THG Quarterly - Fall 2021 by The Heritage Group - Communications

A N U P DAT E F ROM T H E H E RITAG E G RO U P FA LL 2021

INSIDE THIS ISSUE

Rock Solid Relationships A VETERAN REUNION TO REMEMBER LEVER AGE THE P O W E R O F YO U R PERSONALIT Y ST YLE DOING THE RIGHT T H I N G — A LW AY S F O R OUR COMMUNITIES

ME E T OUR COVE R MO DE L S! Veterans KRIS G R AND LINARD and CH U CK MYE RS reunited at US Aggregates after serving together over 30 years ago!

Heritage family, I can’t believe the year is already winding to a close. My family and I are grateful to each of you for bringing your creativity and commitment to work every day. We don’t shrink from challenges, and we can proudly say we tackled them boldly this year. Your resiliency continues to inspire me. And we have so much to celebrate — record sales, excellent performance and innovative new technologies that are shaping a brighter future for our customers,

We have so much to celebrate — record sales, excellent performance and innovative new technologies that are shaping a brighter future for our customers, our community and the world.

Nominate a co-worker to be our next cover model! Know a teammate who would love the opportunity to be recognized as our next THG Quarterly cover model? Send us a picture and a short story to communications @thgrp.com.

our community, and the world. We also welcomed several new companies to the Heritage family this year. Our growing community of businesses and partnerships — built on relationships developed over the years through trust and hard work — is so important to us. It is the foundation upon which we continue to thrive and grow. Our commitment to doing the right thing drives our work, our growth and the ways we give back. I’m touched by all the stories in this issue demonstrating how you show up in your communities to do just that. This edition is a celebration of you — your relationships, the unique places where you live and work and the ways you contribute. You’re making a real difference that’s part of a legacy my great grandfather started over 90 years ago through the J.E. Fehsenfeld Family Foundation. As a family, we support organizations focused on food insecurity, homelessness, and mental health issues, and we are a proud supporter of the arts. Around the holidays, we do a special giving initiative to support The Villages’ Kinship Care program, that serves foster care children and families throughout Central Indiana. Caring for our communities is part of our DNA. And I hope you are as proud to contribute to this ongoing legacy of service as I am. As we head into the end of the year, please be sure to take some well-deserved time away to rest and recharge. We have an exciting year ahead! Let’s take care of ourselves and each other. Be well,

AMY SCHUMACHER C E O O F T H E H E R I TA G E G R O U P

Sound Bites

With so many exciting things happening across our Heritage family of companies, here are some quick examples of the ways we are delivering on our purpose to build a safer, more sustainable world by harnessing the power of family.

Did you Know?

Oh, Brothers

The Asphalt Materials team delivers the best ride for our communities. Since asphalt is so smooth, it can save drivers 2-5% in fuel consumption, tire wear and vehicle maintenance.

The Heritage Group has awarded $3.3 million in scholarships to more than 700 students since the Brothers Scholarship started in 2006. Children of Heritage employees can apply for the 2022 scholarship beginning February 15.

A Better Way to Recycle Batteries THG is making big investments in technology and capabilities to collect, store and process end-of-life lithium-ion batteries, from groundbreaking industry partnerships to acquiring a major market player and adding 90 employees to the Heritage family. LEARN MORE ABOUT HERITAGE’S NEWEST COMPANY, RETRIEV TECHNOLOGIES ON PG. 10.

FIND MORE INFORMATION ON HOW TO APPLY ON PG. 16.

Tap into your network You are our best recruiters and your referrals make us stronger! Visit thgrp.com/ career-opportunities to see our open positions and share them with your personal networks.

During this year’s Heritage Group Accelerator Powered by Techstars, HG Ventures and the Heritage Research Group are helping 10 startups refine their business plans and develop next-gen solutions that serve our core business needs. GET TO KNOW THIS YEAR’S CLASS OF DISRUPTIVE COMPANIES ON PG. 8.

T H G R P. C O M 3

2022 OPEN ENROLLMENT

Your Whole Self— Your Best Self— Your Best Benefits As the sun comes up each morning, so open enrollment returns each fall— with gentle reminders to log in and select the best benefits for you and your family. But isn’t there more to it? Yes!

Last chance to make changes to your 2022 benefit selections November 17-19!

More than enrolling! Your well-being matters. You matter. Throughout The Heritage Group’s 91-year history, we have made the health and safety of our employees and your families a top priority. That’s why your benefits program has been designed to support YOUR WHOLE SELF — physically, emotionally and financially. When these aspects of life are taken care of, you can be YOUR BEST SELF, wherever you are.

HR Shared Services is standing by at 1-800-303-0408 or hrss@thgrp.com to answer questions about plan details, the online enrollment process and more.

Be Well and You’ll Do Well Imagine waking up feeling energized and strong. Confident and capable. Secure for the future. That’s YOUR WHOLE SELF wellness – it’s not just exercising, reducing stress or saving a few bucks. It’s all these things at once. It’s taking a thoughtful approach to selecting your benefits because careful planning leads to better decisions and, in turn, a healthy, productive life.

First, Learn Well Benefits information can be a lot to process. These tools can help you understand the differences between “Plan A” vs. “Plan B”; how much (and where) you can (or should) save this year; and whether it’s finally time to select that voluntary life insurance plan you’ve been putting off. •

The HSA 101 flyer (you got it in the mail) explains what a Health Savings Account (HSA) is and how you, as a participant in a High Deductible Health Plan (HDHP), can make the most of yours.

•

Handy timelines and checklists in the 2022 Benefits Guide will help you gather your information and your thoughts.

•

Which High Deductible Health Plan is Right for Me? (on Lessonly) shows you how health plans compare, using real-life examples.

•

The Benefits & Resources Library, on both the MyHERITAGE Total Rewards & Benefits portal and Monument Connect, provides answers to common questions.

Then, Enroll for Your Whole Self

We are proud to offer plans and programs to support your physical, emotional and financial well-being, many you don’t even need to enroll in – or pay extra for! Check out the 2022 Benefits Guide (also in the mail) to familiarize yourself with these – and see why they’re so helpful – so you can make smart decisions when you enroll and all through the year. BENEFITS TO SUPPORT PHYSICAL HEALTH AND EMOTIONAL WELL-BEING:

• • • • • • • • •

HDHPs, HSA, Anthem’s PreventiveRX Plus Plan, Basic Critical Illness Coverage and Base Dental Plan Optional Enhanced Dental and Vision Plans; Limited Flexible Savings Account (for dental and vision expenses only) Optional Enhanced Critical Illness and Voluntary Accident Coverage Freedom from Smoking Plus Tobacco Cessation Program NEW! Your Anthem Nurse (24/7 access to a medical professional to answer your questions) Employee Wellness Centers (Indianapolis, IN; Brandenburg, KY & East Liverpool, OH) Annual Wellness Program incentive (up to $200 for completing an annual wellness exam) Pharmacy Drug Grant Program Perspectives Employee Assistance Program (EAP)

BENEFITS TO SECURE YOUR FINANCIAL WELL-BEING

• • • •

401(k) Retirement Savings Plan Short- and Long-Term Disability, Basic Life and Accidental Death & Dismemberment Insurance Optional Supplemental Employee, Spouse and Dependent Life Insurance Optional Dependent Care Flexible Spending Account

T H G R P. C O M 5

Putting together the personality puzzle Knowing more about your personality (and your co-workers’) can help you work smarter. Use DiSC to help figure out people’s personality styles, then put all the pieces together. We all have different personalities, and taking a little time to learn about our differences and how they affect our interactions can unlock new opportunities for building and strengthening relationships at work. But how do we do that? More than 40 million people, including employees at The Heritage Group, use a personality assessment tool known as DiSC. DiSC can help improve work environments, reduce stress and get things done. It also helps us build long-term relationships and mutual trust — one of our core Heritage values. How can you use DiSC? This high-level overview is a great way to start. First, figure out your own style. Then figure out your co-workers’ styles. Next, take note of ways you can all work better together. Try out what you’ve learned at a team meeting, or talk to your leader about exploring DiSC. A bonus? Knowing more about personality styles can help build relationships in your personal life, too!

Bring DiSC to Your Team! Interested in scheduling a DiSC team building workshop for your people? Contact programs@thgrp.com to learn more.

Which style are you? DiSC describes four basic styles: dominance,

influence, steadiness and conscientiousness. Do any of these look like you? D OR DOMINANCE:

I OR INFLUENCE:

You probably speak your mind, focus on the bottom line and take pride in winning. You may prefer environments where decisions get made quickly and people are empowered to take charge of their work. But you may get impatient when you’re asked to slow down or take a more diplomatic approach.

You tend to focus on the positive, take quick action and enjoy socializing. You’re probably happiest in a work environment where you’re free to explore exciting possibilities and share your ideas. But you might feel drained when you have to work alone for long periods, or when people’s attitudes seem too negative.

C OR CONSCIENTIOUSNESS:

S OR STEADINESS:

You probably focus on getting things right, put time into analysis and prefer to keep emotions in check. You tend to appreciate environments where you can work at your own pace and your expertise is valued, but you may get frustrated if you think decisions aren’t being thought through, or if you’re expected to do a lot of socializing.

You probably like to do your part, keep things calm and friendly and collaborate. You likely work best when you’re part of a supportive team, where expectations are clear. But if you’re pressured to move too quickly or things get tense, it can stress you out, and you might have trouble speaking up.

I focus on the big picture.

Dominance

WHEN WORKING WITH THE DOMINANCE S T YLE

Resist the urge to give in to their demands just to regain harmony

Influence

WHEN WORKING WITH THE INFLUENCE S T YLE

Show them you’re open to collaboration and creativity Recognize the value of their energy and enthusiasm Let them know they’re liked and appreciated

Be efficient

Remain optimistic while considering issues

Expect directness

Expect spontaneity

Feel free to share bold ideas Focus on the big picture

Don’t take bluntness personally

Read the • room

Conscientiousness

USE THIS CHART TO HELP YOU PUT DISC TO WORK AT TE AM MEETINGS AND OTHER INTER AC TIONS

Address issues quickly and directly

WHEN WORKING WITH THE CONSCIENTIOUSNESS S T YLE

Use facts to support your ideas and opinions Avoid pressuring them for immediate decisions Expect skepticism Give them space and time to process and analyze

Avoid personal attacks and acknowledge their feelings Let them know your relationship is solid, even if you disagree

Steadiness

WHEN WORKING WITH THE S TE ADINESS S T YLE

Respect their cautious pace Show warmth and concern for their feelings Offer your point of view, but take an easygoing approach Work collaboratively and set timelines that fit everyone’s needs

Show appreciation for their logic

Address situations directly without being confrontational

Don’t get bogged down in details

Avoid forceful tactics or dismissing conflicts completely

Avoid using forceful or emotional arguments

Show that you sincerely care about resolving issues

T H G R P. C O M 7

After the Accelerator...

Where are they now? The impact of The Heritage Group Accelerator powered by Techstars doesn’t end when founders leave The Center. Read on to catch up with three startups from the 2020 class. This year marks the third annual Heritage Group Accelerator Powered by Techstars. For thirteen weeks every fall, ten startups whose missions align with THG’s core industries come together at The Center, THG’s hub for collaboration and innovation. The startups — whose offerings this year range from software to help estimate construction projects to a virtual fleet administration and dispatch platform—take advantage of THG’s facilities, resources and mentors to grow their businesses and develop their products. The experience culminates with Demo Day, where the founders pitch their companies to local entrepreneurs and investors to secure funding.

MOBILE CONNECTIONS FOR CONSTRUCTION Onstation, CEO Patrick Russo OnStation, an app from startup PROJiTECH, has seen massive growth since CEO Patrick Russo gave his Demo Day pitch last winter. The app displays multiple project design files in an innovative way to connect various parts of a project. “Through our app, people that build, design and maintain our roads and bridges have an easier day. They can accomplish more, they can be more productive, and most importantly, they can be safer,” said Russo, who spent his time in the Accelerator focusing on what he could learn from his new THG contacts. “Because of Heritage connections, we were able to get some pilot projects going with more contractors out on the road,” he said. “[THG’s] engagement and involvement definitely helped add to our customer base, which helped with getting feedback and getting new ideas for the app.” That exposure paid off: OnStation’s customer base has doubled in 2021. A seed round of funding closed in late June, enabling Russo to add five new developers to his team. Taking in feedback from customers introduced by THG has led to new developments for the app itself, including customized tags and icons for companies to identify aspects of their projects.

Mentor Madness TRANSFORMING TIRE WASTE

LEAN, GREEN LIGHTING FOR JOB SITES

Pretred, CEO Eric Davis

COO, Jon Harlem CEO, Mike Filippakis

The Heritage family might recognize startup Pretred and its founder and CEO, Eric Davis, after HG Ventures led a $3M round of seed funding in July. Pretred recycles tire waste into sustainable, high-quality barriers, which can divert tens of thousands of tires from landfills per project. “We’re able to make things out of this raw good that are sustainable, high-volume and high-value,” said Davis. Other than securing funding after the Accelerator, Davis and his team found a valuable connection in Heritage Research Engineer Dennis Justice. With Justice’s help, Pretred has produced its first run of full-size prototypes. To Davis, the Accelerator provided more than just an entrepreneurial environment: “Meeting the right people is fundamental. We had a good business plan, a good team, good products, we just needed to meet the right people that are passionate and can make a difference—and that’s The Heritage Group.” His time in the program provided valuable connections and resources in product launch, chemical testing and brainstorming that Pretred is now using to scale the business in their new Denver facility and beyond.

Loris, which has since rebranded from MFlux, builds lighting for a safer, leaner and greener job site — all while providing a connected backbone for industrial job sites. The hardware component is paired with software on the backend to connect various parts of a project. Through the Accelerator, THG provided founders Jon Harlem and Mike Filippakis with the business acumen to position the company for success. “The Accelerator provided us a way to reframe the journey,” said Harlem. “Thinking about the vision without any bounds around it. That was a very useful transition for both of us to get into the mindset of dreaming bigger.” That mindset has led to growth on the business side and the product itself. In the year since the Accelerator, Loris’s team has expanded from 2 to 10 employees, and their Beacon lights have undergone extensive research and development to become more ergonomic and affordable. “I like to think about the Accelerator experience as rocket fuel,” Harlem said. “Our trajectory was a good one, but this allowed us to get through that atmosphere and head out into the stars.”

SCAN THE QR CODE TO MEET T H I S Y E A R ’ S S TA R T U P C L A S S !

The Accelerator not only benefits our startups, but provides invaluable access to industry knowledge and connections for employees across THG. “The program participants bring an enthusiasm to their work that rubs off on the mentors. We get to see problems and opportunities from a new perspective and translate that energy into how we approach our daily tasks.” – Micah Vincent, VP of Finance and Administration at THG

“Having the Techstars entrepreneurs on-site at The Heritage Group exposes our organization to market trends, new business models and emerging products and services that can drive future creative thinking and growth.” – Ginger Rothrock, Senior Director of HG Ventures

“Being part of the Accelerator is a win-win for me and HES. As a selection committee member, I have a voice in the types of companies we invite to join the cohort. I represent the needs of my business and will advocate for startups that are solving challenges faced by our customers.” – Meghan Hunt, Director of Marketing at HES

T H G R P. C O M 9

Good energy Shane Thompson President of Retriev Technologies, shares how this new company to the Heritage family will redefine renewable energy by tapping the power — and potential — of lithium-ion batteries

The experience of seeing materials that could have been thrown in the garbage reused and creating great jobs inspired me to build my career around recycling. SHANE THOMPSON Retriev Technologies

Lithium-ion batteries are everywhere. They’re in smartphones and computers. They even fuel that invisible powerhouse we call the cloud. Lithium-ion batteries provide uninterrupted power that supports the connections we need to work and live. As demand for those connections (smartphones) and hightech devices (electric vehicles) grows, the demand for the lithium-ion batteries that power them will expand exponentially. It’s happening now. By the end of the decade, about half of new car sales from the Big Three automakers will be electric.

metals from solutions. That experience led to a job at one of the largest nickel mining companies in the world. I worked at a facility called Inmetco, which was built to recycle and reuse nickel products. After incurring a significant environmental impact to get the nickel out of the ground, we didn’t want it to go back into the ground when it reached the end of its product life. That experience — of seeing materials that could have been thrown in the garbage reused and creating great jobs — inspired me to build my career around recycling.

What will happen to all those batteries when they near the end of their lifespan? That’s a question Shane Thompson, President of Retriev Technologies, has been pondering for most of his career. In this Q&A, Shane offers insights on how this newly formed Heritage company will solve big problems by discovering new ways to get the most out of used lithium-ion batteries, and in the process make the world a better place.

Tell us about your focus on relationships. Over my 20-year career, I recognized that companies are made of people. Relationships make them work. That’s why I’ve maintained long-term relationships with people at all the companies I’ve worked for. Through those relationships, I’ve made connections and shared ideas that have helped me and others tackle important challenges. I met Amy Conley Giuliano, now Vice President of Growth & New Ventures at Heritage Environmental Services (HES), while working at Inmetco 20 years ago. She introduced me to Jeff Laborsky, who chose me to lead Heritage’s new battery recycling company.

How did you get into battery recycling? It’s an interesting story. I come from a family of coal miners, and I’m not an engineer by training. I studied pre-law at the University of Pittsburgh. Through a personal connection, I got a job with a company that focused on recycling

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How did you come to Retriev and to the Heritage family? What began as a collaboration and a commitment has grown into a company built on a strong foundation of combined expertise. It all started when HG Ventures, The Heritage Group’s in-house venture capital group, made an investment in an emerging battery company called Romeo Power. Romeo went public last year and wanted to add an option for recycling and reuse of its advanced batteries. That collaboration was the catalyst for our company. Meanwhile, the Heritage Research Group had already been working on technologies that could be used for recycling lithium-ion batteries, and HES and Heritage-Crystal Clean were experts at collecting and transporting environmentally sensitive products.

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HE RITAG E- CRYS TAL CLE A N LO C ATI O N S ACROSS THE U. S . WHE RE RE TRIE V WILL CO LLEC T BAT TE RIE S

What’s your vision for Retriev? What we’re doing will represent the most significant change to the carbon economy in history. To make that kind of impact, we’re striving to build the best end-of-life battery solution - a total service offering that will make us different than any other company in the marketplace. Why are you poised to be successful? In the marketplace, different entities are working on different aspects of recycling. For example, some companies are looking at a second life for batteries but not recycling them, or vice versa. We’re looking at the total picture. Our collection infrastructure and experience with sensitive materials through HES, our 90 sites through Heritage-Crystal Clean, and our trucks, manpower and qualified professionals who know how to handle materials safely allow us to do what others can’t.

This fall, we took the collaboration a giant leap further by acquiring Retriev Technologies, the largest lithium-ion battery recycler in North America. Backed by The Heritage Group and Kinbursky Brothers Incorporated (KBI), a battery recycling leader on the West Coast, Retriev will have the only comprehensive logistics, recycling and reuse platform available in the industry today. All those strengths add up to a company that’s primed to be a powerhouse in the battery recycling world. T H G R P. C O M 1 1

We thought it was unfair to girls because (the road sign) said, ‘Men Working’, and some girls want to do construction.

The trailblazing

Babione Sisters VISIT DELPHI QUARRY

For sisters Blair and Brienne Babione, who inspired their local city council to enforce gender-neutral road signage, summer vacation began with a visit to US Aggregates’ Delphi, Indiana, quarry. Over the course of winter 2020, Blair and Brienne Babione noticed “Men Working” signs in their Carmel, Indiana, neighborhood. The girls, who had seen women on road work crews before, questioned the wording on the sign. “We thought it was unfair to girls because it said, ‘Men Working’, and some girls want to do construction,” said Brienne, 9.

The sisters had reason to challenge the gender-specific language they saw. According to the National Association of Women in Construction, women make up almost 10% of the construction industry. After questioning the signage, Brienne and her sister Blair, 11, researched the history of the sign with the help of their mother, Leslie Babione. They found out that the Manual on Uniform Traffic Control Devices (MUTCD) phased out the use of Men Working signs decades ago. The girls then decided to write letters to the city council advocating for the signs to be removed. Those letters spurred the City Council President to introduce a resolution enforcing the MUTCD regulations.

his typical tour to introduce the girls to aspects of a career in the material sciences. The tour began at the on-site lab, where the Babione family learned how various products were monitored for quality. The girls got to meet Serena Cade, Quality Control Technician for US Aggregates. “Gender has nothing to do with how successful someone may become,” Cade later said. “If you want it, go and get it. Nothing is stopping you.”

Corbett took the family through the quarry, answering questions like “Why are the rocks shiny?” and “How does the front loader run?” Surrounded by machinery, piles of fossils and a shockingly clear blue lake, the Babione sisters learned all about careers in the Thanks to the actions of Blair and construction industry. Brienne, the resolution was passed. Soon, the story went viral as a source of inspiBuilding a safer, more enriching and ration during the COVID-19 pandemic, sustainable world means having women garnering national news coverage. in the industries that make our world

“I wanted to thank them for using their voices,” said Kierstin Janik, Chief Talent Officer of Heritage Construction + Materials. Janik, a woman working in the construction industry and a fellow Carmel resident, heard about the girls’ story and decided to reach out. “As a woman in a male-dominated industry, it’s important to me that I encourage young girls to be interested in what we do. They need to see that there are role models paving the way,” said Janik. On behalf of HC+M, Janik sent a gift basket to the Babione home with construction-themed toys and treats. She made sure to include a note inviting the girls to visit US Aggregates’ Delphi, Indiana, stone quarry over their summer break. The girls and their parents were met by Bill Corbett, Plant Manager at the Delphi quarry. Corbett modified

work — and the Babione sisters agree. “If people don’t speak up, then it won’t change,” Blair said. “Our community outreach and youth engagement are really important for showing young girls (and any young person) that our construction and materials industry not only exists, but it’s interesting and could be a viable career for them,” said Janik. “We, as a company and industry, have to embrace the change in talent pool demographics and be diligent about the signals we are sending about inclusion.”

I was inspired by all the very bright people at HES and the innovative solutions they were working on to help customers responsibly manage industrial waste. I was amazed at becoming reconnected to THG all these years later through my children. It shows me that the great company I worked for years ago continues to be a leader in the community.

JOHN BABIONE Blair and Brienne’s father

Blair and Brienne’s father, John Babione, is one of the many professionals who began their career as a member of the Heritage family; when he graduated from college, Babione started working at HES in Indianapolis. His daughters’ interest in the material sciences reminded him of the beginnings of his own career.

T H G R P. C O M 1 3

Indiana Congressman Jim Baird and State Representative Beau Baird joined leaders from across The Heritage Group at our quarry in Delphi to learn about US Aggs’ presence in their district, the jobs it creates for their constituents and the process of how the rocks go from the quarry to building roads in our community.

MY FIRST GOAL IS TO HELP OUR TEAM HAVE POSITIVE RELATIONSHIPS AT ALL LEVELS OF GOVERNMENT, SO WE HAVE THOSE RELATIONSHIPS BEFORE WE NEED THEM.

Critical connections B U I L D I N G L O N G -T E R M R E L AT I O N S H I P S WITH OUR LOCAL GOVERNMENT

We all know the importance of building relationships with one another and our customers, but you may be surprised to learn the impact of local government on all of our businesses. Megan Savage, Senior Director of Government and Community Affairs for The Heritage Group, shared these insights to help you and your team build and nurture these critical relationships.

Get in touch!

Connect with Megan by emailing msavage@thgrp.com.

Government touches THG and our companies in many ways. The government is a huge customer of our many businesses, and it also creates regulations under which our companies must operate. It is too huge of a driver in today’s economy for there to be no conversation between us and those who represent and govern us. I spent 10 years working on Capitol Hill, mostly as Chief of Staff to Congresswoman Susan Brooks, so I knew of THG because it is headquartered in her congressional district. However, I had no idea all that was happening within our family of companies. I felt like there was a real missed opportunity not sharing the breadth of what we do with those who govern us. I was thrilled when I started with the company this year to have the opportunity to introduce THG and all our companies, Heritage Research Group and HG Ventures to our elected leaders and community partners. My first goal is to help our team have positive relationships at all levels of government, so we have those relationships before we “need” them. I also want our local leaders to think of THG if they encounter tough questions where we may know the answer. With our 90 years of business experience in Indiana, we are positioned to offer solutions or provide thought leadership. One way to help establish and nurture these relationships is to host local government officials at our locations. We’ve already been fortunate to host one senator, two congressmen, state legislators and multiple senior legislative staffers for quarry visits and tours of The Center. My goal with these visits is to show the breadth of what we do across THG and our commitment to the communities in which we live and work. These relationships have already helped us as we worked with our Indiana elected leaders and our federal trade association to remove language in the federal infrastructure bill that would have been harmful to the asphalt industry.

MY SECOND GOAL IS TO BE A RESOURCE TO YOU. WITH MY BACKGROUND WORKING IN POLITICS, I HAVE CAMPAIGN, COMMUNICATIONS AND COMMUNITY EXPERIENCE WHICH TRANSLATES MORE THAN ONE WOULD THINK TO THE WORK WE DO.

(Proving the potential of having those key government relationships in place.) This experience was put to the test early in my tenure with THG by community odor complaints from our asphalt plant in Urbana, IL. I was able to work with the AMI team to put together a presentation to the Urbana Sustainability Commission to share what happens at our plant, the cause of the odor, all we did to mitigate the odor and the data to prove it isn’t dangerous. The presentation was so successful the mayor even thanked us for it! I also worked with US Aggregates and their awesome team, including Patti Gault, Strategic Communications Director, to rezone a quarry in Portland, Indiana. The quarry originally received a negative vote from the planning commission, but with a change of strategy, we were able to work with the planning commission and city council to receive multiple unanimous votes to approve the quarry. This resulted in 30+ more years of business for US Aggregates, not to mention continued employment and economic prosperity for those living in Jay County, Indiana. Currently I’m working with Retriev Technologies (read more on page 10) to make sure they are well positioned to take advantage of federal dollars that may be flowing to the battery recycling industry. These are just a few examples, but please use me as a resource! I’m here to help navigate issues. From my experience, I may not always know the answer to your question, but I’m great at finding people who do. In many ways my network is my best asset, and I’m here to help you and your business make the most of our critical long-term relationships with our local government officials and federal government.

T H G R P. C O M 1 5

Invest in your child’s future A P P LY F O R T H E 2 0 2 2 - 2 0 2 3 B R O T H E R S S C H O L A R S H I P

Application period opens February 15 The Fehsenfeld Family is pleased to announce the Brothers Scholarship Program for the 2022-2023 academic year. The program assists the children of Heritage employees with the cost of higher education and encourages those students to invest in their future by obtaining a college degree. The program awards scholarships of $2,000 to select qualifying dependents of eligible employees of Heritage Group companies. The scholarship is renewable for up to three years based on continued satisfactory academic performance and employee eligibility and is available to previous applicants. Scan the QR code to visit the website, and look for more info about the scholarship to be sent to your home in early 2022. Contact brothers@scholarshipamerica.org with any questions.

SCAN TO LEARN MORE ABOUT THE SCHOL ARSHIP

T H G R P. C O M 1 7

Defining how we win together F O L L O W I N G U P O N T H G ’ S F I R S T- E V E R V I R T U A L T O W N H A L L

Earlier this year we heard from THG’s CEO Amy Schumacher and the Heritage Leadership Council about our three focus areas – business excellence, sustainability and talent. While these are all long-term journeys, we are excited to share our progress on defining how we win together in each area.

An Update on Talent From Betsy McCaw Executive Vice President, People + Culture

A big reason I came to work at THG was how much we care about our people, and the investment we make in the success of everyone who works here. That made such an impact on me, and I am honored to contribute to that legacy by leading THG’s People + Culture team in close collaboration with your leadership. Today I’d like to provide a brief update on the great work underway to enhance the employee experience across our Heritage family. Earlier this year we surveyed a random sample of 600 employees from across THG about their career experience. We heard a desire for more awareness of job opportunities, career paths, and greater feedback on job performance. You also shared the importance of hearing from leadership about the company vision and goals. Using this feedback, your HR and business leaders are increasing focus on their communication with you and developing a talent management strategy that continues to give you a rewarding work experience. This includes defining great leadership and performance across THG, and improving feedback,

development, and visibility to career opportunities. This effort will increase awareness between you and your leadership about the impact you are making in your job, providing more opportunities for you to grow and develop within THG. We are also seeking ways to attract and recruit the best people to work with you and grow our businesses. Our recruiters across THG have banded together to share ideas and best practices as we navigate the tough labor challenges being felt across the US economy–impacting your workload and team environment. Thinking ahead, you can anticipate more opportunities to speak up on employee experience-related topics like diversity & inclusion and our total rewards (benefits) offerings. We appreciate your ongoing feedback as we find new and exciting ways to unlock employee potential and business value by thoughtfully betting on you, our awesome people.

There is more exciting work in progress to help us find ways to work smarter and increase productivity and efficiency across all our businesses.

An Update on Business Excellence From Jeannie Phillips Director, Business Improvement

I joined THG over a year ago to support our business excellence journey. While we are still in the early stages of this journey, we are already seeing the many benefits of having a continuous improvement mindset, skillset and toolset in our culture. Our primary focus so far has been introducing the Lean Six Sigma (LSS) framework and toolset to solve complex business and customer problems. So far, over 100 employees have completed or are in the process of completing their Yellow or Green Belt certifications. You might have seen the great work they’ve accomplished in previous editions of the Quarterly – increasing online sales leads, enhancing safety processes, and expediting time to create business reports – just to name a few. This year, we launched our first Black Belt cohort. Their projects will not only deliver bottom line value, but in many cases, will lay the foundation for more efficient systems and processes for generations to come. Black Belts differ from Yellow and Green

Belts in that they are full-time roles dedicated to continuous improvement work in their business. We also have Executive Black Belts, who are senior leaders advocating for this critical work. This fall, all our LSS belts will gather to network and celebrate the impact of their work, and we will continue to share our successes in the future. What has been personally gratifying for me is that this program not only supports our businesses in their pursuit of excellence, but it’s also providing talent development opportunities for many of our people across our Heritage family. Of course, LSS is just one piece of the larger business excellence journey for THG. There is more exciting work in progress to help us find ways to work smarter and increase productivity and efficiency across all our businesses. Some of you may be involved in these workstreams, including a consistent approach to strategic business planning and the development of a THG-wide knowledge sharing platform. Stay tuned for more updates to come. And until next time, keep your eyes open for opportunities – big and small – to improve the way you do business.

An Update on Sustainability To learn more about our efforts in the sustainability space, check out our feature about Retriev Technologies on pg. 10 and our thirdannual Heritage Group Accelerator Powered by Techstars on pg. 8.

Watch the Town Hall

IF YOU HAVEN’T HAD A CHANCE, SCAN THE QR CODE TO WATCH THG’S FIRST-EVER VIRTUAL TOWN HALL.

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COVER STORY

A reunion to remember On Veterans Day and every day, we want to thank our hundreds of veterans in the Heritage family for their service. Read on to learn how two veterans reconnected at US Aggregates after serving together over 30 years ago.

It was a privilege to serve my country. I really enjoy living in this country and I understand the way that it was formed.” CHUCK MYERS Plant Clerk at US Aggregates and “the voice of the Old Guard”—the narrator of the Spirit of America pageant.

The Spirit of America Kris Grandlinard joined the armed forces in 1986, following in the footsteps of World War II veterans in his family. “I felt a duty to honor them and to serve my country,” Kris said. A recruiter’s call for special volunteers set him on a course to Arlington to join a special unit called the 3rd Infantry, also known as the Old Guard. Since 1784, the Old Guard has performed ceremonies and attended to dignitaries and diplomatic events in Washington, DC. In preparation for joining the Old Guard in Fort Myer, Virginia, Kris went through more than just basic training. “My company wore period uniforms of the Revolutionary War,” he said, “and we had to polish the buttons ourselves.” The precision and attention to detail instilled in the recruits was essential to their performance not only as soldiers, but as leaders of ceremony. While Kris would lead burials at Arlington and escort government officials, his unit also performed in the Spirit of America, the largest military pageant in the US Army. In the pageant, the Old Guard would reenact historic battles in authentic uniforms while carrying and firing real firearms. “It helped that the lights were only on the floor and you didn’t see the crowd, but you knew they were there,” Kris said. If he could have seen into the sound booth during his first Spirit of America in 1986, he would have noticed Chuck Myers, who would become his co-worker decades later.

T H G R P. C O M 2 1

Kris Grandlinard

The Voice of the Old Guard Chuck’s career ambitions in voice work led him to the military. “In high school, I was terrified to speak in front of people, so I had to learn really fast to overcome that,” he said. After earning a degree in broadcasting, he decided to further his education by joining the armed forces. Like Kris, Chuck was recruited to join the Old Guard; after an audition, he got orders to train in preparation for serving at Arlington. From 1984-86, Chuck worked at Arlington National Cemetery, issuing periodic announcements. His duties also led him to become “the voice of the Old Guard”—the narrator of the Spirit of America pageant. Chuck’s last Spirit of America performance was in 1986, the same year that Kris began his tenure with the Old Guard.

Both men—one on stage and one narrating from the sound booth—would end up in eastern Indiana decades later, both working for US Aggregates.

From US Army to US Agg After four years in the army, Kris decided to return to agriculture on his family’s farm. Having grown up across from a stone quarry, he met the owners and mentioned he was looking for a job. In 1990, he started at US Agg’s Linn Grove, Indiana location. Chuck came back from the military and began working in construction with his brother-in-law. He transitioned to factory work, and then to his current job as a Plant Clerk at US Agg’s Portland, Indiana, location. He continues to do radio, voiceover and narration work in his own time.

Chuck Myers

“I take great pride in being able to serve my people and our country. I just wanted to give back after what this great nation has given me,” Kris said, referring to the gravity of his work and its impact on the families of those he helped lay to rest in Arlington. Chuck appreciates the understanding of American history he gained as a member of the Old Guard. “It was a privilege to serve my country. I really enjoy living in this country and I understand the way that it was formed,” he said.

Service Histories in Sync Fast forward to 2019. A US Agg newsletter celebrating the company’s veterans detailed both Kris’s and Chuck’s service histories. “I saw it in the BLAST, and the next time I saw Chuck, I asked him about it and we got to talking,” Kris said. “It was kind of neat

that we were both there, even though it was a short period of time because Chuck had moved on in ’86 and I was just getting there.” “What are the odds of that? Such a small area we live in, a rural area, and ending up at the same place,” Chuck added. Out of all the possible placements for a soldier in 1986, both ended up in the same premiere unit, overlapping for a single performance.

Are you a veteran? We want to hear from you! If you have served or are currently serving, let us know. You can update your veteran status on the Employee Self-Service portal. Visit accessmyhrinfo.com > Select the “Personal Details” tile > Select the “Veteran Status” tile.

SOCI A L IMPAC T TA SK FORCE

A force for giving Through The Heritage Group’s Social Impact Task Force, we help make our communities — and the world — a better place. Here are five good things to know about the task force and its work. For generations, The Heritage Group (THG) has done the right thing—always. That’s why, in both our businesses and the communities where we work and live, we strive to make a lasting, positive impact. “We give to our communities to help make them stronger and to create positive change,” said Sara Fehsenfeld Morris, Director of Strategic Experiences at THG. Sara formed the Social Impact Task Force to bring together employees from across THG to help create, implement and champion cross-company community initiatives that align with Heritage values. Sara recently shared five good things to know about the task force and its work.

1 3 It has origins in Fehsenfeld family service projects.

The Fehsenfelds, THG’s founding family, come together every other year for their own day of service. “We call it United for Service, and we bring the family together from across the country to connect and make an impact where our family members live,” Sara said. “In the past, we’ve gone to Chicago to help paint and revitalize a school, we’ve collected food and built a henhouse at an urban farm in Salt Lake City, and we did a walk for Gleaners when we opened the Center.” Sara’s sister, Heritage Group CEO Amy Schumacher, wanted to do something similar at THG—events that could bring our companies together to serve the communities where we live and work. Charged with putting ideas together, Sara wanted to include more people in the conversation, and the Social Impact Task Force was born.

Its members are passionate volunteers. The task force is made up of representatives from different companies within the Heritage family who applied to become members. “We wanted to include people who felt passionate about service,” said Sara, who hopes to add more members soon. “It’s important to them personally, and they wanted to bring that passion to what our company is doing to connect more deeply within the organization.”

It’s focused on children and communities.

The task force has established two pillars for giving: Thriving Children and Prospering Communities. The aim of the task force is to equip, educate and inspire children to ensure their success, and to invest in individuals, places and spaces to strengthen communities and empower residents. These pillars form a framework to guide giving efforts, especially for cross-company service days and giving campaigns. “Having a strategy helps us amplify the good,” Sara said.

Sara Fehsenfeld Morris

We want to be a partner who helps make things happen.

It’s a place to network and share ideas.

The task force can be a sounding board for ideas, a place to share or learn best practices and a resource to provide support.

It’s about learning and growing.

Sara created the task force as part of her own quest to learn, and she and the rest of the task force members plan to keep learning. “I want to know what’s important to Heritage companies, and I want to zero in on what’s important to us, too,” Sara said. “We want people to feel proud of what we’re doing and to connect on a deeper level. The task force is an idea that has grown into something really positive, and it’s going to keep on growing.”

Got questions or want to get involved? Email the Social Impact Task Force at socialimpact@thgrp.com.

Meet the Social Impact Task Force Sara Morris, Chair

“Some of our companies have a developed giving structure, and some are more relaxed in how they approach it,” Sara said. For those who want support, whether it’s rounding up volunteers for a Habitat for Humanity build or collecting backpacks and notebooks for a school supply drive, the task force can come together to brainstorm ideas and network to find resources, Sara said.

The Heritage Group

Patti Gault, Vice chair Heritage Construction + Materials

Teresa Forrest and Alex Ray The Heritage Group

Rebecca Rivers-Duncan, Tiffany Neal and Justin Patterson Heritage Construction + Materials

Brian Cassano, Andrew Giourdas and Raymond Wayne Heritage Environmental Services

Heather Willits Heritage Research Group Gloria O’Bannon Monument Chemical

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Growing on the Gulf Coast T H E L AT E S T COM PA N Y T O J O I N MO N UM E N T CH E M I C A L B R I N G S E X C I T I N G P O S S I B I L I T I E S T O T H E H E R I TA G E F A M I LY

Earlier this year, Monument Chemical acquired KMTEX LLC, a privately-owned specialty chemical manufacturer based in Port Arthur, Texas. The acquisition welcomed 50 talented new employees, as well as new possibilities and opportunities for both Monument and its customers. WE’LL ADD EXPERIENCE AND EXPERTISE.

With more than 40 years of experience separating and purifying several related chemistries, including fuels, aromatic hydrocarbons, glycols and specialty solvents, Port Arthur brings more options to both Monument and its customers. “We see this partnership as complementary to our existing strengths,” said Monument’s Umair Virani, Custom Manufacturing Manager, Houston. “Customers will be able to rely on us for the specialized products we’ve always provided and for the larger quantities of chemistries that are also critical to our customers’ formulations.”

GULF COAST GOLD Located just two miles from the Gulf of Mexico on the Sabine River intercoastal waterway, Port Arthur’s facility is in an ideal location between manufacturing hubs in Texas and Louisiana. Adding Port Arthur to the Monument family expands Monument’s footprint on the Gulf Coast, the chemical industry’s most important region in North America.

WE’LL DO MORE TOGETHER.

WE’LL KEEP GROWING.

As the largest, most flexible toll distillation provider on the Gulf Coast, Port Arthur is known for delivering outstanding toll processing services to chemical companies and refineries. Monument intends to keep building on those strengths.

Monument is committed to taking excellent care of Port Arthur’s employees and customers to ensure a smooth transition, and will look for opportunities to enhance services as the new relationship grows.

The Monument team plans to tap into all Port Arthur has to offer — and take things a step farther. “Uncovering the true potential of new sites and employees is a big part of what we do at Monument,” said Sarves Peri, Vice President, Supply Chain & Logistics and Business Leader, Solvents. “With a collaborative mindset and a deep commitment to continuous improvement, we work together to raise the bar — everywhere from quality to safety. And we are extremely adept at leveraging Monument’s learnings, expertise and experience to support our newest team members.”

“Mergers, acquisitions and partnerships are a key part of Monument’s growth strategy,” said Paul Raymond, CEO. “This makes our new partnership with the Port Arthur team even more significant — we’re not just expanding our capabilities; we’re also delivering on the goals we’ve set for ourselves as a company.” That’s Monument’s aim each time it takes steps to grow — to amaze customers with high-quality, turnkey solutions that make life easier, secure the global supply chain and allow Monument’s customers to deliver innovation to their customers. Join us in welcoming the newest members of the Heritage and Monument families from Port Arthur, Texas.

Port Arthur By the Numbers

140

S TA INLE SS A ND C ARB O N S TE E L TANKS

that can store a variety of products

24M G A LLO N S

total on-site storage capacity

30K BARRE L BARG E S

How many barrels the site’s barge dock (with 24/7 loading flexibility) can handle

FU LL-TIME D I S TILL ATI O N

that can process up to 1 billion pounds per year through both batch and continuous distillation processes TR A IN S

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LEADERSHIP SPOTLIGHT When you meet Chris Patchon, Vice President of Plant Operations at HES, his positive energy and passion quickly inspire admiration. What keeps Chris going? What makes him so successful? We recently followed Chris around the Indianapolis waste treatment plant to find out, and learned what keeps Chris happy, motivated and driven to tackle whatever comes next.

HE WAS SPOTTED QUICKLY. “I’m a local kid,” said Chris, who grew up just down the street from where he works today. “I walked by the plant going to football practice.” Years later, at age 21, Chris joined the plant as a material handler in drum operations, working the night shift. He frequently signed on for overtime, occasionally working double shifts. Two years in, he was asked to become the manager of a Heritage plant in Charlotte, North Carolina, and made the move with his young family. “It was the best decision I’ve ever made in my career,” said Chris, who eventually took over all plant operations in Charlotte.

HE’S SURROUNDED BY MENTORS WHO INSPIRE HIM. If you ask Chris what he loves most about his job, the first thing he’ll say is: the people. He admires Jeff Laborsky, Chief Executive Officer of HES and leader of Heritage Research Group. “Jeff’s a people person, and he’s committed to our company’s mission to protect human health and the environment,” Chris said. “That commitment at the highest levels trickles down — it’s genuine.”

Winde Hamrick, Chief Operations Officer of HES, once managed the Indy plant, and mentored Chris when he returned from Charlotte in 1999. Even though there were no manager positions open, Chris and Winde set a goal for his future that included professional development opportunities. It took almost four years for the operations manager spot to open up, and when it did, Chris stepped in and kept growing. Winde continues to help guide Chris’s career today.

THE HERITAGE GROUP INVESTS IN HIS SUCCESS. “I am very proud to help run successful business units in my role. I like to say I have a master’s degree from Heritage University,” Chris said with a smile. “Heritage offers so many resources — especially mentors and coaches — you continually learn on the job.” On top of that, Chris has taken part in leadership training, including weeklong programs at the University of Chicago and the University of Notre Dame. “Heritage invests in people. It’s something we do well here.” Chris has also earned his Indiana Certified Wastewater Class D license while working for Heritage.

“I started at the bottom and worked my way up. It takes time and effort, but if you work hard, you can get where you want to be.” HIS VOICE COUNTS. Working at a private company with a family-type atmosphere leads to teamwork and collaboration, which in turn sparks new ideas. “We’re a very creative company,” Chris said. “So many ideas have grown into new businesses. It has been cool to watch it happen.” Chris appreciates that leaders frequently ask for his opinion. “They don’t have to,” Chris noted. “But the fact that they engage with operations at all levels means a lot to me.”That engagement and collaboration presents opportunities for everyone. “It’s not unusual for employees to talk to the president of the company,” Chris said.

FAMILY VALUES MATTER. A devoted family man, Chris has been married to his wife, Jennifer, for 26 years. He’s the father of a son, Drew, and daughter, Hannah. Chris said his parents, Brad and Debbie, kindled his focus on values like loyalty and dedication. Brad, Chris’s stepdad, who worked for the City of Carmel’s wastewater division, modeled hard work. “I watched him get up in the wee hours of the morning to go to his job. And he raised two kids who weren’t his own. He set the foundation of always doing the right thing and putting in the effort.” Chris is happy about how his career at HES has supported his family. “Working at Heritage has given me a wonderful life. It allowed me to put my kids through college; to take my family on vacation. I didn’t get to do those things as a child.”

There’s Something About Chris

LOYALTY MEANS SOMETHING. When Chris is looking for new employees, he seeks “loyal, dedicated people who are aligned with what we do,” he said. “We have jobs here, and we also have careers.” Chris’s loyalty and commitment to HES and his team have helped make him successful in his own career. That’s because his leaders look out for him and his future. “At Heritage, loyalty and dedication go both ways,” he said.

PEOPLE PAY IT FORWARD. This summer Chris was promoted to his current role of Vice President, Plant Operations, which resulted in exciting career moves for two of his teammates. Eric Chris, formerly Operations Manager of the Indy plant, was recommended by Chris for a promotion, which Eric earned. He is now training to become leader of the Roachdale landfill. New team member, Brian Cassano, who was hired earlier this year to replace Eric, will now lead the Indy plant and report to Chris. “It’s a pay-it-forward mentality,” said Chris, who’s proud of the fact that many Heritage employees and leaders launched their careers at the plant where he started.

THERE’S ROOM TO GROW The freedom to learn and grow is real. “The opportunities to do great things are there,” Chris said. The different companies within The Heritage Group give employees freedom to move around; “If you have the drive and ambition to do great things, you can do it,” Chris emphasized. “I started at the bottom and worked my way up. It takes time and effort, but if you work hard, you can get where you want to be.”

There’s Something About Chris THG opens doors for employees of all stripes, but a few of Chris’s qualities make him especially successful. HE TACKLES CHALLENGES LIKE A LINEBACKER.

Chris, who has an athlete’s energy and positive outlook, played football in high school and college. The former linebacker’s drive to protect his people — combined with his quick thinking at every turn — make him a perfect fit for the demanding work of running a 24/7, all-seasons operation. Like any talented athlete, Chris also likes to win — and he looks for similar qualities in potential employees. “I sense the desire to win,” he said. “High-potential employees rise above failure and always look for a solution.” HIS BOOTS ARE ON THE GROUND.

Chris is proud to say that every leader on his management team started from the ground up — just like him. “People respect you when you’ve done the work they do,” he said. “It’s easier to relate to a boss who has been in your shoes. As supervisors, we don’t forget where we came from.” HE CARES ABOUT HIS PEOPLE.

As plant manager, Chris instituted policies that do more to give employees a voice. On their first day, new employees meet with every member of the management team. Chris’s personal open-door policy shows his genuine investment in each employee. “I don’t care how long someone’s been here or who they are. Everyone’s welcome to come to my office for a conversation about anything,” he said. “I want people to feel okay about talking to leadership. I tell people who stop by, ‘Hey, I’m no different than you are.’ That’s how we build a relationship.”

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Around THG We love seeing the smiling faces of our Heritage family of employees, especially while you’re out serving the communities where we live and work. Thank you to all our dedicated employees for doing the right thing— always—on the job and in your local community.

Jason Frye, Brad Kelley and Donald Bray from Milestone Contractors in Bloomington, Indiana, participated in a local Habitat for Humanity build.

US Aggregates recently hosted a customer lunch and appreciation event in Portland, Indiana, to show some love to their local community.

The team at Asphalt Materials Inc. sponsored a local blood drive to support Indiana’s critically low levels of blood.

The team at Rineco, a member of the Heritage Environmental Services family in Benton, Arkansas, recently donated 18 HEPA air purifiers to a local elementary school to help ensure the children’s safety this school year.

Several team members from across THG participated in the Indiana Sports Corp Corporate Challenge this summer, and many won medals. Way to go, #TeamHeritage!

We want to hear from you! Send your pictures and storiesto communications@thgrp.com for the chance to be featured in an upcoming THG Quarterly.

The Monument Chemical team in Brandenburg, Kentucky, gives an annual Community Partnership Initiative grant to support local organizations. This year, the team provided $5,000 each to Meade County 4-H Youth Development and the Meade County College and Career Center, both focused on developing youth leadership and confidence in STEM fields.

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