineering Inc. 920.648.3411 |

Getting Started with EDI........................................................... 9 How Does a School Meet the Needs of a Community & How Can You Help?.......................................... 11

Treasurer – Alan Petelinsek Power Test, Inc. 262.252.4301 |

Federated Insurance: Family Succession Planning with Trusts................................. 13

Secretary – John Thomann W-Steel & Grinding, Inc. 262.252.3630 |

TDMAW Summer Outing 2017............................................... 14

Chairman of the Board – Brian Nuetzel Matzel Manufacturing, Inc. 414.466.3800 |

Federated Question of the Month: Indefinite Leave. Can You Terminate?..................................... 16 Legislative Update: Worker’s Compensation: Time for a Fee Schedule........................................................ 18

KYLE J. HAUG Vice President Business Banking 262-703-3726

TDMAW Charter Member, Stanek Tool, Looks Back ............... 20 Teaching the Next Generation of Die Designers TDMAW Member, Ray Proeber of Accurate Die Design Software.......... 22

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 Hosts Booth & Dinner Meeting at WiMTS 2017......... 24 TDMAW 2017 Partners and Sponsors..................................... 25


2017/2018 Calendar of Events December 5, 2017 5:30-8:30 PM

Annual Meeting Speaker: Historian John Gurda

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June 19, 2018

TDMAW June Outing (Golf or Charter Fishing on Lake Michigan)

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In the Know Thank you to TDMAW sponsor, von Briesen & Roper, s.c. for upgrading your sponsorship from Blue to Red-Level! We appreciate your support and the support provided by all the wonderful TDMAW sponsors! See the Partner/Sponsor Directory on the inside back cover 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 website 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, 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: • Business Alliances, responsible for the recruitment and retaining of TDMAW Partners & Sponsors, managing TDMAW’s relationship with Federated Insurance and planning the TDMAW Expo. • Development, responsible for technical programs, workforce development, SkillsUSA, apprenticeship and scholarship management. • Membership, responsible for the recruitment & retention of members and the planning of member social events. • Marketing, 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 or (262) 532-2440. You may ask for Stacey Names or Laura Gustafson. It’s election time! The TDMAW Board of Directors will have two vacancies in 2018. This is YOUR opportunity to become more involved with the TDMAW by taking a leadership role. If you choose to throw your hat in the ring, you are committing to: • A multi-year term • Attend board meetings five times a year, plus an occasional special session • Attend all monthly member meetings • Serve on a committee of your choice in which you have an interest or desire to learn more • Actively recruiting new members and sponsors To learn more, to nominate another or yourself, please contact TDMAW Headquarters at or by phone at 262.532.2440.





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A Local Perspective on Women and Millennials in Manufacturing Article Submitted by Kate Kotecki and Wisconsin Metal Parts


s manufacturing evolves, Wisconsin Metal Parts, Inc. (WMPI) in Waukesha is tapping into at least two groups in

the work force whose manufacturing roles are expanding: millennials and women.

Skills gaps and science, technology, engineering and mathematics (STEM) education are still hot topics in manufacturing. At WMPI, both the younger and female employees – two groups who have been traditionally under-represented in manufacturing – do a wide variety of jobs and come from diverse backgrounds. They also seem to share several motivators: they enjoy learning, they embrace technology, and they value making other people’s jobs easier. WMPI gives them opportunities for all of those things.

An Evolving Fabrication Department

In WMPI’s metal fabrication department, jobs are coordinated through a front-office team of approximately eight people, several of whom are age 30 or younger, including a female engineer. Emily Hern, 25, works at WMPI as manufacturing engineer while she studies mechanical engineering in her senior year through a UW-Platteville collaborative program. She works more than 30 hours a week in addition to her school work. Emily excelled at math from a young age. In high school she was interested and got involved with the FIRST Robotics mentor-based program. While in college, she learned about an internship available at WMPI and began working there in 2016. Her document control responsibilities include reviewing mechanical drawings and CAD files, comparing them to prints, and working on tool designs. She uses software such as SolidWorks. “I’ve learned a lot that goes beyond classroom content,” Emily said, citing sheet metal processing, for example, which was relatively new to her. She also likes that her tooling design work can help co-workers on the shop floor do their jobs better. “To see it in use is cool,” she said. 6 | TDMAW HQ (262) 532-2440

Tyler Vraney, Scott Pease, Justin Nettesheim, Emily Hern

Tyler Vraney, 23, is a continuous flow specialist in fabrication. He monitors, manages and communicates the status of customer parts and where they are in the manufacturing process. Known as a spreadsheet guru, he confirms quantities, certificates and other information mainly for contract customers. He’s a “numbers guy,” but also likes customer interaction, and that his work saves time for shipping staff, helping make their jobs easier. Tyler graduated in May 2016 from UWPlatteville with a business degree and an accounting minor. He learned of an opening at WMPI through company president Dan Erschen. “It seemed like a good opportunity to do something out of my comfort zone. It’s crazy, but fun.” He also does occasional cost accounting work at WMPI. “When I started here, I didn’t know much about manufacturing – different metals, how they react to heat, bending processes,” Tyler said. “Some jobs are laser-only, some are formed and welded – they’re all sizes, materials and processes.” Justin Nettesheim, 29, manages scheduling and purchasing for the fabrication department. He began at WMPI more than six years ago processing jobs,

then worked in the stamping department on the shop floor before moving into shipping and fabrication. “We fill the gap between sales and production, fielding customer questions and vendor calls,” Justin said. “We’re always moving to improve and make jobs easier for the people on the shop floor.” He noted that with WMPI’s high volume of customers to keep track of, it was essential that the fabrication team came up with a process to streamline how parts get made on the floor.

Results Speak Volumes

Over the past two years or so, the fabrication team has increasingly combined software, spreadsheets, continuous improvement, Kanban and other methods to create a smoother process for each customer. The result has improved efficiency and turnaround times, reduced scrap and rework rates, increased sales volume and improved profitability for customers as well as WMPI. Scott, 29, manages the fabrication front office team. He has a CNC machining and management background as well as a degree in biochemistry with a physics minor. “The different generations bring a balance to the fabricating operation,” Scott

said. “It takes just the right group. There’s the incredible knowledge and experience of the people on the floor combined with the younger people. Manufacturing is relatively new to most of them, and they’ve taken a lot of interest in it. They’ve worked hard and developed software to make everything realtime versus paperwork, which is important so floor staff can see what’s coming up. This team works well together, with an open communication approach,” he said. Scott Pease noted that WMPI has collaborated for many years with local technical schools such as WCTC to educate youth in manufacturing. “Most younger people start in an office setting, but now with more robotic cells, robotic welding, lasers – not always, but generally younger people want to run those. It can be exciting and high-paced, but overall, our goal is efficiency to drive cost down for customers.”

“With technology, it’s easy to learn and catch on – it bridges the gap between experience and learning,” Jacob said. He also appreciates the opportunity to collaborate with customers’ engineering staff. ”They can see how their parts are made here, and that helps with communication as well as our continuous improvement efforts.“

decided a change was in order. She had some shop experience at her family’s machine shop, and she saw a job opening at WMPI in 2016 for part-time, second-shift work. She then worked full time on first shift in the stamping area with assembly, shipping and administrative responsibilities, both on the shop floor and in an office.

Careers for Women in Manufacturing

“I’m taking a class on SolidWorks at WCTC which applies to blueprints, and I’m learning the ERP [enterprise resource planning] system,” Samantha said. She said she appreciates WMPI’s employee benefits such as training, as well as having decisionmaking abilities in her day-to-day job.

Women aren’t new to manufacturing. But these days, how are they getting into it, and what careers are they building for themselves?

Corryn Manderfield, who manages human resources at WMPI, figured she might end up in manufacturing, as both her parents have engineering backgrounds. But her job is all about people. Since she joined the company less than three years ago, WMPI has grown from 76 employees to 105 and counting. A culture of continual growth and employee encouragement combines in-house and technical school training, she said.

Kelli McCullough

Jacob Erschen

How does a kinesiology degree translate into a manufacturing career? For 25-yearold Jacob Erschen, it didn’t directly. But, after graduating from UW-Madison in 2014, he began working in WMPI’s fabrication department, enjoyed it and decided to continue with it. He has also worked in assembly and other areas. He has added to his degree by taking night school classes in engineering, software and systems and has become more interested in manufacturing systems engineering. Jacob was recently instrumental in implementing offline brake press programming, highspeed brake press technology and automated first article inspection reports within SolidWorks.

Kelli McCullough, 23, is an apprentice tool and die maker in WMPI’s in-house tool room. She began working there part-time in 2016 while finishing her two-year tool and die diploma at WCTC. Originally a graphic design student, she took a career test which suggested tool and die as a possible career path. McCullough works on the shop floor with journeymen who provide mentoring. Her apprenticeship at WMPI is for five years with a goal to become a journeyman tool and die maker.

“Fourteen of our employees recently took a multi-week SolidWorks class at WCTC which was developed for WMPI based on our needs,” Corryn said. “One main goal is to increase efficiency. We’ve also provided other training such as soft skills, leadership, blueprint reading and lean manufacturing, along with online structured training. It’s rewarding to see people’s progress,” she added.

“Tool and die lets me use creative skills making tools to produce parts,” Kelli said. “I use all kinds of design software, looking at prints, making tools. It may seem out of the norm for women, but it’s interesting and I’m always learning. Tool making produces so many consumer goods and is such an important part of how things are made.” She also makes prototypes for a wide range of industries, such as automotive parts. Samantha Kelly didn’t set out to land in manufacturing, either. The 28-year-old had worked for six years as a hair stylist, but

Corryn Manderfield | 7

About Wisconsin Metal Parts, Inc.

Edna Lee

Edna Lee, WMPI’s office and accounting manager, began at WMPI in 2008. Originally from Hong Kong with a banking and accounting background, she also had experience in fragrance manufacturing and assembling lighting fixtures. She later studied cost accounting at WCTC and worked for 11 years in accounting at a manufacturer before the 2008 recession. At WMPI she is closer to the manufacturing process and is highly knowledgeable about the company, its equipment, and where to find an answer if she doesn’t know it. Edna has brought her daughter to work to show her what she does, and offers some wise career advice for women of any age. “Find out what you’re good at and interested in – they work together to help you grow. Consider and see lots of things. Technical school is important to learn details you may never hear about in other academic settings,” she said. Edna epitomizes many of the qualities of successful employees at WMPI, no matter their generation or gender. She finds manufacturing interesting, likes the variety of work and staying busy, is driven by continuous improvement, and says she is never bored.

Wisconsin Metal Parts, Inc. was founded in 1988 as Die Concepts, Inc. and renamed in 2010 to reflect a wider range of metal parts solutions. WMPI has 105 employees, three shifts, and more than 75,000 total square feet of manufacturing space in Waukesha, where it provides CNC machined parts, sheet metal fabricating, prototype metal stampings, production of metal stampings and tool and die making. The company is ISO 9001:2008 certified and specializes in producing parts that require multiple forms of production, such as stampings that require secondary services such as grinding, machining, assembly, laser cutting, forming, welding and others. WMPI focuses on helping future generations build their skills, education and strengths, while utilizing advanced technology to provide a more secure future for its team. The goal is to ensure these employees will be knowledgeable resources for their customers now and into the future. WMPI helps customers reduce their cost per part, improve quality and speed up turnaround times. For more information, call 262-524-9100. Learn more about WMPI’s capabilities, equipment, culture and example projects at www.

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Getting Started with EDI

Article submitted by TDMAW Partner SWICKtech


ou’ve received a notice from your top vendor: The market is moving toward EDI. We’d love for you to accomodate the improvements to our process. You’ve always known it was a beneficial system to use, you just don’t know how to get the ball rolling. There’s no need to worry. With the right EDI partner and set of resources to guide you, you’ll be trading on your new EDI system in no time.

Evaluate Current Software

When starting an EDI system, you must start by evaluating your current software. Is it able to support the new system? Sometimes, an upgrade may be needed in order for the EDI system to function correctly. Other times, middleware needs to be installed to sit between the existing application and the new EDI software.

Identify New EDI Trading Partners

In order to proceed, you must know which type of EDI system is most applicable to your business and its EDI trading partners. Start by looking at the organizations you work with the most. Do they use an EDI system? If so, which type? Make sure your new EDI system is compatible with the EDI trading partners you would like to interact with the most. Typically, there is a cost to set up each new partner. Therefore, it’s important to make sure that the EDI trading partners you are conversing with are economically feasible. If you rarely do business with them, it may not make sense to set up an entire EDI system to communicate with them. Start with the largest organizations, and move on to others as your business with them grows.

Find an Internal Champion

SWICKtech will always be available to help manage your EDI system, but you need a member of your internal team to champion the cause. This employee will be hands-on the with the EDI system on a daily basis, and may be able to provide some basic support and training to others within your organization. This person will also be instrumental in getting the EDI system set up and running and in introducing new

EDI trading partners as your business with their organization grows.

Install the new EDI System

Once you’ve set up your EDI software, determined which type of EDI system is the most feasible for your organization and its EDI trading partners, and identified an internal champion, its finally time to install your new EDI system. Once the system is installed with one or two major EDI trading partners, it will take time for your employees to become comfortable with the new system. The internal team member who is overseeing the transition may be needed more during this time to provide support as your organization becomes familiar with the new process.

Utilize On-Going Support

We all know that software malfunctions from time-to-time. And while your internal

champion should be able to fix the minor hiccups, sometimes you need an IT support team to diagnose larger problems that are happening in your EDI system. That’s when you can rely on SWICKtech to have your back. If you encounter any problems, give us a call, and we’ll be there to get you back up and running. EDI can be a huge time saver for organizations of all sizes. Its automatic, can simplify the ordering process, and increase efficiency. But, installing any new form of technology can sometimes seem daunting. With the right information and EDI partners at your side, you can feel confident that the transition will go as smoothly as possible. Ready to get started? Contact one of our EDI experts today to begin to transition to a smoother, more efficient, method of business communication. | 9

Development On-the-Job Training Money is available to employers in 7 counties, to help you train unemployed or under-employed job candidates, between the ages of 17-29. Employers are reimbursed up to 75% of the employee’s wages, during the training period. Employees must be learning a new piece of technology and employers are required to create a training plan, with the help of a Business Services representative from W-O-W Workforce Development. This WorkIT program covers careers in the Advanced Manufacturing Industry, such as: CNC Machine Tool Programmer, Industrial Machinery Mechanic & Maintenance and Repair Worker. THE WORKFORCE DEVELOPMENT CENTER WHERE PEOPL E AND JOBS C ONNECT A proud partner of the


WorkIT: Technology Careers

in advanced manufacturing, IT or healthcare industries! WorkIT offers young adults ages 17 to 29 an opportunity to pursue short or long term education opportunities and based on experience get hired in technology positions in the advanced manufacturing, healthcare, and information technology industries. Services provided include:  1 on1 career guidance and planning  Cost Free Training in technology positions  Employment search and placement assistance  On-the-Job Training benefits  Paid work experience opportunities Examples of career or employment opportunities include:  ADVANCED MANUFACTURING INDUSTRY CNC Machine Tool Programmer Industrial Machinery Mechanic Maintenance and Repair Worker  IT (INFORMATION TECHNOLOGY) INDUSTRY Computer Systems Analyst Computer Network Support Specialist Web & Software Developer  HEALTHCARE INDUSTRY Medical Coding Specialist Medical & Clinical Laboratory Technician Medical Records & Health Information Technician

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10 | TDMAW HQ (262) 532-2440


How Does a School Meet the Needs of a Community & How Can You Help? Article submitted by James peter, Northern Ozaukee School District, Technology Education & Stem Instructor


ow does a school meet the needs of a community? How do I, as a Tech Ed instructor, be responsive to the particular needs of the employers in our community, while being true to the standards set by the district and state of Wisconsin, and the aspirations of my students? Sometimes all these elements work together, but if they do not, what can be done? I would like to tell you of some of the efforts we are making at Northern Ozaukee School District and offer some suggestions for business owners and professionals to make positive changes that will help students, schools, and eventually your business.

Treat your School as a Prospective Customer

If you believe that the schools can improve the quality of your prospective employees, how do you go about influencing and changing what is being taught? Don’t be shy; Invite yourself into the school! As business professionals, this is what you do every day to gain new customers. Treat the school as a prospective customer. Quite often, you can only discover what your customer’s needs are by talking with the end user, so consider the instructor and the students as the end users. Speaking with the instructors, you may actually find the needs are quite modest, and teachers really do want to help you and their students to succeed. Regular visits to classrooms, as little as one hour each week is all that it takes to create bonds with students that will help your company, in the long run, in recruitment and retention. If you are working with students each week, you are directly improving their education by having access to your expertise and experience. The time will benefit your company because you will have the opportunity to evaluate the student’s abilities and work ethic before the interview process. It will give you first crack at recruiting the best students the school has to offer, rather than being limited to those that fill out the job application. How much does your business stand to gain by

being able to say to the best candidates, “We would like you to work for us.” before anyone else can.

Donate: Scraps, Inexpensive Calipers and Micrometers

There are many smaller ways you can help Tech Ed departments in almost any city or town. Scraps, believe it not, are a great help to Tech Ed departments! I am able to let my students practice nearly as much as they want because I have a ready supply of steel cutoffs that were too short for a company to use, but they work great for us. I design projects around scraps that have been donated. Currently, one of our Independent Study students is building a new and much needed welding table for our shop out of a variety of channel and tube steel that was leftover from several jobs. The student will benefit by welding different shapes and thicknesses of metal, and the mental challenge of creating something out of a menagerie of parts. Other small donations are always welcome. Maybe a set of inexpensive calipers or micrometers. Students can learn on the inexpensive ones just as well as the professional grade. What may seem like a relatively small donation to you, just might be a significant portion of a department’s budget and can have a significant impact on learning.

Go Big or Go Home

There are many ways of helping schools without paying more in taxes, but money is part of the solution to better schools, and I believe that schools can do more to help themselves. This is how we are helping ourselves: Last winter, I had the distinct pleasure of attending a conference (yes, this one actually effective and beneficial) put on by Craig Cegielski of Eleva-Strum School District, in northwestern Wisconsin. Mr. Cegielski, a Tech Ed instructor, and his students started a student-run business and effectively transformed their school. If they can do it, we can do it at Northern Ozaukee School District! This year we started a student-run business with several goals in mind. First, we are going to improve our

students’ educational experience by having them do real jobs. Second, we are going to work with local businesses to provide support for them. We are not going to compete against them, instead we are going to offer our welding and machining services to businesses as subcontractors. We will do the small jobs for them that businesses would ordinarily pass up because the job would not be profitable. This will allow our local businesses to provide to their customers and create income for Tech Ed department purchases. We will also offer our services to the community as volunteers. Third, we are going to give back to the community and the students. At the end of the year and after we have paid all of our bills, we will split the profits between the school, scholarships for the students, and the students will each share in the profits. The program may be ambitious but as the adage says: Go big or go home. The bottom line is this: the students, the administration, and the staff realize that we need to upgrade our program and we are doing something about it ourselves. Will a student-run business solve all of our problems? No, probably not by itself. It is small part of the solution. Then again, many small things done together can end up being extraordinary things. Can we do it alone? Absolutely not. We need you -Not just your money! We need you in our classes and in our shops. We need your expertise and experience to guide the students as mentors, role models, as examples of success. We need you to show them that they too can enjoy a great life and great career, and you don’t have to play on a pro sports team to accomplish that. What will you get from it? Plenty. I get it every time a student succeeds, even when they thought that they couldn’t. What else? Maybe some rock-solid employees who will be loyal because they know you cared enough to help them get started. For more information about NOSD’s program and how you can help, contact James Peter at jpeter@nosd.edut | 11

Development Watertown High School Financial Appeal


esse Domer, Watertown High School Tech Ed Instructor is seeking financial support for an expansion of Watertown High School’s Manufacturing Educational courses and lab. They are raising $50,000 this school year to purchase new welders, more welding booths, and another Manual Lathe – with the goal of changing their curriculum for the 2018-2019 school year. In the proposed changes, they will be offering a “Welding Only” course, a “Machine Tool Only” course and a “Metal Fabrication” course. With these changes they can focus more in concentrated areas, teach better skills and prepare students for the world of work after High School. Twenty percent (20%) of their goal has been reached in part from $5000 donations respectively from EK Machine and TDMAW Member, K&S Manufacturing. Watertown High School is asking manufacturers for a $5000 contribution (or more) towards this project.

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12 | TDMAW HQ (262) 532-2440

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Family Succession Planning with Trusts


he goal of most parents is to see that their children and grandchildren succeed. As long as the parents are alive, they can help their children as needed. But, what if the parents die? Family succession planning involves helping the next generation succeed by properly protecting their assets and incenting the type of behavior parents find appropriate. This can effectively be done using one or more forms of trusts.

Minor children – It is generally not

advised to give an inheritance to an 18-year-old, but this could happen without proper planning. If a child is under 18 when the parent dies, the court will impose a guardianship. Generally, the inherited assets must be turned over to the child when he or she reaches legal age. Having a trust can prevent this. Think of the trust as doing what you would have done if you were still alive. It is unlikely you would have made a large gift to the child on his/ her 18th birthday. Rather, you would make sure the child’s needs are met, college and perhaps a wedding is paid for, or you may want to help pay for a first house or to start a business, etc. The trust can be designed to do just that. Additionally, it can be designed to make lump sum distributions at certain

ages. All things you would likely have done if you were still alive.

graduation, dollar for dollar match of legally earned income, etc.).

Special needs children –People who have children with special needs (physical, mental, emotional) can make sure the child’s needs are met after both parents are gone. Many of these individuals are eligible for public assistance of some type; however, if they inherit outright from their parents, they may become ineligible for the assistance until the inheritance is spent. Parents of special needs children should consider setting up a trust that will supplement the child’s needs without disqualifying him/her from assistance.

Children’s spouses – Sometimes, parents are more concerned about their children’s spouses than they are the children themselves. If marriage stability, debt issues, etc. is a concern, the parent should consider putting that child’s inheritance into a trust that provides lifetime income to the child, but with an ultimate distribution to the grandchildren (bloodline trust).

Children with chemical, gambling, creditor, motivation problems – For

children with issues that a sudden influx of money could exacerbate, parents should consider putting the child’s inheritance into a trust for protection from themselves and from creditors and predators. The trustee could have the discretion to make partial distributions when certain milestones are met (e.g., chemical-free for a certain time period, credit under control) or for accomplishing certain goals (e.g., college

Blended Families - Things can get complicated when there have been prior marriages, especially if children are involved. Without proper planning, a parent who remarries may inadvertently disinherit his/her own children. This would happen if the bulk of the estate passes primarily to the new spouse. It is recommended that, before remarrying, a parent with significant assets should consider a prenuptial agreement and trusts to protect assets for “bloodline” heirs. A qualified, experienced estate planning attorney can help you work through your concerns and put together a plan that provides appropriately for your children when you are no longer around. | 13

TDMAW Summer Outing 2017 – Another Fun Way to Network!


DMAW moved its annual Summer Outing, held on August 14th, to a new location this year: Waukesha Gun Club. The weather was beautiful and the 70 attendees enjoyed shooting the sporting clays course, a casual dinner and door prizes. Congratulations to the winning team from R & B Wagner, who will provide a home to the TDMAW Traveling Trophy until next summer’s outing! Thank you to the generous door prize donors: Advance Disposal Chortek DACO Precision Tool Federated Insurance Huntington Bank Masik Tool & Die R & B Wagner Superior Die Set TDMAW The Kinetic Company Waukesha Gun Club Thank you to Nitschke Mold & Manufacturing for sponsoring the drink tickets! Thank you to Federated Insurance for sponsoring dinner! Thank you to our Station Sponsors: Alro Tool Steel E. L. Simeth Federated Insurance Huntington Bank MSC Industrial Supply Superior Die Set Sussex Tool & Supply The Kinetic Company ThermTech Tushaus & Associates Wisconsin Manufacturing & Technology Show

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Indefinite Leave. Can You Terminate? Question: Our employee has tendonitis. His condition has not seen any improvement, if anything he has experienced regression. To date we have conducted two ergonomic assessments. We made the recommended adjustments following both assessments. We have also accommodated the employee throughout his employment with modified duty and modified schedule as dictated by the employee’s physician and the employee’s feelings for what he can undertake day to day. The employee’s work hours since December of 2016 have averaged 20.65 hours/ week. Because of this reduction in work hours and the volume of work he is producing, we have hired a new full-time employee to handle what the employee has not been producing, as well as to meet the overall increased work load demands of our engineering department. We have three employees in this group and our work volume is such that we need all three to be productive 40 hours each week. However, we are not able to spread this out evenly and the other two engineers are having to work in excess of 40 hours to handle the volume that the employee is unable to produce. This employee sent an email today advising that “both of his hands are pretty messed up now, to the point that I cannot move them without being in a lot of pain. I cannot work anymore and I do not

know if or when I will be able to. The medications I’ve been given are doing a bad job of dulling the pain, and it continues to get worse. I have a physical therapy appointment on Monday and a primary care appointment on Tuesday. I don’t know if they will help to get me back to work, and I don’t know when that will be.” We are really struggling with how to move forward properly with this employee and would really appreciate some guidance here. Response: It appears that the employer has taken reasonable and appropriate measures over the last few months to reasonably accommodate the subject employee, but he has now advised that he “cannot work anymore” and further that he does not “know if or when” he will ever be able to do so again. You indicate that he has advised the employer that he has an upcoming physical therapy appointment, but that he doesn’t “know if they will help to [him] back to work, and [doesn’t] know when that will be.” In some cases a full-time leave of absence can be a form of reasonable accommodation under the federal Americans with Disabilities Act (ADA), and employers need to consider this type of action in determining whether a qualified individual with a disability can be accommodated. That said,

the federal Equal Employment Opportunity Commission (EEOC) has made clear that employers do not have to grant indefinite leave as a reasonable accommodation to employees with disabilities. Indeed, the EEOC has expressly stated that “[a]lthough employers may have to grant extended medical leave as a reasonable accommodation, they have no obligation to provide leave of indefinite duration. Granting indefinite leave, like frequent and unpredictable requests for leave, can impose an undue hardship on an employer’s operations.” See https://www. and particularly question 21 (at example 38 the EEOC states that if an employee on leave “is unable to provide information on whether and when he could return to another job that he could perform,” then “[t] he employer may terminate this worker because the ADA does not require the employer to provide indefinite leave.”) Similar guidance is provided at question 44 at docs/accommodation.html where the EEOC further states that “[p] roviding leave to an employee who is unable to provide a fixed date of return is a form of reasonable accommodation. However, if an employer is able to show that the lack of a fixed return date causes an undue hardship, then it can deny the leave. In certain circumstances,

16 | TDMAW HQ (262) 532-2440

undue hardship will derive from the disruption to the operations of the entity that occurs because the employer can neither plan for the employee’s return nor permanently fill the position. If an employee cannot provide a fixed date of return, and an employer determines that it can grant such leave at that time without causing undue hardship, the employer has the right to require, as part of the interactive process, that the employee provide periodic updates on his/her condition and possible date of return. After receiving these updates, employers may reevaluate whether continued leave constitutes an undue hardship.” Thus, if the employer is able to accommodate the subject employee with leave that lacks a fixed date of return, it should do so. If, however, an employee is unable to state whether or when he will ever be able to return to work (and assuming no fixed date is offered after his next therapy appointment) and accommodating would visit an undue hardship upon the employer, the EEOC supports an employer in terminating the employment relationship. If the latter situation

is now upon the employer, as noted it can discharge the subject employee. In letting him go, the employer should remind the employee of its efforts to provide reasonable accommodation over the last few months, and be candid with him as to the employer’s inability to do so moving forward without undue hardship, in view of the indefinite nature of the leave now needed. The employer should, however, ensure that the employee knows that he remains eligible for (although not guaranteed) reemployment should his condition improve to the point that he is able to work again. If this occurs and he is interested in returning to the workplace, he can and should let the employer know of this situation and then the employer should consider him for positions that are then available and within his capabilities, if there are any. The employer is not required to establish a new job for this individual nor “bump” any current employees to create a vacancy for him if there is not an available position at the time the employee indicates he is interested and able to return to work. If there is such

a position, of course the employer consider him for rehire, but even in this scenario the employer is not required to give the employee preference over other candidates, especially any who may be objectively more or better qualified for whatever position is then open. Indeed, the employer is entitled to hire the best qualified candidate for any available position, regardless of disability or prior-employment status. That said, as noted, at the time of separation, the employee should be apprised that he is at least eligible to apply for rehire (though again should not be promised or guaranteed an offer), rather than advising him that he will not be considered for reemployment in the future at all, which can be construed as an unlawfully discriminatory decision in itself and can subject the employer to a potential claim down the road. © 2014 Advisors Law Group, All Rights Reserved To learn more about the Federated Employment Practices Network®, contact your local Federated Marketing Representative, or visit

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Legislative Update

Worker’s Compensation: Time for a Fee Schedule

Article submitted by Chris Reader, WMC Director of Health and Human Resources Policy


legislative battle is brewing in Madison to correct runaway prices for worker’s compensation medical bills. This is an important issue for employers in Wisconsin of every size and from every industry, from trucking and manufacturing to retailers and municipalities. Despite many good things happening in the worker’s compensation system in Wisconsin, including low litigation rates, reduced number and severity of injuries, top-notch healthcare quality and quick return to work for injured workers, medical billing is out of control. In fact, according to national experts that study worker’s compensation throughout the country, costs in WI were 60 percent above average for injuries that required seven or more days off of work in 2014/15, the latest years studied, and 47 percent above average for all injuries, including those with less than seven days lost time. If you take a three year average, medical costs in Wisconsin remained the highest in the nation at 39 percent above average. The overall amount spent on worker’s compensation medical bills in Wisconsin has more than doubled since 1994, from $314 million to $648 million in 2014. It’s not just across state lines - the difference is also apparent when comparing worker’s compensation to group health pricing. Identical procedures cost much more if paid through worker’s compensation versus group health. Consider this example; if two individuals are outside shoveling the sidewalk after a blizzard, right next to each other, one in front of his house and one in front of a neighboring business, and they both suffer the same knee injury, see the same doctor and have the same knee arthroscopy, the arthroscopy on the knee that is covered by worker’s compensation will cost on average 237 percent more.

That variance is one of the highest in the nation. At the same time that medical prices have gone up, Wisconsin employers and their workforces have come together to dramatically reduce the number of workplace injuries in our state. Due to investments in safety by employers, safety training and a workforce that aims to be safe on the job, workplace injuries have fallen dramatically over the last 20 years, from 219,975 annual injuries in 1994 to 93,229 injuries in 2014. If you combine that decrease with the increasing prices, we have witnessed a per claim price increase since 1994 of more than 450 percent. While the primary goal of safety investments and training is to keep workers safe, a secondary effect of the dramatic reduction in injuries should be cost savings for employers on their worker’s compensation costs, freeing money for things like wage and benefit increases, worker training, new hires, capital investments, and research and development. This safety dividend has not occurred due to sharp climb in medical costs over the same time period. Whether a business is self-insured or fully insured for worker’s compensation, this is an important issue. Self-insured employers understand the costs firsthand as they get the medical bill every time one of their workers is injured. For employers that carry worker’s compensation insurance and may not see individual bills, their insurance premium rates should be dramatically less today than they are, but the skyrocketing health care costs get baked into insurance premiums year over year, keeping rates higher than they would otherwise be. Even in 2018, when rates are falling significantly due to a continued reduction in the number and severity of injuries, rates are still propped up higher than they should be because of increasing medical costs.

Fortunately there is a tried and tested solution for Wisconsin to implement. Forty-four states have implemented a medical fee schedule to control worker’s compensation medical costs. It’s time for Wisconsin to join those states and implement this common sense reform. You might be wondering, even if you agree that costs are too high, why the state should be involved. Worker’s compensation is a state-mandated social program that Wisconsin implemented in 1911, the first state to do so, to ensure injured workers get treated and, if possible, back on the job quickly, without needing to sue employers. The tradeoff for employers not getting sued for workplace injuries is that they are almost universally required to take part. Insurance rates are set by state government. State government establishes dispute procedures and governs how much injured workers receive in weekly benefits. The only aspect not set by state government is the cost of medical treatment employers are required to pay. And employers or their insurance companies must pay regardless of what doctor the injured worker chooses for treatment. The bottom line is the state is involved in every aspect of worker’s compensation now, except for the medical prices. Lawmakers are currently being asked to support a proposal put before them by the Worker’s Compensation Advisory Council (WCAC) that includes a fee schedule that would bring worker’s compensation pricing in line with group health rates, plus a small 2.5 percent amount to cover any administrative costs providers might encounter during the course of a worker’s compensation claim. The WCAC is a council compromised of five management representatives and five labor representatives, and every two years it recommends changes to the laws

18 | TDMAW HQ (262) 532-2440

States With A Medical Fee Schedule (States with a Medical Fee Schedule Shown Below in Red)







































governing worker’s compensation. In full disclosure, I serve on the council as a management representative.

bill in an effort to protect the high prices they charge for worker’s compensation claims.

Because of the diverse membership on the council, which includes both WMC and the AFL-CIO, proposals from it are generally regarded by lawmakers as good reforms and adopted without much fanfare. This year, however, we expect medical providers to oppose the council

An employer coalition has also formed and is currently working to convince lawmakers to pass the fee schedule bill into law. If you agree that it’s time Wisconsin joins with 44 states and puts in place common sense controls on worker’s compensation medical bills, reach out to

your state lawmaker today and voice your support. If enough employers voice their support, Wisconsin will finally join almost every other state and bring down runaway worker’s compensation pricing. This column was originally published in the October 2017 issue of Wisconsin Business Voice, a quarterly publication of Wisconsin Manufacturers & Commerce. | 19


TDMAW Charter Member, Stanek Tool, Looks Back

Article Submitted by TDMAW Charter Member, Stanek Tool


dward Stanek, Sr., founder of Stanek Tool, graduated from the University of Prague in Czechoslovakia with an engineering degree around the turn of the century. Story has it, Mr. Stanek had political disagreements with the ruling government and happily immigrated to the United States settling in Milwaukee. Shortly thereafter, Edward Stanek, Arthur Seegar and Joseph Stemo joined together and in 1924 the Stanek Tool and Manufacturing Company was born. Records confirm that tool and die makers were earning $0.20 per hour. Records also indicate that an apprentice was indentured that year. Pictures showing the technology of the day, included line shafts and belts run by neatly dressed toolmakers with white aprons and neckties. The company weathered the tumultuous economic times of the late 1920s and early 1930s growing its workforce to 22 menA newspaper article published in 1933 described an established company that had “recently designed and produced a semi-

20 | TDMAW HQ (262) 532-2440

Membership automatic machine for the Globe Union Manufacturing Co., Milwaukee, maker of batteries and radio parts for speeding up output of radio resister units. The Stanek machine handled 1,600 radio parts per hour.”

Congratulations to TDMAW Members: Church Metal Spinning and Reich Tool & Design, Inc.

The late 1930s brought about some big changes to the company. With the passing of Edward Sr., his eldest son Jerry took the reins of the organization in 1939 leading Stanek Tool into its second generation of growth and production. The forties and fifties proved yet another big era of change for the company. By 1941, Stanek Tool had moved to its third location at 29th and Vliet Street. During this time, the company was heavily involved in contracts with the government, doing its part to support the war effort. Ed. Stanek Jr. came on board in 1945 followed by his younger brother Tom in 1953. By this time the work force had grown to almost 50 with the top paid toolmaker now earning $2.81 per hour. Thirty years of continued technological growth compelled Stanek Tool to find a bigger location. Hence, a new plant was constructed in 1972 in the New Berlin Industrial Park which still serves as the company’s current sight. The design and build of workholding fixtures, quick turnaround and unique prototypes have emerged as the cornerstone of Stanek Tool’s work. After many years of successfully managing the company, Jerry, Ed and Tom Stanek each retired in 1984, 1988, and 1996 respectively. Following her graduation from Purdue University and five years of engineering service at one of the area’s large engine producers, Mary Wehrheim (Tom’s daughter), joined the organization in 1984 and served as President of Stanek Tool until 2016. Mary did a remarkable job maneuvering the business through changing and sometimes difficult times, developing a strong leadership team along the way. In April of 2016, Mary sold Stanek Tool to her senior management team. Backed by Jacsten Holdings, a Milwaukee area equity firm, the new ownership team is excited about the future and the many growth opportunities for the company. Wisconsin is a stronghold for world-class manufacturing and the team at Stanek Tool are committed to continuing that tradition for years to come.

Reich Tool & Design

Both companies were recently recognized as 2017 MMAC Council of Small Business Executives (COSBE) Future 50 List. Milwaukee’s Future 50 Program, established in 1988, recognizes privately-owned companies in the seven-county region that have been in business for at least three years and have shown significant revenue and employment growth. Church Metal Spinning not pictured

Congratulations to TDMAW Member, Power Test Inc., who has acquired Des Moines, Iowa-based SuperFlow Technologies/Hicklin Engineering. With the acquisition, Power Test will complete its first expansion outside Wisconsin, and will broaden its reach into new industry sectors, said Alan Petelinsek, chief executive officer of Power Test.

TDMAW Welcomes Returning Member: MD Design & Automation, Inc. TDMAW is pleased to welcome MD Design & Automation as a returning member. MD Design & Automation is a precision, machining and job shop located in West Bend. They offer a wide range of design & automation services nationwide to the U.S, Canada, Europe and South America. The main TDMAW contact at MD Design & Automation is Dustin Daul. Dustin may be reached at | 21


Teaching the Next Generation of Die Designers TDMAW Member, Ray Proeber of Accurate Die Design Software Article reprinted courtesy of the Technology and Manufacturing Association the foundation,” Proeber said. Before starting his die design business that ultimately evolved into a software business, Proeber worked on the bench as a tool & die maker for 15 years and served in management for 8 years. He says he’s heard many times that unless a person spends time building dies, he or she can’t be a good die designer. “That’s no longer true,” Proeber said. “Now with 3D software, a person can design without toolmaking experience.”


o say that designing dies has changed dramatically in the last two decades is an understatement, TMA instructor Ray Proeber says. “15 years ago, if someone said they could design a 12-station die that’s a few feet long with 100 percent detail and not have any mistakes, any die designer would lose respect for him because you’d know it wasn’t going to happen,” Proeber, who is also owner of Accurate Die Design Software, told TMA’s News Bulletin.

Today people build dies and run them on the computer screen as if they are in the press to gain experience, he said. Proeber’s start in the industry was forty years ago – way before 3D software was used in the industry. He first became interested in manufacturing as a teenager. “When I was in high school, I had lots of shop classes – everything that was available,” he said. After graduating, Proeber’s dad saw an ad in the paper for a tool & die maker in Racine, Wisconsin. “I wasn’t sure what they did, but I figured it was something

like a machinist, so I applied for the job – and got it.” For the next 15 years, Proeber built dies during the day. About 5 years into it, he also started designing them at home in the evenings with paper and pencil. This later transitioned to designing at home with 2D die design software. Proeber eventually accepted an offer at a different company, where he served for 8 years as tool department manager and later as vice-president. Shortly after taking a job with another company, the company owner was met with health challenges. He chose to downsize the company and encouraged Proeber to start his own business. The idea appealed to Proeber. “As you get older, and it comes time to leave a job, you think, ‘Do I want to do this all over again for someone else?’” he said. That was 16 years ago. Months before September 11, 2001 – when everything in the American economy took a major hit, Proeber started a die design business in

“Today, designing virtually mistake-free dies with 3D die design software can and does happen every day, thanks to being able to build and tryout the die virtually on the computer screen,” he said. “It’s very much the real thing.” Ray Proeber not only runs his own software business based near Milwaukee, he is also teaching the first 20-week die design class TMA has offered in twelve years. Teaching die design to the next generation with 3D software takes someone with skills and experience with 2D design – and a willingness to share hard-earned information with future die designers. “We’ve all heard that question, ‘Where are the new workers?’ In my opinion, it all starts with design. That’s the foundation. It’s like building a house. The design of a die is 22 | TDMAW HQ (262) 532-2440

the Milwaukee, WI area. After surviving a rough start the company grew within a few years to having 3 full-time die designers on staff, all using 2D die design software. A few years after starting the business, 3D die designing was emerging and looked to be the future. But 3D design software was slow and difficult to use in those early years. On one hand, 2D software was a known entity and on the other hand, 3D software would be the future, and could do so much more. Proeber spent hours teaching himself 3D software, and even traveled to China to learn one company’s die design software from its originator before realizing that this product wasn’t a good solution. The trial and error of finding the right software was expensive and frustrating, Proeber said. “We talk about being on the ‘bleeding edge’ of technology, we were there,” he said. “We take some of it for granted, but we were leading the way.” Proeber’s company eventually became the US technical center for SolidWorks-based Logopress3 die design software, and before long, they were developing software more than designing dies. The company recently changed its name from Accurate Die Design to Accurate Die Design Software and moved to Brookfield, WI.

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Proeber teaches the next generation of die designers at TMA using the most commonly-found 3D die design software – SolidWorks & Logopress3. “It is a giving-back sort of thing,” Proeber said. “You have all this knowledge that you want to pass along. And yet at the same time I realize that there is so much more out there that I really don’t know.”

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The wonderful thing about the tool & die business is that you’ll never know everything, Proeber said. It is well known that the best teachers are the ones that realize how much there is yet to learn. Maybe that thinking is what makes Ray Proeber so good at what he does.

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The result? Game-changing advantages for our clients. To learn more about our law firm, visit or contact: | 23

TDMAW Hosts Booth & Dinner Meeting at WiMTS 2017


he TDMAW hosted a booth at the Wisconsin Manufacturing & Technology Show again this year. A big thank you to: Brian Nuetzel, Randy Weber, Pete Kambouris & Kirk Kussman for manning the booth! We were pleased to see many members, partners and sponsors attending and exhibiting at the show. Many people stopped by the TDMAW booth and expressed interest in getting involved with the association! On Tuesday, following the first day of the show, TDMAW hosted a dinner meeting at State Fair Park, with MRA Trainer, Bill Bonham. Bill talked about dealing with conflict and difficult employees, in the workplace, being a “change agent” and discussed the different things that motivate employees – it’s not always about the money!

The Kinetic Company

Fox Valley Metrology 24 | TDMAW HQ (262) 532-2440

John Weber, Hypneumat Superior Die Set

Alro Specialty Metals

Sussex Supply and Innovation Mold & Design

Alliance Manufacturing


Wayne Matthiesen of Matzel Manufacturing and John Puhl of J.P. Pattern

E. L. Simeth

Huntington Bank | 25

As a leader in supply chain solutions, we at MSC believe in local people solving local problems.



TDMAW sponsors local trade association, Society of Plastic Engineers (SPE), golf outing.

Pewaukee, WI

26 | TDMAW HQ (262) 532-2440


For more information visit 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

Supplies/Full Line Heat Treating

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

Steve Simeth | (414)771-9270

MSC Industrial Supply

Sales | (262) 703-4000

Sussex Tool & Supply - Sussex Sales | (262) 251-4020

Sponsors Red Level Sponsors

Tushaus & Associates LLC Jared Knoke | (414) 774-1031 Ex 245

Blue Level Sponsors Alro Specialty Metals Inside Sales | (800) 365-4140 Bell-Well Sales Co. Tom Schoenecker | (262) 781-3670 Cincinnati Tool Steel Co. Ronald Cincinnati | (800) 435-0717

von Briesen & Roper, S. C. Marcus Loden | (608) 661-3962

White Level Sponsors United Milwaukee Scrap | Schulz's Recycling Midwest Forman Recycling Nick Schrubbe | Jolene Draxler | Sue Czarniak (414) 698-0765 | (715) 536-7141 | (414) 351-5990 |

Citizens Bank John Schmitz I (262) 548-0208 Fox Valley Metrology Kit Krabel | (920) 426-5894 Huntington Bank Kyle Haug | (262) 703-3726 Lindner & Marsack, S.C. Sally Piefer, (414) 273-3910,

Morris Midwest Eric Grob | (414) 586-0450 | 27

rs 80 Yea ting C e l e b ra

W175 N11117 Stonewood Drive Suite 204 Germantown, WI 53022

Register Today!

December 5, 2017 Hilton Garden Inn Milwaukee Park Place 5:30 PM Member Only Annual Meeting to Vote in 2018 Board of Directors 6:30 PM Dinner and “Made In Milwaukee” Presentation by Historian, John Gurda Find details at

Fall 2017 TDMAW Surgeons of Steel  
Fall 2017 TDMAW Surgeons of Steel