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In this issue Are You Prepared? Top HR Issues For 2018 Common Microsoft 365 Migration Issues and their Solutions How Manufacturing Robotics Are Creating Jobs

Winter 2017 - Volume 11; Issue 4

rs 80 Yea ting C e l e b ra

President's Letter

Happy New Year! on workforce development. We are already making an impact through various youth programs, scholarships, and involvement in our communities. We also are committed to events that add value and education to our members and our future work force. I know time is precious and that so many of you have given so much to the TDMAW over the years of your membership but I ask for everyone to think about joining a committee and stepping back in to help solve some of the challenges we face. If you know of someone who fits our values and you think they could benefit from membership, please pass their name along to me.


y name is Kirk Kussman and I am the 2018 TDMAW President. I appreciate the opportunity to serve as President for this outstanding association. A little bit about me. I am the Vice President of Sales & Marketing for Aztalan Engineering in Lake Mills. What drew our company to join the TDMAW was the true passion the TDMAW has shown for manufacturing in Wisconsin. Personally, I believe that Wisconsin has the absolute best supply chain in the world and that our member companies, partners, and sponsors are all shining examples. Manufacturing is strong and healthy in the U.S. again, and especially in the State of Wisconsin. We all know there’s always bad news with good news and threats with opportunities. Some of the good news and opportunities we are seeing here in manufacturing: • FOXCONN coming to Wisconsin • Industrial production at its peak • Major stock indexes at record level • Largest tax break in history • Deregulation With all these positive events happening, there are huge questions on finding, developing and retaining employees. Our focus for 2018, and beyond, is to continue on with our new initiatives laid out over the past two years with a special emphasis

2 | TDMAW HQ (262) 532-2440

I ask everyone to reach out to me at any time to give me your thoughts and suggestions. I want to hear your ideas on events, technical ideas, speakers, etc. This is your organization. I look forward to meeting new faces and reconnecting with old throughout 2018. Respectfully, Kirk Kussman President, TDMAW 2018 kkussman@aztalan.com (920) 342-9455

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


Table of Contents

2018 Board of Directors

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

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

TDMAW Focus: Workforce Development .................................. 6 Are You Prepared? Top HR Issues For 2018 ............................. 7 Stanek Tool Announces New CEO ............................................ 8 December Dinner Meeting with John Gurda ............................ 8 2017 Annual Member Meeting ................................................ 9

Vice President – John Thomann W-Steel & Grinding, Inc. 262.252.3630 | john@wsteel.net Treasurer – Brian Nuetzel Matzel Manufacturing, Inc., 414.466.3800 | Briann@mzmatzel.com

Federated Question of the Month: Declare Salary or Job Offer Confidential? .............................. 10

Secretary – Chris Ernster eTek Tool & Manufacturing 262.377.4150 | chris@etektool.com

Federated Insurance: It’s Beginning To Look A Lot Like Winter ................................ 11

Chairman of the Board – Pete Kambouris Wisconsin Engraving Company 262.786.4521 | pckambouris@wi-engraving.com

Common Microsoft 365 Migration Issues and their Solutions ..................................................... 13 Legislative Update: Legislation Would Give HR Departments Certainty..................................................... 14 Sussex IM Plant Tour............................................................. 15 How Manufacturing Robotics Are Creating Jobs ................................................................. 16 Spring Job Fair ..................................................................... 18 TDMAW 2018 Partners and Sponsors.................................... 19

2018 Calendar of Events February 6, 2018 7:30-9:00 AM

WI Sourcing Insights and 4 Challenges Facing Mfg Today

LilyWorks Catering & Conference Center, Waukesha

March 13, 2018 7:00-9:00 AM

Generation Z: How to Recruit and Retain

LilyWorks Catering & Conference Center, Waukesha

May 8, 2018 6:00-8:30 PM

Federated Insurance Succession Planning

Delafield Brewhaus, Delafield

June 19, 2018

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

Silver Spring Country Club

Sporting Clays Summer Outing

Waukesha Gun Club

August 13, 2018

TDMAW Headquarters W175 N11117 Stonewood Drive, Suite 104, Germantown, WI 53022 262.532.2440 Phone | 262.532.2430 Fax | toolmaker@tdmaw.org | www.tdmaw.org

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.

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In the Know 2018 Membership Dues- You should have received an invoice in the mail, for your 2018 membership dues. Thank you to those of you who have renewed your membership. If you require another invoice, please contact headquarters. The TDMAW is pleased to introduce the 2018 Board of Directors: President Kirk Kussman of Aztalan Engineering, Vice President John Thomann of W-Steel & Grinding, Inc., Secretary Chris Ernster of eTek Tool & Manufacturing, Treasurer Brian Nuetzel of Matzel Manufacturing and Chairman Pete Kambouris of Wisconsin Engraving Company. The association appreciates your leadership! 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.

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• 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 ToolMaker@TDMAW.org or (262) 532-2440. You may ask for Stacey Names or Laura Gustafson.

A Very Special Thank You to those members that made additional financial contributions, to be used towards TDMAW Workforce Development Initiatives, along with their dues payments! Those members, to date, include: Gold Level Contributors: Matzel Manufacturing, Power Test, Reich Tool & Design & Willer Tool Corp Silver Level Contributors: KLM Machining & Precision Pattern

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Bronze Level Contributors: R & B Wagner, Inc. Other Contributors: Suburban Tool & Machine, Inc. TDMAW thanks those contributors who wish to remain anonymous, as well. Member support, in all its forms, is appreciated and helps to keep TDMAW strong. TDMAW thanks members for support through membership, for participating in meetings & events, for serving on committees and the Board and for these additional financial contributions.

TDMAW Launches New Website! TDMAW has switched to a new software package which will manage its database, website, events & payments, all in one! Check out some of the cool features, including: An interactive member forum where you may add topics to discuss with your fellow members, a new member directory where you may list your company capabilities and business description. Keep your eye on the site to stay up-to-date on upcoming meetings and events! Contact TDMAW Headquarters with any questions you may have.

toolmaker@TDMAW.org | 5

TDMAW Focus: Workforce Development wisconsin engraving, Proven

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elp us spread the word! TDMAW, along with Partner E.L. Simeth,

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. TDMAW thanks the E. L. Simeth company for their continued financial support for this scholarship, in Edward Simeth’s name. Applications may be found on the TDMAW website, TDMAW.org. It’s easy to apply! Applications are currently being accepted for the fall semester. The deadline to apply is June 15, 2018. TDMAW, along with Partner MSC Industrial Supply, also offers the Tools to Succeed award. Wisconsin technical schools are given 11-drawer Kennedy toolboxes, donated by MSC Industrial Supply, to be given, each semester, to a deserving tool & die student, to be selected by their instructor. TDMAW members are encouraged to find ways to support students who have an interest in manufacturing careers. Consider hosting a plant tour or becoming a mentor at a local school. TDMAW is happy to help you in any way it can; don’t hesitate to reach out to headquarters for any support you may need.

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Are You Prepared? Top HR Issues For 2018

Article submitted by TDMAW Blue-Level Sponsor, Lindner & Marsack S.C., Attorney Sally Piefer

Well, 2017 is officially in the books, and it was a busy year for those of us who deal with human resources matters. 2018 will also be exciting. As businesses prepare for 2018, are you able to check the following off of your “to-do” list? 1. #Me Too and Time’s Up!

As 2017 drew to a close, we heard numerous stories about high-profile politicians, actors, broadcasters and other prominent individuals being accused of sexual harassment and assaults in the workplace. As sexual harassment continues to dominate new stories, now is the time to prepare your business to respond to allegations of sexual harassment. Revisit and revise sexual harassment policies and consider training staff on expectations for reporting, investigating and addressing allegations of sexual harassment and retaliation. If you experience a sexual harassment claim, consult with legal counsel on appropriately addressing the matter.

2. Reasonable Accommodations

Many employers still do not fully understand their obligation to consider and to provide reasonable accommodations to employees who have medical conditions which constitute a disability. Failure to accommodate claims continue to plague employers of every size. Having written job descriptions are an important step in addressing requests for accommodation. In addition to updating (or drafting) job descriptions, consider implementing

a written policy to outline company expectations when employees feel they might need an accommodation. Accommodations come in many forms, including, but not limited to providing leave (even beyond your current leave policies), reallocating ‘non-essential” functions, job restructuring, telecommuting and reassignment. Consult with legal counsel early and often to help you wade your way through this challenging issue.

3. Intern or Employee?

The FLSA requires “for-profit” employers to pay employees for their work. The question when using interns or students, however, is whether these individuals are employees. The use of interns has increased over the years, and with the increased use of interns, so too, has litigation evolved on this front. In 2010, the DOL implemented a 6-part test for employers to use. This test appeared inflexible and resulted in many interns being considered employees. In January 2018, the DOL announced that it adopted a new test for making this determination – this new test examines the “economic reality” of the intern-employer relationship to determine which party is the “primary beneficiary” of the relationship. The new 7-factor test includes the following: 1.  Do the intern and employer clearly understand that there is no expectation of compensation? Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa. 2. Does the internship provide training similar to that which would be given in an educational environment, including the clinical and other handson training provided by educational institutions? 3. Is the internship tied to the intern’s formal education program by integrated coursework or the receipt of academic credit? 4.  Does the internship accommodate the intern’s academic commitments by corresponding to the academic calendar?

5.  Is the internship’s duration limited to the period in which the internship provides the intern with beneficial learning? 6. Does the intern’s work complement, rather than displace, the work of paid employees while providing significant educational benefits to the intern? 7. Do the intern and employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship? This “primary beneficiary test” is intended to be flexible, and no single factor is determinative. If the analysis of the circumstances reveals the intern/student is an employee, then he or she is entitled to both minimum wage and overtime pay under the FLSA. Individual state laws on the issue should also be evaluated before making a final determination.

4. White Collar Exemption Rules

The Wage and Hour Division of the DOL announced in December 2017 that it intends to issue a Notice of Proposed Rulemaking (NPRM) to determine what the salary level for the exemption of executive, administrative and professional employees should be. Right now, the NPRM is on the DOL’s agenda for October 2018.

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toolmaker@TDMAW.org | 7

December Dinner Meeting with John Gurda


he TDMAW December 5th dinner meeting featured Keynote Speaker, John Gurda, Milwaukee Historian. John presented his “Made in Milwaukee” presentation, discussing the city’s rich manufacturing heritage. Many attendees had questions and comments about Milwaukee’s history, and Mr. Gurda, impressively, held all the answers on the tip of his tongue.

Stanek Tool Announces New CEO New Berlin, WI: Stanek Tool, a U.S. manufacturer and employee-owned business specializing in the design and production of complex hydraulic workholding fixtures and precision machined components, is pleased to announce the appointment of Kevin Lichtenberg as CEO. A veteran of the machine tool industry, Mr. Lichtenberg comes to Stanek Tool after nearly 28 years at Giddings & Lewis Machine tools. He holds a BS in Mechanical Engineering from the University of Wisconsin, Madison and is passionate about promoting careers in the skilled trades. “I’m honored to become part of the Stanek Tool family and to carry on the tradition of extreme customer service through our company’s focus on quality, family values and a strong work ethic,” noted Lichtenberg. “Our company moto is ‘We Build Solutions,’ and we’ve thrived in our niche as a precision custom workholding and machined component supplier by trying to anticipate our customers’ needs and to solve them before they become problems.” About Stanek Tool: Stanek Tool, a Milwaukee area manufacturing company, is a full-service tool & die shop specializing in designing and manufacturing complex hydraulic workholding fixtures, precision machined parts, and mold solutions. Stanek Tool’s workholding fixtures are used by customers in the automotive, aerospace, heavy equipment and other industries to hold small and medium sized parts during the machining process. Precision machining and build-to-print services serve the motorcycle as well as various government-directed industries. Molding solutions produced by Stanek Tool are used in plastics manufacturing. For more information, please contact me at rbartkowiak@stanektool.com or visit www.stanektool.com 8 | TDMAW HQ (262) 532-2440

TDMAW members enjoy dinner and conversation prior to Historian John Gurda’s presentation, Made in Milwaukee.


2017 Annual Member Meeting

2018 Board: (L-R), Brian Nuetzel, John Thomann, Pete Kambouris, Kirk Kussman and Chris Ernster


hank you to the members who came early to the December 5th dinner meeting, held at the Hilton Garden Inn Milwaukee Park Place, to participate in the TDMAW Annual Member Meeting. Attendees heard a “Year in Review” report from outgoing President, Pete Kambouris and finalized voting for the 2018 Board.

TDMAW thanks outgoing Treasurer, Alan Petelinsek of Power Test for his service on the Board, which not only included his

careful & considerate work as Treasurer, but also a role as facilitator during the Board’s strategic planning work. The 2018 Board will benefit with the addition of new Board member, Chris Ernster of eTek Tool & Manufacturing, in the role of Secretary. Chris has been an active member and has served on the Programs & Membership committees.

The 2018 Board consists of: President Kirk Kussman of Aztalan Engineering  ice President John Thomann of W-Steel & V Grinding  reasurer Brian Nuetzel of Matzel T Manufacturing S ecretary Chris Ernster of eTek Tool & Manufacturing  hairman Pete Kambouris of Wisconsin C Engraving Company The meeting concluded with incoming President Kirk Kussman presenting outgoing President Pete Kambouris with a President’s plaque, in appreciation of a job well done, and Pete passing the gavel to incoming President Kirk Kussman.

Kirk Kussman presents Pete Kambouris with President’s Plaque.

Pete kambouris passes the President’s Gavel to incoming President, Kirk Kussman.

toolmaker@TDMAW.org | 9

Declare Salary or Job Offer Confidential? Question: I am responsible for writing and sending our job offer letters. While I know I cannot explicitly prohibit an employee from discussing their salary, terms of employment, etc., am I allowed to declare a job offer as “Private and Confidential,” stated within the job offer itself? Response: You are correct that compensation discussions among employees are protected under the federal National Labor Relations Act (NLRA), which applies to both unionized and non-unionized employers alike. Indeed, among other things, the Act prevents an employer from interfering with, restraining, or coercing employees in exercising their statutory rights, and it specifically protects the right of employees to discuss their wages (as well as other terms and conditions of employment) with one another for their mutual aid or protection.

10 | TDMAW HQ (262) 532-2440

To this end, the employer needs to take care that the wording selected for an offer letter or in any other communication with applicants, offerees or employees, does not risk being misunderstood as a directive not to share salary information or any other similar data should an employment relationship begin. We advise that the employer omit any language or notation in an offer letter or other communication that might suggest to an offeree that he or she cannot reveal or disclose the information contained therein, including to co-workers should the offer be accepted. A notation of “Private and Confidential” may do just that, so the employer is advised to exclude it. We appreciate, however, that the employer may want to emphasize that the information contained in an offer letter is for the “recipient’s eyes only” upon receipt. If the employer’s objective is to ensure that no one other than the offeree

opens the letter, you may wish to include a notation along the lines of “Private Correspondence” on the outside of the envelope in which the offer letter is contained. This would presumably alert others in the offeree’s household that the envelope is for the recipient only to open. Language to this effect on the outside of an envelope is less likely to create a substantial risk of an NLRA violation. By contrast a notation on, or language in, the letter itself that suggests the recipient cannot share the information contained therein (if he or she wants to do so) can indeed expose the employer to a potential NLRA violation, and thus is ill-advised. © 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. www.TDMAW.org

Federated Insurance

It’s Beginning To Look A Lot Like Winter


t shouldn’t be surprising that weatherrelated auto accidents account for a lot of insurance claims every year.

No matter where you do business, every state, including southern states, experience periods of severe winter weather. Commuters and employees who drive as part of their job face driving risks every day, but especially in harsh weather.

Keep an Eye on the Sky

Roads covered with ice, snow, sleet, heavy rain, or freezing rain can affect vehicle traction, handling, and even visibility. These best practices may help you and your employees prepare for winter road hazards. • Remain alert for scattered slippery spots, especially on bridge decks and overpasses. Frozen slush can produce ruts that can “grab” the vehicle’s wheels and affect steering. • Adjust speed to compensate for road conditions. Snow and ice dramatically increase the time and distance a car or truck needs to maneuver and stop. When driving on snow or ice, speed should be well below the posted limit.

• Leave extra room between you and the vehicles around you. This could give you an extra second or two for reacting more evenly in a surprise situation, and help avoid sudden maneuvers that can cause rear-end collisions, spinouts, or rollovers.

The Vehicle

You’ll appreciate having your vehicle ready for winter, too. Check the windshield fluid level, and ensure the wiper blades are appropriate for cold weather. Clear all windows of snow, frost, or ice before hitting the road.

Outlook, Watch, Warning, Advisory – Cold weather affects tire pressure, which Know the Difference The National Weather Service issues these forecasts, which are broadcast on NOAA Weather Radio and local radio and television stations. Knowing when an alert has been issued in your area helps drivers to plan accordingly.

should be checked as temperatures drop. Sufficient tire tread depth is essential for better traction. If your state allows tire chains, keep a set handy. If you drive long distances or in rural areas, carry emergency supplies in case of a breakdown.

The Driver

Be Prepared

Drivers need patience. They shouldn’t hurry to travel when driving may be difficult. They also need to pay attention to changing road conditions and stay focused on the situation. Distracted or drowsy drivers have slower reaction times, which could mean the difference between safely avoiding an accident—or not. Winter driving and behind-the-wheel distractions could be a deadly combination.

Federated’s Shield Network® offers a selection of risk management materials and videos that can help your employees prepare for cold-weather driving. Please make it home safely every day.

Proudly Serving America’s Finest Associations!

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Common Microsoft 365 Migration Issues and their Solutions Article submitted by TDMAW Partner, SWICKtech


aking the jump to Microsoft Office 365 is increasingly common for organizations of all sizes. After all, O365 makes it easier for employees to effectively work, communicate and collaborate in the cloud. Additionally, O365 reduces the costs associated with maintaining costly network and server configurations.

While Office 365 offers countless benefits, many organizations still run into common O365 issues. At SWICKtech, we’ve facilitated multiple O365 migrations and have learned some important lessons along the way. Here are some of the most common pitfalls we’ve encountered (and how to solve them).

1. Develop a Clear Plan: Like any IT

project, it’s important to have a project plan before migrating to Microsoft Office 365. Without one, you may bring your organization’s work to a halt or lose important data. A clear plan, including an employee communication plan, will keep your entire organization humming. (Struggling to develop your IT project plan? We can help.)

2. Choose Your Package: There are multiple Microsoft Office 365 packages to choose from. Talk to your employees before choosing a package: what do they need or want that they don’t have now? How can an updated Office solution help them accomplish their goals, boost productivity and streamline workflow? Picking the right O365 package will help in the long run. 3. Upgrade if Necessary: If your

organization is still running Microsoft XP, Windows 7 or even Windows 8 or using exchange 2007 servers, you’ll run into issues with Office 365. O365 works best with modern computers running Windows 10, so prepare to upgrade your on-site computers (and other infrastructure) if needed in line with the migration process.

4. Address Internet Bandwidth: As a cloud based solution, Office 365 relies on a high-speed internet connection with

robust bandwidth. Organizations with low bandwidth and a slow connection will be at a disadvantage after the migration, so properly testing your connection, and making necessary adjustments or upgrades, is key.

5. Hybrid Solutions: Although O365 is

typically referred to as a single product, you actually have two options: migrate all users from an on-site environment to O365, or keep some pieces of the environment on site while moving others to the cloud. A hybrid solution makes sense for larger organizations with thousands of users, but requires additional set up.

6. Don’t Forget about Voicemail, AddOns and Third Party Tools: Although

Office 365 is a robust software suite, many organizations still utilize additional thirdparty tools or additional office add-ons, ranging from Microsoft Project Pro to spam filters. Failing to account for these tools, and the additional time it will take to configure them, is one of the most common O365 migration issues. Likewise, if you have voice to email set up, starting the migration process without a proper plan to address this tool can break your voicemail to email functionality.

7. Test, test, test: Before rolling Office

365 out to your whole organization, perform a pilot group install. This will help you identify organization-specific “gotchas” and make the entire process run smoothly. Additionally, since mobile device and tablet reconfiguration is needed, you can put processes in place during the pilot migration to help employees after the full roll out.

8. Train: While getting O365 up and

running is the most difficult part of a migration, failing to properly train employees, especially on major changes in daily functionality, can hinder any organization. Proper training will keep business running smoothly, while providing opportunities for employees to learn about new inter-office chat and communication opportunities, such as Microsoft Team or Skype for Business. Although migrating to O365 seems like a straight-forward process, working with a certified Microsoft Partner, like SWICKtech, will help prevent data loss, control costs and avoid common roadblocks. At SWICKtech, we will help you craft and execute a migration plan that will work for your business and improve your bottom line. toolmaker@TDMAW.org | 13

Legislative Update

Legislation Would Give HR Departments Certainty

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


n Philadelphia, city ordinances prohibit employers from discussing salary history with a job applicant. In New York and San Francisco, employers are mandated to provide a transportation benefit to workers. In San Francisco and Seattle, employers must follow local mandates on how to schedule workers’ hours and shifts. In Minneapolis, city ordinances mandate paid “sick and safe” leave for employees. In New York City, certain private employers in the food service and retail industries are now required to sign “labor peace agreements,” which force employers to not oppose efforts by labor unions to unionize their workforce if the employer wants to do business in the city. The same is true for hotels in the state of New York. In Madison, city ordinances create several protected classes of workers beyond what state law sets. These efforts by local officials to micromanage human resources departments and dictate employee benefit packages increase costs for employers and create confusion for employers and workers alike. They also make the communities that enact the ordinances less desirable for job growth, pushing potential developments and investments to surrounding communities that aren’t micromanaging HR decisions of private employers. Luckily the issue is not yet pervasive in Wisconsin, and there is an opportunity for lawmakers to make sure it never is. Sen. Chris Kapenga (R-Delafield) and Rep. Rob Hutton (R-Brookfield) have introduced legislation to ensure local municipalities in Wisconsin don’t interfere with the relationships between employers and employees as it relates to employment benefits.

Their legislation would prevent local officials from interfering with private employers in a number of employment law areas. With 1,923 different towns, villages, cities and counties in Wisconsin potentially freelancing with mandates on employers, it is important that the Kapenga/Hutton legislation becomes law.

legislative success viable. In 2011, Gov. Scott Walker signed a local preemption stopping a costly sick leave mandate from taking hold in the City of Milwaukee.

Specifically, the Kapenga/Hutton legislation does the following:

Similarly, in 2005, Gov. Jim Doyle signed a law to prevent cities and other local governments from setting minimum wages that differ from state law. In both instances the two governors, one a Republican and one a Democrat, understood the importance of having statewide employment standards rather than a patchwork of ordinances that are expensive to comply with and cause confusion for employers and workers alike.

• Stops local governments from dictating what benefits must be offered to employees

Hopefully, the legislature will follow those past actions and pass the Kapenga/ Hutton legislation in 2018.

• Stops local governments from creating their own employment discrimination ordinances

This column was first published in the Winter 2018 edition of Wisconsin Business Voice, a quarterly magazine produced by Wisconsin Manufacturers & Commerce (WMC).

Imagine the disarray for employers and workers alike to keep up with different employment benefit mandates in 1,923 units of government.

• Prohibits local governments and the state from mandating Labor Peace Agreements • Restricts local governments from duplicating occupational licenses already required by the state • Prohibits local governments from regulating employment hours and schedules • Gives employers the right to ask salary information from prospective employees • Eliminates mandated pay scales for employers that contract with local governments • Sets a statewide standard and prohibits local ordinances regarding wage claims Such a local pre-emption wouldn’t be new in Wisconsin, making the path to

In 2011, Gov. Scott Walker signed a local preemption stopping a costly sick leave mandate from taking hold in the City of Milwaukee.

14 | TDMAW HQ (262) 532-2440 www.TDMAW.org

Sussex IM Plant Tour


ussex IM (SIM) is a complete molding and assembly solutions provider. SIM opened its doors to TDMAW for a plant tour, on January 9th. Attendees got a behind the scenes look at SIM’s customerfocused, innovative operations, where they manufacture parts and products for companies such as Nike, Purell, Briggs & Stratton and many others. While SIM manufactures for many customers, they also manufacture a product that is strictly their own: Mr. Lid food storage containers. All of those who attended the tour were pleased to go home with a complimentary Mr. Lid! TDMAW thanks Sussex IM for the informative & inspiring plant tour, dinner and Mr. Lid storage containers!

toolmaker@TDMAW.org | 15

How Manufacturing Robotics Are Creating Jobs

Article submitted by: Steve Apel and Thomas (Hoz) Tanner of Acieta Implementation Barriers Falling Some small and medium businesses have reservations about using robots in manufacturing. They worry about needing specialist skills, having the flexibility for short production runs, and the cost of implementation.


These were valid concerns a decade or more ago, but technology has advanced, and the skills base has grown. Today’s industrial robots are easy to program — both at the machine and in the office. Powerful software packages enable fast and accurate offline programming, minimizing on-machine program touch-up. Many users assign programming to maintenance technicians rather than hiring special programming staff.

Jobs for Robots

Robots can be more flexible through adjustable cell and gripper design. Integrators with many successful projects behind them know what works best for operations with different products and applications. Experienced integrators understand the particular challenges of a first robot implementation and can deliver training and support to ensure project success.

t’s common knowledge that robots in manufacturing lower costs and improve quality. Businesses become more competitive and are able to grow, sometimes re-shoring manufacturing in the process. However, it is a fallacy that robots take away human jobs. Rather than cutting headcounts, companies using robots find they need more people to handle the increased volumes. In short, robots create a virtuous circle of investment, growth and job creation.

When people have to complete repetitive manual tasks — especially those needing precision — they get tired, make mistakes and are susceptible to getting injured. Human quality is inconsistent and output suffers. Dull, difficult and dangerous jobs are found in industries from food processing to electronics and aerospace. Many are candidates for switching to robotic automation. That is why robots are working in foundries, tending stamping presses and molding machines, and deflashing castings. They’re picking parts from moving conveyors, assembling complex products and making consistent welds. At the end of production lines, robots pack parts in cartons and place those cartons on pallets. Thanks to the latest robotic innovations, they’re even handling irregular packages and building mixed pallets that simplify distribution.

power- and force-limiting designs and advanced sensor technology. This lets robots work alongside and in partnership with human workers. The worker focuses on those parts of the job needing analysis and judgment, while the unskilled and repetitive jobs are left for the robot. Force sensing gives robots a crude sense of touch. In assembly work, if one part is not fitting against another, the robot can back off, re-orient the part, and try again.

Robotic Innovations Lead to New Applications Three technologies — vision systems, collaborative robots and forcing sensing — are improving robot versatility while lowering implementation costs. Collaborative Robots, (cobots) replace expensive, space-consuming guards with

Robots Create New Jobs Robots complement people. Not only must humans build, sell and ship robots, but they need to design and build cells and program and maintain the machines. All this means more jobs for programmers, controls specialists, systems integrators, tool designers and component manufacturers.

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Providing Industry with the highest quality products and customer service to meet today’s demanding manufacturing requirements! Lower costs and higher quality almost invariably result in higher profitability, and manufacturers may respond by increasing job capacity. That may mean more machines, but often also requires human skills like creative problem solving, design and ingenuity. Consumers benefit from lower prices, which has the potential to increase spending and stimulate more manufacturing.

» Automation & Machinery » Die / Stamping / Fabrication

» Mold / Tool Room / Maint.

The message is clear: robots create a positive circle of investment, growth and job creation. We’re proud to call Pewaukee, Wisconsin home, and as we approach our 35th anniversary as a FANUC robotics integrator, we are ready to give our customers in Wisconsin even more cutting-edge solutions to modernize their operations and drive productivity.

» Clamping & Fixturing

» Part & Tag Marking

» Laser Marking

www.elsimeth.com 403 S. Hawley Road, Milwaukee, WI 53214 Toll Free: 800.837.9270 | Fax: 414.771.9043

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