Lincoln County forklift drivers compete in ‘rodeo’
There was a rodeo in the Gaston College parking lot in Lincolnton, North Carolina on Thursday, October 10th but it didn’t involve four legged animals. Instead, area manufacturing companies sent their most experienced forklift operators to compete in the annual Lincoln County Industrial Managers Association Forklift Rodeo. Each driver had to drive a forklift through a timed, challenging obstacle course. “It’s based on speed but it’s also on safety,” John Dancoff, LEDA’s existing business manager said. “As they run around the course, they get penalty points, seconds added to their times, if they knock off a tennis ball or basketball or if they don’t get the bucket in the circle. They may run around the course in two seconds, but if they knock things down, they’ll get seconds added on to their time as penalty points.” The first obstacle of the course was a stack of pallets with a metal trash can on top of the pallets with a basketball on top of the trash can. The driver had to lift the top pallet off the pile, carry it to a location surrounded by plastic traffic cones with tennis balls on top of each cone and drop it off. This had to be done without either the trash can or the basketball falling off the pallet or knocking tennis balls off the traffic cones. From there, the driver drove to a metal rack and had to move one stack of goods from the second shelf to the bottom and another from the bottom to the second shelf. The driver then had to lift a bucket of water with the tines of the forklift and carry it through a narrow, L-shaped alley made by plastic traffic cones with tennis balls on top and then return the bucket to the same location it came from. From there, the driver picked up the pallet with the trash can and basketball and had to weave through plastic traffic cones with tennis balls on top to another location to leave the pallet. Adding to the difficulty is that the forklifts that are used in the rodeo may not be the same type of forklift that the drivers are used to driving while at work. The drivers get 15 seconds added to their time for every tennis ball they knock off, 30 seconds for the basketball and one minute for dropping the water bucket. Having competed in the rodeo for the past 10 years and winning several of them, Ramsey Magness from Tenowo watched the drivers ahead of him with some trepidation. The course was different than it has been in the past and more difficult. Magness has worked for Tenowo for 13 years. “It’s pretty hard and you get nervous with all the people watching you,” he said. “You’ve got to be slow, steady and safe.” Safety is an extremely important aspect of a forklift driver’s job. The forklift is a large, heavy piece of machinery and can do a lot of damage to property not to mention a person. “The course really wasn’t hard,” said Tyler Friday who works at LeeBoy after he finished his run. “It’s just a different setting than we’re used to. We work inside and everything is smooth. You try to use speed but you’ve got to be cautious. Safety is the most important thing. Those forks can be dangerous. Someone could lose their life. You have to be aware of your surroundings all the time.” Lincoln County manufacturing companies who participated included Cargo Integrated Logistics, Hydac, LeeBoy, American Woodmark, Tenowo, R.W. Garcia, Timken, Blum, Cataler, Spantek, Bosch, Husky Rack and Wire, Steele Rubber Products, Henkel, Active Concepts. The first place winner was Thomas Lynch who works at Spantek. Robert Setzer, who works for Cargo Logistics took second place. This is the first time that Cargo Logistics has competed in the rodeo. Taking third place was Joel Retana who works for Husky Rack and Wire.
Year-end Tax Planning moves for small businesses
It’s hard to believe 2019 is almost over! It’s been a busy year in many sectors, often forcing small business owners to put tax planning on the back burner while they’ve tended to daily business operations. But procrastinate no longer. Consider the following moves to lower your 2019 business tax bill before ringing in the New Year. Time Income and Deductions from Pass-Through Entities Most small businesses are set up as sole proprietorships or “pass-through” entities, such as partnerships, S corporations and limited liability companies (LLCs) that are treated as partnerships for tax purposes. Income and deductions from pass-through entities are allocated to the owners based on their ownership percentage in their businesses. Your pro rata share of a pass-through entity’s net income is taxed at your personal rates. Do You Have a Tax-Favored Retirement Plan? If your business doesn’t already have a retirement plan, it might be time to take the plunge. Current rules allow for significant deductible contributions. For example, if you’re self-employed and set up a SEP-IRA, you can contribute up to 20% of your self-employment earnings, with a maximum contribution of $56,000 for 2019. If you’re employed by your own corporation, you can contribute up to 25% of your salary to your account, with a maximum contribution of $56,000. Other small business options include defined benefit pension plans, SIMPLE-IRAs, and 401(k) plans. You can even set up a solo 401(k) plan for just one person. Depending on your circumstances, these other types of plans may allow bigger deductible contributions. Important note: If your business has employees, your plan may have to cover them, too. The deadline for setting up a SEP-IRA for a sole proprietorship business and making the initial deductible contribution for the 2019 tax year is October 15, 2020, if you extend your 2019 return to that date. Other plans generally must be established by December 31, 2019, if you want to make a deductible contribution for the 2019 tax year. But the deadline for the contribution itself is the extended due date for your 2019 return. There’s one exception: To make a SIMPLE-IRA contribution for 2019, you must have set up the plan by October 1, 2019. So, you might have to wait until next year if you prefer the SIMPLE-IRA option. Under the Tax Cuts and Jobs Act (TCJA), individual federal income tax rate brackets will basically be the same for 2019 and 2020, with modest adjustments for inflation. (See “2019 and 2020 Individual Tax Brackets” below.) So, the traditional strategy of deferring income from these entities into next year while accelerating deductible expenditures into this year makes sense if you expect to be in the same or a lower tax bracket next year. Deferring income and accelerating deductions will, at a minimum, postpone part of your tax bill from 2019 until 2020. However, if you expect to be in a higher tax bracket in 2020, take the opposite approach. Accelerate income into this year (if possible) and postpone deductible expenditures until 2020. That way, more income will be taxed at this year’s lower rate instead of next year’s higher rate. Maximize the Deduction for Income from a Pass-Through Entity Under current tax law, owners of pass-through entities (including sole proprietorships) may be eligible for a deduction based on qualified business income (QBI) for tax years beginning in 2018 through 2025. The deduction can be up to 20% of a pass-through entity owner’s QBI, subject to restrictions that can apply at higher income levels and another restriction based on the owner’s taxable income. The QBI deduction is available only to noncorporate taxpayers, meaning individuals, trusts and estates. It also can be claimed for up to 20% of income from qualified real estate investment trust (REIT) dividends and 20% of qualified income from publicly traded partnerships (PTPs). Because of various limitations on the QBI deduction, tax planning can help increase your allowable QBI deduction. For example, before year end, you might be able to increase W-2 wages or purchase additional business assets to help boost your QBI deduction. Also, be aware that moves designed to reduce this year’s taxable income (such as postponing revenue or accelerating expenses) can inadvertently reduce your QBI deduction. Work with your tax pro to anticipate any adverse side effects of other tax planning strategies and optimize your results on this year’s return. Claim 100% Bonus Depreciation for Asset Additions Under current law, 100% first-year bonus depreciation is available for qualified new and used property that’s acquired and placed in service in calendar year 2019. That means your business might be able to write off the entire cost of some (or all) of your 2019 asset additions on this year’s return. Bonus depreciation isn’t subject to any spending limits or income-based phaseout thresholds. But the program will be gradually phased out, starting in 2023, unless Congress extends it. Consider buying some extra equipment, furniture, computers or other fixed assets before year end. Your tax advisor can explain what types of assets qualify for this break. One type of asset that could deliver a big write-off on your 2019 tax return is a “heavy” vehicle. Heavy SUVs, pickups and vans that are used over 50% for business are treated for tax purposes as transportation equipment. So, they qualify for 100% bonus depreciation. Specifically, bonus depreciation is available when the SUV, pickup or van has a manufacturer’s gross vehicle weight rating (GVWR) above 6,000 pounds. You can verify a vehicle’s GVWR by looking at the manufacturer’s label, which is usually found on the inside edge of the driver’s side door (where the door hinges meet the frame). Cash in on More Generous Section 179 Deduction Rules For qualifying property placed in service in tax years beginning in 2019, the TCJA increased the maximum Sec. 179 expensing amount to $1 million, adjusted annually for inflation. For 2019, the inflation-adjusted amount is $1.02 million. (Under prior law, the limit was $510,000 for tax years beginning in 2017.) The TCJA provides other beneficial changes to the Sec. 179 expensing rules, including:
RMI Rack Safety: Relocation and Reconfiguration
Racking is incredibly versatile and can often be reconfigured and/or relocated to suit the needs of an evolving facility – however, it’s important to proceed with caution. Click to watch.
EEOC issues new ‘Digest of EEO law’
Includes key Federal sector decisions and special article on religious accommodation in the workplace The U.S. Equal Employment Opportunity Commission (EEOC) today announced that the newest edition of the federal sector Digest of Equal Employment Opportunity Law (EEO Digest), is now available on the EEOC’s website https://www.eeoc.gov/federal/digest/vol_3fy19.cfm “The federal workplace includes individuals of diverse religious backgrounds,” said Carlton M. Hadden, director of the EEOC’s Office of Federal Operations (OFO). “This article provides important information for stakeholders on Title VII’s requirement that federal agencies reasonably accommodate an employee’s sincerely held religious beliefs, observances and practices.” The EEO Digest, a quarterly publication prepared by OFO, features a wide variety of recent Commission decisions and federal court cases of interest. The Digest also includes hyperlinks so stakeholders can easily access the full decisions that have been summarized. This edition of the Digest contains summaries of noteworthy decisions issued by the EEOC, including cases involving attorneys’ fees, class certification, compensatory damages, and complaint processing. It also includes cases discussing dismissals, findings on the merits, remedies, sanctions, settlement agreements, stating a claim, summary judgment, and timeliness. The summaries are neither intended to be exhaustive or definitive as to the selected subject matter, nor are they to be given the legal weight of case law in citations. In addition to the quarterly Digest, Commission federal sector decisions are available on the EEOC’s website.
What leaders say, is not always what they do
We’ve all been in an organization that’s been on the cusp of implementing change. There were some internal rumblings about addressing some challenges which were hanging around for a long time. Leadership conducted a few discussions on the issues. A study, review, or evaluation was conducted. Fantastic! We have momentum! These challenges will FINALLY get addressed! However, in the coming weeks, things seem to slow down. There’s some disagreement amongst leadership on how “urgent” or “critical” the issues are. There are discussions about the costs of implementing changes. Leadership has concerns about the ROI and the rollout timeline. The initiative list starts to narrow, and now those things that “really needed changing” boil down to a fraction of projects that are easy to implement and assuage the team’s frustrations. All is well, right? Leaders are reluctant to make changes in their organizations. Research has found that, while employers recognize challenges within their businesses, few felt they were able to take action through investing in new ideas, instead choosing cost-cutting, risk-averse approaches. Furthermore, many leaders felt too overwhelmed by day-to-day challenges to prioritize long-term change. Company leaders are telling employees two conflicting messages. They’re being told to go out there and innovate, but they’re also being told that they should do so without taking any risks – that’s when you see the energy start to plateau. This sets the expectation that nothing really changes. It becomes a pattern of all talk and no action. Veteran employees start to accept that “this is the way things work around here” and new employees start getting frustrated and head towards the door. Recruitment and retention challenges start to surface. Competitors start to rollout new innovations and initiatives, while your organization remains in “safe mode”. Even though things aren’t crashing and burning, revenue starts to diminish in modest percentages year over year. The organization is on auto-pilot. Why does this happen? It comes down to leadership mindset. If your leadership is risk-averse, the talk of change will never manifest into reality without a catastrophic or massive change, often happening from the outside. (think of industries who have been recently disrupted) This risk aversion is not uncommon – everyone wants to make decisions that lead to success. Individuals want to minimize perceived mistakes, so they can ensure job security. But inaction can actually create worse outcomes, albeit much slower. The cycle of creating hope for progress followed by a lack of true follow-through also undermines organizational culture. A CEO we worked with was leading a massive overhaul of his company while he personally struggled deeply with indecisiveness. Historically, the organization’s culture had been slow and unresponsive because decision making resided largely at the top. He redesigned the organization to create a culture where decision rights were more appropriately distributed to those lower in the organization who were better equipped to solve problems and direct resources. That left the most-strategic decisions with him and his team. Yet he struggled to get closure on critical decisions with his team, decisions the rest of the organization depended on to execute the subsequent decisions they were now empowered to make. The CEO was perpetuating the very problem he sought to fix. In short, leaders need to not simply empower others, or delegate down, but have the courage to be decisive and take risks, whether right or wrong. People in your organization want to be led. They forgive mistakes, especially if they are recognized and corrected early. Your actions need to align with your words. Otherwise, you’re simply full of hot air. About the Author: Andrea’s 22-year, field-tested background provides unique, applicable approaches to creating more customer-centric organizations. A 4-time ADDY® award-winner, she began her career at a tech start-up and led the strategic marketing efforts at two global industrial manufacturers. In addition to writing, consulting and coaching, Andrea speaks to leaders and industry organizations around the world on how to craft effective customer-facing operational strategies to discover new sources of revenues and savings. Connect with Andrea to access information on her book, workshops, keynote speeches, training or consulting. More information is also available on www.pragmadik.com and www.thecustomermission.com.
Jury awards $5.2 Million against Walmart in EEOC Disability Discrimination Case
Jury Finds Retail Giant Suspended and Failed to Accommodate Longtime Deaf Employee With Visual Impairment Late yesterday, a jury determined that Walmart violated federal law when it refused to accommodate the disabilities of a longtime employee, and awarded $5.2 million in damages, the U.S. Equal Employment Opportunity Commission (EEOC) announced today. According to the EEOC’s lawsuit, an employee, who has a developmental disability and is deaf and visually impaired, worked as a cart pusher in the Beloit, Wis., Walmart for 16 years before a new manager started at the store. In his first month, the new store manager suspended the employee and forced him to resubmit medical paperwork in order to keep his reasonable accommodations. Prior to the suspension, the employee performed his job with the accommodation of assistance from a job coach provided by public funding. The employee’s conditions had not changed, the EEOC said. When the employee and his legal guardian submitted new medical paperwork, requesting the continued accommodation of assistance from a job coach, the store cut off communication and effectively terminated him, the EEOC charged. After a 3½-day trial, the jury found in favor of the EEOC and awarded the employee $200,000 in compensatory damages and an additional $5 million in punitive damages. “Employers have a legal obligation under federal law to work with employees who need accommodations for disabilities,” said Gregory Gochanour, regional attorney for the EEOC’s Chicago District. “When companies shirk that obligation, the EEOC will fight to uphold the rights of disability discrimination victims. In this case the jury sent a strong message to Walmart and to other employers that if they fail to live up to their obligations under the law, they will be penalized.” The case was tried for the EEOC by Laurie Vasichek, Carrie Vance and Jean Kamp. The EEOC’s Chicago District is responsible for investigating charges of employment discrimination, administrative enforcement, and the conduct of agency litigation in Illinois, Wisconsin, Minnesota, Iowa, North Dakota and South Dakota, with Area Offices in Milwaukee and Minneapolis. The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination.
HANNOVER MESSE USA 2020: A global perspective on next-generation manufacturing
To succeed in global markets, we need global perspectives. We need access to cutting-edge ideas, solutions, technologies and best practices from thought leaders around the world. In a time when manufacturing and automation are changing faster than ever before, we need tools that help us keep pace — and stay ahead of the competition. At HANNOVER MESSE USA, co-located with the International Manufacturing Technology Show (IMTS), we find all this — and a great deal more. The future of manufacturing is limited only by the strength of our ideas and our willingness to change. Join us in Chicago as we and plot a prudent way forward for your business and your brand. A comprehensive view of industry trends HANNOVER MESSE USA and IMTS are co-located at McCormick Place in Chicago (Sept. 14-19, 2020) and will provide a unique, comprehensive view of trends and technologies dominating the manufacturing industry. An estimated 600 exhibitors from leading companies around the world will gather to provide a clear, detailed picture of the transformations affecting our industry. This exciting, rapidly-evolving event is a showcase of the latest in automation, predictive analytics, artificial intelligence, the industrial Internet of Things (IIoT), control systems, digital twins, data-led manufacturing, robotics, logistics 4.0 and more. Join us, and get the full story on the future of manufacturing. You won’t find it anywhere else. North America’s largest manufacturing technology gathering HANNOVER MESSE USA and IMTS are the perfect tandem. Combined, they make up the largest gathering of manufacturing and automation professionals on the continent. More than 125,000 qualified attendees from more than 100 countries — most with major purchasing influence in their organizations — will be on hand to network, build business relationships and move our industry forward. HANNOVER MESSE USA is a thriving, highly-anticipated event that will be bigger and better than ever in 2020, with more exhibitors, more floor space and more free educational opportunities. Stay ahead of the curve All show attendees also have free access to the Solutions Theater — a chance for exhibitors to share presentations, case studies, demonstrations and special events to a large audience. Thanks to our partners, HANNOVER MESSE USA also features a full conference program, including: Global Automation & Manufacturing Summit (GAMS). This half-day summit provides opportunities and strategies for plant managers, control engineers, and manufacturing business leaders to take back to their plants. Integrated Industries Conference (IIC). The IIC offers solutions for current manufacturing concerns, new trends, and best practices, helping companies looking to thrive in today’s dynamic manufacturing environment. Open Platform Communications (OPC) Seminar. This conference focuses on the rich feature set of the OPC Unified Architecture and the unique ways end users put these features to use in real-world applications. Imagine the possibilities Digital transformation is happening across the globe, and it provides a strong business opportunity for both established manufacturers and start-ups. It’s crucial to embrace the change that comes with technology and to evolve our businesses along with it. HANNOVER MESSE USA is a portal to the kind of knowledge this evolution requires — a living library of exhibitors from Germany, Taiwan, China, Italy, India, Japan, the United States and many other countries who are moving us forward. The future of manufacturing is limited only by the strength of our ideas and our willingness to change. Join us in Chicago as we imagine the possibilities, and plot a prudent way forward for your business and your brand. Click here to register.
MODEX-The biggest Manufacturing and Supply Chain Expo of 2020
Event to feature keynotes from Nikki Haley, Tan Le, Peyton and Archie Manning When the largest manufacturing and supply chain expo of 2020, MODEX, opens on March 9 it will include over 950 exhibits from leading solution providers and a comprehensive Educational Conference of over 150 sessions focusing on best-in-class solutions for manufacturing and supply chain operations. MODEX 2020 exhibits will represent all segments of the material handling, logistics and transportation industry, from traditional, manual equipment to computerized, automated systems and smart, connected supply chain technologies. The MODEX Conference will include four keynotes and new theaters on the Internet of Things, emerging technology and transportation and logistics solutions. The Conference features over 150 show floor educational seminars covering leading trends, best practices and state-of-the-art equipment and technology solutions that can make manufacturing and the entire supply chain work more efficiently and profitably. “MHI has expanded the educational and networking offerings at MODEX 2020 to provide attendees with the best possible show experience and to connect them with the information and tools they need to tackle the challenges and opportunities of today’s business environment,” said George Prest, CEO of MHI. “MODEX brings the industry together to showcase the latest solutions for future manufacturing and supply chain challenges.” March 9 Keynote: A Conversation with Nikki Haley Nikki Haley, former US Ambassador to the United Nations and former Governor of South Carolina. March 10 Keynote: The Neurogeneration – The Future is Closer Than You Think Tan Le, Founder and CEO of EMOTIV March 11 Keynote Panel: Preview of MHI 2020 Annual Industry Report George W. Prest, CEO, MHI and Thomas Boykin, Supply Chain Specialist Leader, Deloitte Consulting LLP March 11 Keynote: A Conversation with Peyton and Archie Manning Archie Manning, All-American Quarterback and NFL Icon and Peyton Manning, Super Bowl-Winning Quarterback & NFL MVP March 11: MHI Industry Night with Hasan Minhaj MODEX will feature an evening of music, food, drinks and entertainment by comedian Hasan Minhaj on Wednesday, March 11. Tickets to this event are $50 and include beer, wine and hors d’oeuvres. The door prize for this event will be a trip of a lifetime vacation. Trip Value: $30,000. See official rules. Women in the Supply Chain Industry Forum on March 9 at MODEX MHI has partnered with Material Handling Equipment Distributors Association to bring an afternoon of discussion, education and networking for women in our industry. MHI Young Professionals Network Reception on March 9 at MODEX MODEX is the largest manufacturing and supply chain expo held in North America and South America. The event will be held March 9-12, 2020 at Atlanta’s Georgia World Congress Center.
Air District honors Port of Long Beach innovative education program
Students studied development of clean technology for goods movement The Port of Long Beach collected a prestigious Clean Air Award on Friday for an education outreach program that connected local high school students to a project developing non-polluting, zero-emissions cargo-moving technology on the docks. The South Coast Air Quality Management District’s Clean Air Education Outreach award for the Port and the Academy of Global Logistics at Cabrillo High School was presented Friday at the SCAQMD’s 31st annual Clean Air Awards luncheon at the Grand Hotel in Los Angeles. Sixty high school students at the West Long Beach campus worked with industry experts and learned about cargo operations at the nation’s second-busiest seaport for their “Zero-Emissions Transformation Capstone Project.” The students studied the real-world issues of “C-PORT” — the Commercialization of POLB Off-Road Technology project, a demonstration of the use of zero-emissions cargo-handling equipment at two terminals in Long Beach. C-PORT is part of California Climate Investments, a statewide initiative that puts billions of Cap-and-Trade dollars to work reducing greenhouse gas emissions, strengthening the economy and improving public health and the environment — particularly in disadvantaged communities. “Connecting our Academy of Global Logistics students together with our work on zero-emissions technology was so gratifying. I’m doubly pleased to see the students and the Port recognized for this groundbreaking collaboration,” said Long Beach Harbor Commission President Bonnie Lowenthal. “Our education outreach programs aim to show our local students the universe of career opportunities in international trade and goods movement, and I think we’ve definitely hit the mark here.” “I’d like to thank our partners in the California Air Resources Board, labor, the marine terminals, educators and the students, who all share in this recognition,” said Port of Long Beach Executive Director Mario Cordero. “I hope that these students and many more like them will join us as we continue to build the green port of the future.” The SCAQMD’s Clean Air Education Outreach Award is for outstanding individual or group effort designed to educate the public on air quality issues, promote efforts to improve air quality, or both. Established in 2016 in partnership with the Long Beach Unified School District, the Academy of Global Logistics at Cabrillo High School is part of the Port of Long Beach’s comprehensive education outreach programs that nurture future industry leaders and experts. About 670 students so far have participated in the four-year Academy program, which combines academic curriculum with industry-relevant training to support educational and career development. The Port of Long Beach is one of the world’s premier seaports, a gateway for trans-Pacific trade and a trailblazer in goods movement and environmental stewardship. With 175 shipping lines connecting Long Beach to 217 seaports, the Port handles $200 billion in trade annually, supporting more than 575,000 Southern California jobs.
Kershaw wins PMMI’s inaugural Chuck Yuska $5k Scholarship
PMMI, The Association for Packaging and Processing Technologies, is pleased to announce Laura Kershaw, a senior Packaging Engineering student at Rutgers University as the recipient of the inaugural Chuck Yuska Scholarship. The scholarship was established in honor of Chuck Yuska, PMMI’s former president and CEO of 28 years, who was an influential force in growing PMMI and the association’s PACK EXPO portfolio of trade shows. To qualify for the $5,000 scholarship, students must be studying engineering, packaging, processing, mechatronics or a related field at a PMMI Education Partner school. “PMMI is proud to invest in the future of the packaging and processing industry, in honor of Chuck Yuska,” says Jim Pittas, president and CEO, PMMI. “Chuck has and continues to be a mentor for so many, and now this scholarship in his name continues to inspire others to get involved with our industry.” The Chuck Yuska Scholarship is one of several scholarships awarded or administered by the PMMI Foundation each year, providing over $200,000 in funds for students. These scholarships underscore PMMI’s commitment to the future of the packaging and processing industry. There are many opportunities to contribute to the PMMI Foundation at the upcoming PACK EXPO Las Vegas and co-located Healthcare Packaging EXPO (Sept. 23–25, 2019; Las Vegas Convention Center). Proceeds from the Foundation Golf Tournament, The Amazing Packaging Race and the CareerLink LIVE @ PACK EXPO interview and networking event contribute directly to PMMI’s scholarship offerings. The PMMI Foundation also accepts donations to support its initiatives. To donate, mail checks to PMMI Education & Training Foundation, P.O. Box 791042, Baltimore, MD 21279-1042.
Norty Turner names IPAF president as Boehler steps down
Norty Turner has been named as the new president of the International Powered Access Federation, after Brad Boehler decided to step down Andy Studdert, interim CEO and MD of the International Powered Access Federation (IPAF), has used his closing remarks at the Europlatform 2019 conference in Nice, France, to pay tribute to departed IPAF President Brad Boehler, who stepped down after leaving his role at Skyjack recently. While he does hold a directorship with another IPAF member firm, Serious Labs, it is not a member with full voting rights, so under IPAF’s operating rules he could no longer continue to serve on the Board and as President of the federation. Studdert told conference delegates: “We’d like to thank Brad Boehler, who stepped down as IPAF President yesterday, for all his hard work, leadership and dedication to safety over many years in the industry. “He had wanted to carry on as IPAF President, but when it emerged on close reading of the IPAF operating regulations that he wouldn’t be able to do as hoped, he did the honorable thing and stepped down from the IPAF Board and therefore the Presidency.” Speaking after the event, Studdert further commented: “Brad’s ability to support the industry from a safety standpoint and to achieve record growth year on year with Skyjack stands him in great stead. “All of IPAF’s members operate their businesses according to the rules, so when Brad discovered he wouldn’t be able to carry on as IPAF President he put aside his personal disappointment in compliance with the technical requirements of the operating rules. “We’d like to thank Brad for all the work he’s done and wish him well in his future career; he’ll no doubt be a huge asset and driving force in whatever endeavour he turns to next. We hope he decides to continue deploying his talent and determination in powered access and continues to lead in making our industry even safer.” Norty Turner from United Rentals has been named as the new president of IPAF as he steps up from being the Deputy President. Karin Nars of Dinolift will assume the role of Deputy President and Karel Huijser from JLG is named as Vice President.
Carrier agrees to pay $22,500 to settle truck driver’s EEOC lawsuit over service dog
A Minnesota-based trucking company has agreed to pay $22,500 to settle a federal lawsuit stemming from allegations it required a truck driver to pay fees to have his certified service dog ride in the truck with him. As part of the settlement, Transport America of Eagan, Minnesota, has also agreed to revise its policies to allow drivers with disabilities to have a service animal ride along without being charged. The U.S. Equal Employment Opportunity Commission (EEOC) filed suit against Transport America on behalf of truck driver Matthew Ellison, 30, on August 20, in the U.S. District Court for the District of Minnesota. The EEOC alleged in the suit that the carrier did not make reasonable accommodations for Ellison and violated the Americans with Disabilities Act (ADA). In court documents, the EEOC stated that Ellison, who suffers from social anxiety disorder and depression, notified the carrier of his need for his service animal to accompany him at all times. In its complaint, the EEOC claimed that Ellison’s service dog detects and warns Ellison about impending panic attacks, “allowing him to move to a safe place and practice other therapeutic techniques to alleviate the attacks.” Transport America does have a dog policy that allows truck drivers to have the animals in their trucks but requires them to pay a $400 fee, as well as an additional $3 weekly charge. The policy also prohibits truck drivers from having their dogs with them during orientation, in service facilities and required them to be kenneled or leashed outside during this time, court documents alleged. “This is a timely reminder to employers that it isn’t enough that they allow service animals to accompany those employees qualified with disabilities,” said Julianne Bowman, district director for the EEOC’s Chicago district said in a release. “They also must avoid placing any burden on the employee with a disability that is not placed on employees who do not need the accommodation or who do not have animals accompany them.” According to the Federal Motor Carrier Safety Administration, Transport America has 1,343 power units and 1,535 drivers. As of press time, the company did not respond to FreightWaves’ call for a comment regarding the settlement and its plans to revise its service animal policy for employees with disabilities. The company has 90 days to review its ADA reasonable accommodation and pet policies as part of the consent decree. “Employers must realize that they can’t place unjustified restrictions on an employee’s rights under federal law to have a service animal with him, regardless of what the company’s policies say,” said Greg Gochanour, regional attorney for the EEOC’s Chicago district. “We are pleased with Transport America’s cooperation in reaching this agreement and removing the barriers in the way of drivers with disabilities.”
Homeland Security relaunches Transportation Security Weekly
Free resource will cover physical and cyber threats, vulnerabilities, and best practices for transportation security officials Homeland Security Today, the nation’s leading news and analysis site for homeland security, today announced the re-launch of its transportation security weekly. The Weekly will cover cyber and physical security threats, challenges, and innovations for federal, state, and local government responsible for transportation systems. “The threats against our nation’s transportation systems continue as we see terrorists and other bad actors target transportation as their choice for attack. I’m excited to work with Homeland Security Today to bring officials across the country the best information to help them understand the threat, find the resources they need to continue their defense of the traveling public, and collaborate to share best practices,” said HSToday Editorial Board member Steve Karoly, former Deputy Assistant Administrator for the Transportation Security Administration’s Office of Security Capabilities and Acting Assistant Administrator for the Office of Requirements and Capabilities Analysis. HSToday’s Transportation Weekly joins numerous other homeland security-focused weeklies including border security, counterterrorism, cybersecurity, maritime security, emergency management, and the biweekly jobs and training newsletters. The Government Technology & Services Coalition purchased Homeland Security Today and relaunched the site in January 2018. Since then, the online media outlet has attracted the biggest names in homeland security to write, collaborate, and lead challenging conversations around how to protect America. Over 100,000 people per month visit the site to follow news on the government shutdown and understand its impact on the nation’s security. HSToday also launched a job site for public and private sector employers looking for homeland security-related positions and for those in homeland looking to advance their career. “We have focused our Editorial Board and content on attracting the best minds in homeland to direct our focus and share their experience with our readers. Our editorial board is packed with those who have served to protect America. Their experience with every facet of our homeland’s security is unmatched,” said Executive Editor Kristina Tanasichuk. “We’re excited to bring that level of expertise to protecting our transportation systems.” The Transportation Security Weekly and all of HSToday’s weeklies are free. More information is available at: www.HSToday.us/newsletters-signup
ALAN seeks material handling equipment for the Bahamas and Southeast Texas
American Logistics Aid Network (ALAN) is seeking material handling equipment for those who were affected by the hurricanes and flooding. Kathy Fulton, the Executive Director at ALAN said they are working with a couple of requests for material handling equipment and searching for material handling equipment donations, or financial assistance for some funding to purchase or lease the needed equipment. Fulton is looking for the following equipment: Five 4,000 lbs. forklifts Four 8,000 lbs. forklifts Two 15,000 – 22,000 lbs.forklifts One 15-ton forklift If you can assist in this effort please contact Kathy at ALAN at 863 668-4238 or email her directly at Kathy@ALANaid.org
Lopez named 2019 Influential Woman in Trucking
Freightliner Trucks and the Women In Trucking Association (WIT) presented the ninth annual Influential Woman in Trucking award today to Ruth Lopez, director, transportation management, Ryder System, Inc. The winner was announced at the WIT Accelerate! Conference & Expo in Dallas, Texas, during the panel discussion “How Remarkable Women Unleash Their Leadership Potential.” The panel was facilitated by Angela Eliacostas, president and founder of AGT Global Logistics and 2018 WIT Influential Woman in Trucking. The award was presented by Kary Schaefer, general manager, product marketing and strategy, Daimler Trucks North America. “This is the second year I’ve had the pleasure of presenting the Influential Women in Trucking award, and I have to say the caliber and contributions of all the nominees have left me in awe,” said Schaefer. “I am honored to present this award to Ruth Lopez, director of transportation management at Ryder System, Inc. whose leadership and influence in the transportation industry exemplifies everything that Women In Trucking is trying to accomplish.” The Influential Woman in Trucking award recognizes women in the trucking industry who make or influence key decisions, have a proven record of responsibility, and mentor and serve as a role model to other women. The award was developed in 2010 as a way to honor female leaders in trucking and to attract and advance women within the industry. Finalists for the 2019 Influential Woman in Trucking award also included: Niki Bolton, senior truck auditor & executive projects officer, American Truck & Rail Audits, Inc.; Kristy Knichel, CEO, Knichel Logistics; Kellylynn McLaughlin, OTR training engineer & professional driver, Schneider National Inc.; Jodie Teuton, chairwoman, ATD/vice president, Kenworth of Louisiana; Lidia Yan, CEO and co-founder, NEXT Trucking. “As we receive more nominations each year, the process of choosing a winner gets progressively more difficult. All of these finalists are very deserving of the recognition and, we hope, thrilled to know they are among the top influential women in transportation,” said Ellen Voie, WIT president and CEO. “Ruth Lopez is an impressive and accomplished woman. This award is our way of thanking her for her commitment and service to the industry.” Lopez’s career with Ryder System, Inc. spans 20 years. She currently serves as director of transportation management, leading teams in the U.S. and in Mexico. The teams are comprised of transportation planners executing lowest-cost/time-compliant shipments in accordance with the expectations of 56 external clients. Lopez, along with her team, creates specific execution plans with comprehensive strategies for Ryder’s key customer segments and new client implementations. Lopez has served as a co-chair for Ryder’s Women’s Leadership Forum, whose mission is to support the attraction, retention and development of women. She also was named a Supply Chain Excellence Award recipient for work recognized within the Supply Chain Solutions (SCS) division, which has over 8,000 employees. Lopez also received a Ryder Outstanding Award Recognition (ROAR) award. It is given each quarter to an employee or team who consistently goes above and beyond in their duties and truly exemplifies the Ryder guiding principles. “The greatest recognition is when people say I have changed their lives,” she said. The message Lopez gives to women in this industry is simple: “Passionately invest in others. Set aside time to do this and make it a priority. Spend the time to nurture them, teach them, and support them. This, in turn, will allow you to reflect on investing in yourself. Stay true to yourself and always do the right thing.”
Certified Forklift Technician Program launches October 1st
The Certified Forklift Technician is a nationally portable, industry-led, hands-on training and assessment certification program designed to prepare individuals with in-demand skills to maintain, service, and repair forklift trucks. As of October 1st, dealerships, manufacturers, community colleges, technical schools and high schools can order CFT courseware and begin implementing the CFT. The purpose of the Certified Forklift Technician (CFT) program is to certify and recognize individuals who demonstrate core competencies involved in repair and maintenance of forklift vehicles. The CFT credential will give technical and community college students the tools to enter career pathways within the material handling industry. The CFT program was created in partnership with the Material Handling Equipment Distributors Association (MHEDA) to provide skills to entry level forklift technicians, enhancing their performance in the world of material handling. The CFT prepares individuals to repair and maintain technical systems utilizing key engineering principles that underpin most forklift vehicles. Click to download a copy of the CFT Key Activities. The goal of the CFT certification program is to raise performance of forklift technicians both to assist individuals in finding higher paying jobs and to help employers ensure their workforce is skilled. This combination increases the company’s productivity and competitiveness. @MSSCCredentials
Human error and language barriers impact warehouse safety
Safety in a warehouse or manufacturing facility requires more than goals. Your software platform should be a valuable tool to relay information and improve safety, but this only works if everyone understands the language used to deliver information. It may seem impossible to translate all literature for employees facing a language barrier, but you can. Fact is, a large void in safety exists if checklists and safety compliance information isn’t accessible in other languages. Simply put, telematic language barriers impact warehouse safety. Human error occurs more often than we realize and facilities that reduce or limit inaccuracies, operator complacency and unsafe actions or behaviors reduce the occurrence of injuries and costly mistakes. But how do limit risk if there is a language barrier? English may be the second language for many of your employees, so communications can be misinterpreted. In the United States, 37.6 million people speak Spanish and 1 in 5 Americans don’t speak English at home. When the subject is safety protocols on the job, misinterpretation can be dangerous and costly. Software solutions bridge language barriers Advances in telematic software today deliver documentation in multiple languages, so employees can quickly and readily find the answer they need to operate equipment and lift trucks in a safe and compliant manner. For example, you can go back and forth within your team for various projects and get full translations for all the manuals and user guides required for safe operation of equipment. But not all software platforms can do this. It pays to do your homework before you choose your next upgrade. Multiple language communications To ensure compliance with safety regulations and standards in the United States, Canada, and international countries, TotalTrax Inc., for example, turned to MadTranslations’ translation and localization services to help them deliver accurate, safety-compliant documentation to their users. Totaltrax’s SX200 software and documentation are available in multiple languages with MadTranslations, ensuring that all employees can read and comprehend accurate translations of product UI and documentation in multiple languages. This delivers: Compliance with Safety Regulations: With accurately translated content from MadTranslations, TotalTrax can meet the complex safety regulations in different countries. Efficiency: Project files are sent directly to MadTranslations for speedy translation and localization. Customer Service & Project Management: Prompt responses from dedicated project managers allow for accurate translations to ensure quality and quickly address any new project initiatives. You can’t avoid a risk if you don’t know it exists. If a forklift operator ignores parts of a safety checklist every day because he doesn’t understand what it says, managers may not even know this is happening. This increases the risk of injury to anyone working in the area, including the operator. Software platforms, like Totaltrax’s SX200 can be accessed in Canadian French, Spanish, and German, which allows forklift operators to read the safety checklists in a language familiar to them. This allows them to effectively complete the OSHA required checklist before they operate the forklift. Topics: safety checklists, sx200 software, driver behavior and productivity, advanced telematics, human error, proactive warehouse management, safety improvements, limit risks, telematic data, forklift operators
First Aid for burned-out teams
The team’s exhausted. They’re burned-out, and I am too. I don’t know if we can recover. We’ve been working at 150% for over a year – at least most of us have. More change? Really? We’ve been through three major transitions in as many months. Everyone is really on edge. I am pretty sure Susan is going to quit. Team? We work in the same building, but that’s about where it starts and stops. I’m hoping to get out of here soon. Even in the best of times, creating and maintaining a high-functioning team is work. When the team is burned-out, the task is infinitely harder, but it can be done. Step One: The first step is accepting a list of truths. Truth One: People have different levels of buy-in, a range of professional goals, and varying home/work demands. Truth Two: Not everyone experiences burnout in the same way nor is work always distributed evenly in most organizations. Some people probably are more burned-out than others. Truth Three: Great teamwork will compensate for a lack of resources in the short term. However, teams that are stretched too thin for too long begin to show signs of wear and tear after a while. Truth Four: If the leader isn’t a believer in what the team needs to accomplish or isn’t working as hard as he or she can to bring the team over the finish line each day, team members will know it and react in a range of ways—most of which are neutral at best. Truth Five: Transparency matters. People don’t like being left in the dark, or worse still, lied to. Truth Six: Too many changes at once usually don’t go over well unless there’s a logical flow to them, a sense of fairness about what’s being changed, and the absence of unnecessary chaos or drama. Truth Seven: Elephants in a room stay there if they’re allowed to do so. If a team is not prepared to operate with candor and address any unspoken issues, there’s only so much that can be done to save the group. Truth Eight: Team members’ perceptions of the team’s condition are their truth. You may have plenty of data to argue to the contrary, but until people are ready to listen and believe what you show them, what they currently think is what is. Step Two: Once you’ve got a firm understanding of the basic truths, the next step is taking a long and hard look at what’s working, what isn’t, and why. Does everyone understand and buy into the team’s mission? Is work distributed fairly? Are some people doing more than they should have to do and others doing less than they should? Are people resentful of each other? Is there drama, and do you know the source? Is the team’s burnout a recent phenomenon or has its decay been long in the making? Is the burnout caused by internal factors, external factors, or a combination of both? Have people been misled or lied to in the past by those in positions of authority? Those questions are just the tip of the iceberg and some ideas to get started. In fixing burnout, asking the right questions is as important, if not more, so than taking action. A good list of questions will help you reduce the likelihood that you are treating symptoms or curing the wrong disease altogether. Step Three: When you think you have a good grasp of the current situation and have verified your findings with others, it’s time to start thinking about what could be. A fast way to imagine a different state is to work through some more questions. Why does our team matter to the organization and what value do we offer? How do we want to feel about our work? What gets us excited about our work or what do we enjoy? What changes do we need to our work product, our work processes, or our people interactions? What needs to stay the same? What level of performance do we need from each team member? What are we going to do if those levels aren’t met? What additional resources do we need? What would success look like? What can we do to encourage transparency and communication? How will we celebrate improvements? Step Four: With a clear view of the present and a possible future, the next step is prioritizing. In most cases, burned-out teams don’t burn out overnight. Often the process is long and marked by a series of declines, bad luck, and unfortunate circumstances. Consequently, the recovery process is often long. In fact, the team may never realize some of the elements identified in step three for a long time, or maybe ever. Most recoveries don’t happen overnight. The trick is to keep the truths discussed in step one in mind as you prioritize a plan of action to get from the reality you uncovered in step two and the future you envisioned in step three. Step Five: The final step in the recovery planning process is creating a deliberate communication plan. Recognize that you need to over explain and repeatedly share information. Once is not enough. Also, not all recoveries are linear. Your team will have some good days and bad. What’s important is making progress in the right direction over time. After a series of successes, everyone who is still with the group should be feeling a little less burned-out and a lot more excited about the work at hand. With these five steps well in hand, you’re positioned to provide some immediate triage to your team members that are battling burnout. Burnout can be pervasive throughout an entire company, so get your first-aid kit out as soon as you pick up on the problem, and mitigate the issue before it negatively impacts your operation. About the Author: Kate Zabriskie is the president of Business Training Works, Inc., a Maryland-based talent development firm. She and her team help businesses establish customer service
UK’s IMHX increases frequency to every other year
Following an extensive period of consultation involving many of the leading manufacturers and suppliers of equipment and technology to the logistics sector as well as other partners and stakeholders, IMHX – the International Materials Handling Exhibition – will increase its frequency to every two years. This means that the next event in the IMHX series takes place on September 14-16, 2021, at the NEC, Birmingham. IMHX Event Director, Rob Fisher, comments: “The show has been held every three years since it was launched in 2001 and our sector-wide research demonstrated that the industry is overwhelmingly in favour of resetting IMHX’s cycle.” He continued: “The greater frequency will enable the event – which is the UK’s largest international logistics solutions exhibition – to meet the demands of its exhibitors, who want more regular contact with potential customers, as well as its visitors, who need to keep up-to-date with rapidly evolving industry developments.” “It is well publicised that the speed of change within logistics operations has never been greater. As the UK’s leading supply chain event we cannot be left in the wake of this change. We need to be at the forefront of it – enabling discussion and debate and providing exhibitors with a dynamic platform where they can showcase cutting-edge solutions.” “This is a positive move that will ensure that IMHX keeps pace with the innovation and changes in technology that are driving modern supply chain processes. We will continue to invest in exciting new initiatives and further grow the reach of the event. Our plans are bold and exciting and will see us deliver an even more agile IMHX going forward.” James Clark, Secretary General, of BITA (the British Industrial Truck Association) who, in partnership with Informa Markets, co-own IMHX, says: “ IMHX’s three year cycle was set almost two decades ago and the logistics industry has changed dramatically since then. The feeling among BITA members and other key stakeholders is that the change to a biennial cycle will better suit the sourcing and procurement demands of the show’s visitors and provide exhibitors with enhanced opportunities to engage with key customers and connect with prospective new ones.” IMHX 2019 takes place at the NEC, Birmingham this week (September 24-27) and attendance is free. Secure your ticket in advance at www.imhx.net or, alternatively, register at the show’s entrance on the day.
Equipment Leasing and Finance Industry confidence eases in September
The Equipment Leasing & Finance Foundation (the Foundation) releases the September 2019 Monthly Confidence Index for the Equipment Finance Industry (MCI-EFI) today. Designed to collect leadership data, the index reports a qualitative assessment of both the prevailing business conditions and expectations for the future as reported by key executives from the $1 trillion equipment finance sector. Overall, confidence in the equipment finance market is 54.7, a decrease from the August index of 58.9. When asked about the outlook for the future, MCI-EFI survey respondent Quentin Cote, CLFP, President, Mintaka Financial, LLC, said, “I’m optimistic about the health of the consumer confidence and unemployment rates. I’m very concerned about the real and psychic impacts of the trade wars on the economy and the size of the deficit limiting the government’s tools to keep the economy balanced.” September 2019 survey results: The overall MCI-EFI is 54.7, a decrease from 58.9 in August. When asked to assess their business conditions over the next four months, 10.3% of executives responding said they believe business conditions will improve over the next four months, down from 16.7% in August. 75.9% of respondents believe business conditions will remain the same over the next four months, a decrease from 76.7% the previous month. 13.8% believe business conditions will worsen, up from 6.7% in August. 13.3% of the survey respondents believe demand for leases and loans to fund capital expenditures (capex) will increase over the next four months, a decrease from 16.7% who believed so in August. 76.7% believe demand will “remain the same” during the same four-month time period, a decrease from 80% the previous month. 10% believe demand will decline, up from 3.3% in August. 16.7% of the respondents expect more access to capital to fund equipment acquisitions over the next four months, 83.3% of executives indicate they expect the “same” access to capital to fund business, and none expect “less” access to capital, all unchanged from last month. When asked, 30% of the executives report they expect to hire more employees over the next four months, a decrease from 31% in August. 63.3% expect no change in headcount over the next four months, an increase from 62.1% last month. 6.7% expect to hire fewer employees, down slightly from 6.9% last month. 20% of the leadership evaluate the current U.S. economy as “excellent,” down from 36.7% in August. 80% of the leadership evaluate the current U.S. economy as “fair,” an increase from 60% the previous month. None evaluate it as “poor,” down from 3.3% in August. 3.3% of the survey respondents believe that U.S. economic conditions will get “better” over the next six months, a decrease from 6.7% in August. 70% of survey respondents indicate they believe the U.S. economy will “stay the same” over the next six months, a decrease from 73.3% the previous month. 26.7% believe economic conditions in the U.S. will worsen over the next six months, an increase from 20% in August. In September, 26.7% of respondents indicate they believe their company will increase spending on business development activities during the next six months, a decrease from 36.7% last month. 70% believe there will be “no change” in business development spending, an increase from 63.3% in August. 3.3% believe there will be a decrease in spending, up from none last month. September 2019 MCI-EFI Survey comments from industry executive leadership: Bank, Small Ticket “Fundamental economic factors remain good and our overall business through the summer has been good. I am concerned that an overly negative tone being presented regarding the economy will have emotional results that fulfill that narrative.” David Normandin, CLFP, President and CEO, Wintrust Specialty Finance Bank, Middle Ticket “Tariffs continue to be the discussion with our customers. Belt tightening will continue until there is a light at the end of the tunnel. We expect investment in expansion to be muted until trade issues are resolved.” Michael Romanowski, President, Farm Credit Leasing “Companies across many sectors continue to invest in capital equipment projects to compete and succeed.”Alan Sikora, CEO, First American Equipment Finance Why an MCI-EFI? Confidence in the U.S. economy and the capital markets is a critical driver to the equipment finance industry. Throughout history, when confidence increases, consumers, and businesses are more apt to acquire more consumer goods, equipment, and durables, and invest at prevailing prices. When confidence decreases, spending and risk-taking tend to fall. Investors are said to be confident when the news about the future is good and stock prices are rising. Who participates in the MCI-EFI? The respondents are comprised of a wide cross-section of industry executives, including large-ticket, middle-market and small-ticket banks, independents, and captive equipment finance companies. The MCI-EFI uses the same pool of 50 organization leaders to respond monthly to ensure the survey’s integrity. Since the same organizations provide the data from month to month, the results constitute a consistent barometer of the industry’s confidence. How is the MCI-EFI designed? The survey consists of seven questions and an area for comments, asking the respondents’ opinions about the following: Current business conditions Expected product demand over the next four months Access to capital over the next four months Future employment conditions Evaluation of the current U.S. economy S. economic conditions over the next six months Business development spending expectations Open-ended question for comment How may I access the MCI-EFI? Survey results are posted on the Foundation website, https://www.leasefoundation.org/industry-resources/monthly-confidence-index/, included in the Foundation Forecast eNewsletter, and included in press releases. Survey respondent demographics and additional information about the MCI are also available at the link above. @LeaseFoundation