JULY/AUGUST 2022 SERVING CONTRACTORS IN THE HVACR INDUSTRY
Time Management Regardless of the Tech There are so many choices and options for managing your time, projects, tasks, people, and more — Microsoft Outlook & 365, Google Suite, smart phones & apps, and even still “old school” paper options. In this program, Randy Dean, MBA, The E-mail Sanity Expert(R), will take you through these options and share what he believes are the best techniques, strategies, and routines for being an effective time and project manager, regardless of the tech you decide to use. He will also “cruise” the different software platforms and options, including Microsoft 365 and Google Suite, as well as discuss synchronized set up with your smart phone & tablet devices. We’ll even talk a bit about paper! Randall Dean, MBA, is the author of the recent Amazon.com #1 E-mail Bestseller, Taming the E-mail Beast, as well as the producer and creator of several highly-rated video-based self-study courses. He has nearly 30 years of experience using and teaching an advanced time management/personal organization system, including systems for effective e-mail management, office clutter reduction, optimizing your Outlook and/or Gmail/Google usage, and getting the most from affiliated smart phone and tablet devices. Randall Dean, MBA Bryan Dodge Taking Ownership of Leadership When you are responsible for a team of people who are scattered to different job sites daily, it can be even more difficult to implement what you have learned about being a great leader. Join Bryan as he helps you implement leadership characteristics that are guaranteed to help you and your team become more successful. He will teach the OCG process that feeds better leadership outcomes, the 9 BE Factors that supports building stronger teams, the growth formula that will enhance personal outcomes and allow positive growth to last, the 6 laws of leadership, and what SSL is and how it builds a stronger legacy. Bryan Dodge is a speaker, business coach, author, and radio host, covering professional development, success habits of the wealthy, team-building/ leadership principles, negotiating skills, and much more. The underlying thesis of all of Bryan’s teachings is that “Life is too short not to be happy, and life is too long not to do well.” His company, Dodge Development Inc., has a proven track record of helping businesses and associations overcome adversity, build their organizations and achieve their goals. acca.org/fallmeetings acca.org/fallmeetings The ACCA Fall Meetings 2022, Business Technology & Operations Forum is a high-level event that helps contractors navigate technology and operational challenges using expert insights, practical business solutions, and peer-to-peer networking for business success. Explore the latest technologies and discover how you can use technology drive your organization to new levels of success. The Service Managers Forum helps leaders build professional teams and steer them toward common goals of customer delight and professional craftsmanship. Witness how internal systems, best hiring practices, team coaching and implementing technology can help improve productivity, company culture, and service excellence. ACCA FALL MEETINGS 2022 September 12-15, 2022 | Baltimore, MD | acca.org/fallmeetings
JULY/AUGUST 2022 SERVING CONTRACTORS IN THE HVACR INDUSTRY Impending Electrification Staying SafeWhile Working in the Heat Mindfulness and Conscious Awareness 2022 COMMERCIAL CONTRACTOR of the YEAR
4 CEO’s Column 5 Chairman’s Column 6 Now@ACCA 10 Committee Crunch 12 Business Buzz 14 Safe@Work 16 Service Savvy 28 Tech Tips 30 Legal Toolbox 31 Training Tip 32 Corporate Partner Spotlight – Schedule Engine 34 Tech Challenge & Ad Index 31 6 contents Volume 11, Issue 4 / Published in July 2022 PUBLISHER Melissa Broadus melissa.broadus@acca.org EDITOR Natalie D’Apolito natalie.d'apolito@acca.org AD SALES Tom Murphy tom.murphy@acca.org 703-824-8875 ACCA NOWASSISTANT Heather Donaldson accanowsupport@acca.org ART DIRECTOR Lynn Riley Lynn Riley Design www.lynnrileydesign.com BLOGGERS & COLUMNISTS Steve Coscia, Brooke Duncan, Tom Grandy, Barton James, Wingel Caburian, Wes Davis, David Bixby, Matt Akins, Ed Janowiak, Frank Besednjak, Katie Kuehner-Hebert, Melissa Broadus ACCA Now (USPS 9910) is published bi-monthly for $29 per year by ACCA, 1330 Braddock Place, Suite 350, Alexandria, VA 22314. Periodicals postage paid at Arlington, VA, and at additional mailing offices. ©2022 by ACCA Association, Inc. All Rights Reserved. Postmaster send address changes to: ACCA Now 1330 Braddock Place, Suite 350, Alexandria, VA 22314 ACCA Now is published by the Air Conditioning Contractors of America. www.acca.org Air Conditioning Contractors of America ® Congratulations to Howell’s Heating & Air in Ashland, VA, on being the 2022 Commercial Contractor of the Year! As a company with a mission statement to serve its customers reliably and effectively, Howell’s customers can always rely on them for quality work done by quality people. 20 30 28 2022 COMMERCIAL CONTRACTOR OF THE YEAR
Get Inspired at ACCA’s 2022 Fall Meetings C EO ’ S COLUMN Barton James is President and CEO of ACCA. He can be reached at barton. james@acca.org. ACCA’S 2022 FALL MEETINGS offer the ideal place to learn, grow, connect, and be inspired. Taking place in Baltimore, MD, the Business Technology & Operations Forum (Sept. 12-13), and the Service Managers Forum (Sept. 14-15) will provide new ideas, projects, and networking opportunities that will help in the advancement of your business and the industry. The Business Technology & Operations forum focuses on exploring the latest technologies and how they can drive your business to new levels of success. Keynote speaker Randall Dean, MBA, the e-mail sanity expert®, kicks off the day-and-a-halflong forum with the best techniques and strategies for time, task, project, and people management. During Time Management Regardless of Tech – Finding an Extra Hour Every Day, Dean cruises through the different software platforms and options for organization and discusses creating a synchronized setup with smartphones and tablets. This session shows you your options and what you can do with them, then lets you take the wheel when implementing what works best for you. At Capture Business Using Technology, Shelly Matter of HB McClure and Crystal Williams of Lemon Seed Marketing share how to research potential cli- ents and create a custom plan to turn them into life- long customers by using technology that is already at your fingertips. Other Business Technology & Operations speak- ers include Marcia Christiansen, PECO Control Systems and Women in HVACR; Bryan Dodge, Dodge Development, Inc.; Paul Redman, Contractor Com- merce; and Brandon Rost, BeMarketing. The Service Managers Forum helps leaders to be the best they can be, all while building themost professional teams. Keynote speaker Bryan Dodge of Dodge Development, Inc., returns to the stage with Taking Ownership of Leadership, teaching service managers how to implement leadership characteristics that are guaranteed to help you and your team become more successful. Dodge will also share how to build a better you through simple solutions that grow your own pro- fessional and personal skills. In turn, these skills will help you to lead a more successful team. Improving Productivity and Profits with Connected Diagnostic Tools, presented by Bill Spohn of TruTech Tools, helps you to lower your overhead and increase profits with tips on using the latest diagnostic tool innovations to your advantage. During The Triple Leader, Joe Person of Go Time Success Group shares how to use data and strategy to master millennial worker retention and com- pany growth. Learn how to leverage data and the workforce’s desire to grow to create a new growthcentered future as someone who is a coach, service manager, and leader all in one. In The Biological Basis for Complacency, Sharon Lipinsky of Habit Mastery Consulting teaches you how the brain functions, allowing you to prevent complacency from posing a risk to your business and the safety of your employees. Attendees will also hear from a variety of ACCA staff throughout Fall Meetings, covering topics like training ride-alongs, the benefit of selling filters, ser- vice manager MIX Groups, ® and troubleshooting. For the full list of sessions and to register for Fall Meetings, visit acca.org/fallmeetings. I look forward to seeing you at these forums and wish you luck through the busy season. Remember, ACCA is always here to support you. JULY/AUGUST 2022 4
THE ACCA TEAM IS WORKING HARD to meet and exceed the needs of members. Here are several high- profile issues that ACCA is fighting for on your behalf: The Department of Energy’s update to regional standards: After Jan. 1, 2023, energy efficiency require- ments for residential air conditioning systems in the Southeast and Southwest regions will be based on “date of installation” as opposed to “date of manufacture.” This means that systems that do not meet the new effi- ciency ratings will be illegal to install in these regions. ACCA is supporting H.R.5845 — SMART Energy Effi- ciency Standards Act, which would fix this problem by changing “date of installation” to “date of manufacture.” The Environmental Protection Agency’s (EPA) disposablecylinder ban: The EPA intends to eliminate the use of disposable cylinders for HFC refrigerants, citing the American Innovation and Manufacturing (AIM) Act. However, this costly and unnecessary change would adversely affect the industry. ACCA is suing the EPA over this ban because the AIM Act says nothing about banning disposable cyl- inders. ACCA’s “Stop the Ban” campaign encourages members to reach out to their representatives and the EPA and urge them to stop the ban. So far, mem- bers have sent more than 1,500 letters to their respec- tive Congressional legislators and the Administrator of the EPA to stop the ban on disposable cylinders. Career technical education (CTE) programs: ACCA members’ No. 1 concern is finding and keeping skilled workers. ACCA supports more funding for CTE pro- grams and is also working on legislation that makes these opportunities more accessible to more people. Decarbonization/electrification: ACCA has worked with Allied Contracting Organizations (ACOs) across the country to preserve contractor and consumer choice when it comes to their energy needs. Last year ACCA supported a bill in Ohio, passed in July, that stops cities and counties from banning access to natural gas. This year, ACCA supported similar legislation in New Jersey, which has a good shot at passing. ACCA’s position is that contractors and consumers should have access to whatever source of fuel makes the most sense for their business and economic needs. Refrigerant transition and A2L refrigerants: The AIM Act, passed in 2020, transitions the industry away from commonly used HFC refrigerants and towards A2L refrigerants. A2Ls are mildly flammable, so it’s important for contractors to prepare themselves and their teams. ACCA has developed on-demand A2L training for residential uses which is designed to help HVACR professionals prevent ignition while working with A2L refrigerants and to educate staff on the best safety practices to keep everyone safe. ACCA is pressing the EPA to use this opportunity to update its refrigerant handling requirements (608), which have not been changed in decades. ACCA believes that periodic updates to refrigerant handling requirements should be made and should reflect the current state of the industry. ACCA continues to look for ways to make sure COVID-19 relief is meaningful to your business. The Taxpayer Certainty and Disaster Tax Relief Act of 2020 that ACCA fought for made several changes to the employee retention tax credits previously made available under the CARES Act, including modifying and extending the Employee Retention Credit (ERC), for six months through June 30, 2021. ACCA’s team meets regularly with lawmakers and other decision-makers to educate them on the issues important to members, but the fruits of their efforts can be greatly enhanced with your participation in the process. ACCA members can visit ACCA’s advocacy page to participate in action alerts and send letters to their members of Congress on issues that affect us all. You can also follow up with phone calls to these elected officials. It’s important to let them know who you are, where you work, the type of essential work that you do, how many employees your company has, and how many locations your company operates. These are the details that matter to people in Congress and their staff when they’re talking to constituents. ACCA is the only HVACR Association fighting on behalf of the interest of HVACR Contractors and your business, representing the contractor commu- nity, both residential and commercial. It all boils down to empowering and growing businesses with as little distraction or harm from the state and fed- eral governments. ACCA Advocates for You and Your Business CHA I RMAN ’ S COLUMN By Keith Paton, Vice President of Service at Ivey Mechanical Co. based in Kosciusko, Mississippi JULY/AUGUST 2022 5
We encourage ACCA members who would like to upgrade their membership to contact Matt Grizzard, ACCA director of membership and advocacy, at membership@acca.org or (703) 824-8854. NOW @ ACCA ACCA Seeks 2022 Service Manager of the Year Nominations TheAir Conditioning Contractors of America (ACCA) is seeking nominations for its 2022 Service Manager of the Year award. Each year, ACCA presents the Service Manager of the Year award to one outstanding individual. This year, ACCA will present the award at ACCA’s Service Managers Forum, taking place September 14-15, 2022, in Baltimore, MD. Service Managers who work for an ACCA member com- pany in good standing are eligible andmust be nominated by their company’s Owner, President, or General Manager. The ideal candidate promotes teamwork amongst all depart- ments, emphasizes the importance of continuous training and learning, develops programs to motivate employees, and focuses on providing superior customer service. “Honoring ACCA members for being exceptional leaders in our industry is one of the greatest duties ACCA has as an association,” said Barton James, ACCA president and CEO. “We know the best contractors in the country are our members and that means they have the best teams. This is an extremely competitive award each year and we look for- ward to seeing the competition heat up as the nominations start rolling in.” To nominate a Service Manager, the Owner, President, or General Manager of an ACCA member company must submit the online form at acca.org/members/awards/smotyaward. The deadline to submit a nomination is July 31, 2022. For additional information on ACCA’s Service Manager of the Year Award, or any of ACCA’s award programs, please contact Melissa Broadus, ACCA director of member communications at melissa.broadus@ acca.org or (703) 824-8842. ACCA Adds ACHR NEWS Subscription to ACCA Membership The Air Conditioning Contractors of America (ACCA) announces a new collaboration with the ACHR NEWS to provide every ACCA member with a subscription to the publication at no additional cost. This agreement gives ACCA Gold and Silver contractor members one print subscription and one digital subscription to ACHR NEWS, and Bronze contractor and associate members one digital subscription. This collaboration allows ACCA members to stay informed on industry news that affects their businesses and their bottom lines. “With all the coming changes to refrigerants and equipment, we’re thrilled for all ACCA mem- bers to have access to the latest information from ACHR NEWS as a member benefit,” said Sean Robertson, ACCA vice president of membership and business operations. “ACCA’s members are industry leaders that do over $5 billion in busi- ness each year, so this collaboration ought to be a win for ACHR NEWS and its advertisers as well.” > > > > > JULY/AUGUST 2022 6
NOW @ ACCA The Air Conditioning Contractors of America (ACCA) recently announced that Jon and Errica Hartley of Hartley’s Climate Control, LLC in Rolla, Missouri, are the recipients of the Federated Insurance ACCA Super S.T.A.R. Award. Each year, ACCA’s insurance and risk manage- ment partner FederatedMutual Insurance Company recognizes an ACCA member who represents the four components of the award: safety, teamwork, accountability, and responsibility. Since 2009, Federated has been proud to be ACCA’s exclusive rec- ommended partner for their members’ insurance and risk management needs. In order to receive this award, a contracting company must be both a Fed- erated Insurance client and an ACCA member. Owners and operators of Hartley’s Climate Control, LLC, Jon and Errica Hartley, agree that above all else, safety needs to come first at their com- pany. Hartley’s Climate Control employs 37 people, and every one of them starts off their employment with safety expec- tations and protocols. “We offer any training needed to help with safety items they might not be familiar with or feel comfortable with,” said Errica. “All of our field employ- ees are OSHA 10 certified for the construction industry, and our teammembers sign off that they are aware of our safety demands and will honor them, not only for themselves, but for others,” she added. Employees are also supervised by a lead foreman, as well as other management in order to help keep everyone on the right track. The company conducts monthly safety meet- ings to cover past, present, and upcoming projects and events. They hold quarterly safety meetings with a representative from Federated Insurance to cover a variety of topics, including how driving is a number one risk. “It is no secret that distracted driving begins and ends with cell phone use,” Errica noted, adding that they have daily conversations to re-emphasize that information, along with signed policies related to driving and no cell phone usage. They also utilize the videos that come from Federated Insurance, and access resources on mySHIELD® to help them create policies. In addition, Jon and Errica emphasize the impor- tance of consistent safety reminders, adding that safety can’t be a topic of conversation that only occurs every so often. Over the years, they have focused on creating a business where safety is an integral component of their daily lives — and that includes the lives of their employees too. By incor- porating a mentality where safety is practiced from the top-down, they have successfully established a “practice what you preach” working style in order to demonstrate to their team that safety is neces- sary for everyone. And it’s working — the workplace culture at Hartley’s Climate Control, LLC is tight-knit, with everyone looking out for each other. “There is no job nor amount of money worth risking the safety of your people,” said Jon. “Slow down and don’t take unnecessary risks! This is an ever-changing industry that you must work hard to stay on top of in order to succeed.” “Hartley’s Climate Control, LLC understands that employee safety is of the utmost importance. From the most senior employee to the newest hire, they strive to continue creating a work environ- ment that values safety, training, and mitigating risks before they occur,” said Nate Oland, Feder- ated Insurance senior national account executive. “They set an excellent example for other businesses to see that prioritizing safety can help lead to a healthier, more productive work culture.” It all circles back to leading by example, along with continuously cultivating a workplace envi- ronment where everyone at the company strives to be safe every single day on the job. And it’s something the Hartley’s truly believe in. “Each and every employee of Hartley’s Climate Control, LLC has a family that depends on them returning home safely each day,” said Jon. “We don’t take that responsibility lightly. The health and safety as well as general well-being of our team comes first and foremost.” For more information about ACCA and this award, reach out to Nate Oland, Federated’s Senior National Account Executive, at nsoland@fedins.com. FEDERATED INSURANCE PRESENTS ANNUAL ACCA SUPER S.T.A.R. AWARD TO JON AND ERRICA HARTLEY OF HARTLEY’S CLIMATE CONTROL, LLC > > > > > JULY/AUGUST 2022 8
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ACCA Committee Orientation: Success from the Start! ACCA committees are a critical part of the success of the asso- ciation. These groups, made up of ACCA contractor members, cor- porate partners, and associate members, provide guidance to the Board of Directors and the ACCA staff on what contrac- tors need to be better businesspeople and to grow their profitability. ACCA cannot function well without these volunteers, which is why ACCA developed its new committee orientation program. ACCA’s Committee Liaison, Melissa Broadus, and Stephen Pape, CFO of Pape Services, LLC, Associate Dean at Dallas College – Coppell Center, and ACCA Senior Vice Chair of the Board pre- sented the first four committee orientation sessions via Zoom in May and June. In Pape’s position of Senior Vice Chair of ACCA’s Board of Directors, he oversees all of ACCA’s committees and helps foster involvement in the committees by those who are not currently serving. ACCA committee members must attend one committee orientation session, which lasts 45 – 60minutes. The orientation covers topics, such as: The background and structure of ACCA committees Who can serve on a committee The application process to join a committee Who chooses the committee chairs and co-chairs The time commitment for serving on a committee General meeting schedules The financial responsibility of committee members to ACCA Attendance policy The goal of the committee orienta- tion is to help committee members be successful in their service. Being knowledgeable about the expectations upfront makes serving on a committee easier and more fulfilling. ACCA appreciates all of its volun- teer leaders and the impact that each of their ideas and input has on ACCA’s work. The association is stronger and better with its volunteers. If you are interested in learning more about ACCA committees or would like to apply to join a committee, visit https:// bit.ly/acca_committees or email accacommittees@acca.org. Committee Crunch By Melissa Broadus JULY/AUGUST 2022 10
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Business Buzz By Tom Grandy The question that often comes up is, “How much profit should a company make?” The answer to that question is a bit confusing, because if you look at most of the published numbers, they all say the same thing. The average trades company makes a 3 to 5 percent net profit. Is that a good number? Absolutely not! The problem lies with our accountant whose job it is tominimize the taxes the company pays. Let’s say the company has a review with their accountant in midDecember. After review- ing the numbers, the accountant estimates the company will finish the year with an 18 per- cent net profit. The company is going to have to pay a lot of taxes on that 18 percent. The accountant then suggests the company might want to prepay bills that will be due after the first of the year or perhaps purchase another piece of equipment or vehicle and take the normal, or accelerated, depreciation. Bottom line, the accountant wants to spend some of the earned profit now in order to reduce profit and the amount of taxes the company will likely need to pay later. This process is all well and good from the accountant’s standpoint because taxes are reduced. The potential problem is spending too much cash. Most trade com- panies have slow seasons which often take place on the first of the year. It’s not unusual for a company to lose money in the first quarter before sales pick up as spring and summer roll around. If too much of the company’s cash is spent in order to reduce taxes, they can easily find themselves in a cash flow crunch during those negative months. There is a huge difference between accounting dollars and actual cash flowdollars. Cash flow deals with the real dollars that are flowing in, and out, of the company. Not having enough cash to fund short-term cash flow problems will result in the com- pany having to take out a loan, use credit cards, or create a line of credit. The answer is seldom 100 percent cash flow nor is it 100 percent the accountant’s suggestions. It’s usually somewhere in between. Now you might have a better under- standing of why the average trade company does not make a 3 to 5 percent net profit. It is normally much higher than that if it’s well run, but by the time the accountant completes their work, the end result shows a 3 or 5 percent net profit. Now let’s go back to the original question. Howmuch profit should a company make? The simple answer to that is that a well-run com- pany should generate a 10 to 12 percent net profit, overall. The key word is “overall.” Most companies have several departments ranging from residential service to huge commercial building projects. The projected profit varies widely by department and by type of work performed. Generally speaking, the repair/service department should have the highest net profit at 15 to 20 percent. If the service department is on flat-rate pricing, that number can easily jump to 20 to 25 percent. When it comes to the replacement of equipment, net profit should run 10 to 12 percent. Large commercial jobs, on the other hand, generally represent huge gross dollars while generating very small net profit numbers. Large jobs often run in the 3 to 5 percent range. The final area is new home construc- tion. You may remember earlier articles where we talked about how most companies got started. Many startup companies begin by doing new home construction work, be it plumbing, heating, electrical, or any of a variety of trades. There are reasons for starting out doing this type of work. Builders are normally looking for the least expensive subcontractor. That would be our startup company! The new entrepreneur is often working alone or with one or two other people. Overhead is low because they are likely working out of their house or garage. With little overhead to cover, pricing can be lower while still generating a profit. However, when those same companies begin to grow, they often move away from new construction work because their overhead goes up and their profit margins shrink. Bottom line, if you can make any money doing new construc- tion work, congratulations. The above was a broad stroke in terms of profitability by type of work. There are exceptions in every area. Companies that focus on one, or perhaps two, areas tend to become very efficient at what they do and can easily exceed the above numbers. Other companies only do custom work for high- end customers. In that case, profit margins will also continue to increase. Even companies that do solely new construction can prosper. Companies that do only new con- struction tend to have their trade, policies, and procedures down to a science. They are efficient at what they do and know how and when to buy materials at discounted prices and they handle their cash flow well. Back in 1987, during my first year in busi- ness, I was reading an article about a small company that manufactured custom-made tennis shoes. This was well before the mas- sive number of different shoe styles we have today. This was back when a normal pair of high-top or low-top tennis shoes would cost the average consumer $12 to $15 a pair. While the rest of the world was sell- ing tennis shoes for $12 to $15 a pair, this guy was producing custom-made tennis shoes and selling them for $150/pair. I will never forget the last statement in his article. It said, “It really doesn’t matter what you do, or what you sell, as long as you are the best at what you do you will be successful.” That’s the key. Tom Grandy is president of Grandy & Associates, producers of the well-known “Business Boot Camp” training series. HowMuch Profit Should A CompanyMake? If too much of the company’s cash is spent in order to reduce taxes, they can easily find themselves in a cash flow crunch during those negative months. JULY/AUGUST 2022 12
STAYING SAFEWHILE WORKING IN THE HEAT Federated Mutual Insurance Company • Federated Service Insurance Company* Federated Life Insurance Company • Federated Reserve Insurance Company* • Granite Re, Inc.*† *Not licensed in all states. †Granite Re, Inc. conducts business in California as Granite Surety Insurance Company. ARMS-161 Ed. 5/22 | federatedinsurance.com | © 2022 Federated Mutual Insurance Company This publication is for general information only and should not be considered legal or other expert advice. The recommendations herein may help reduce, but are not guaranteed to eliminate, any or all risk of loss or injury. The information herein is current as of April 2022 and is subject to change. Qualified counsel should be sought with questions specific to your circumstances. 1 https://www.osha.gov/heat-exposure Occupational Safety and Health Administration – Safety and Health Topics – Heat. Accessed 4/11/22. 2 https://www.osha.gov/heat-exposure/illness-first-aid Occupational Safety and Health Administration – Safety and Health Topics – Heat-Related Illnesses and First Aid. Accessed 4/13/22. Properly preparing to work in heat and humidity can provide protection from potentially deadly conditions. A heat-related illness can start slowly — you may not even realize it’s happening — and it can quickly get worse if it’s not treated. Knowing the risks and warning signs can go a long way in helping to keep you and your co-workers safer on the job. By: Senior National Account Executive Nate Oland, Federated Mutual Insurance Company KNOWING THEWARNING SIGNS: Heat risks can be sinister in that even mild exposure can leave you feeling ill, and not everyone reacts in the same way to rising temperatures. When your body heat rises and doesn’t cool down in an appropriate manner, it can lead to serious problems. Exposures can include: • Physical activity • Air temperature • Humidity • Sunlight • Improper clothing • Heat sources (e.g., machinery, ovens, furnaces, road surfaces, unventilated buildings) • Individual and/or personal risk factors1 HEAT EXPOSURE RISKS: Heat-related illnesses can occur quickly, and symptoms may be non-specific. Any unusual symptoms can be a sign of overheating, and it is important to know what these symptoms look like in order to recognize when an employee may need medical assistance.2 Several symptoms of heat-related illnesses include: • Confusion • Slurred speech • Fatigue • Nausea or vomiting • Heavy sweating • Muscle pain or spasms • Fainting • Dizziness • Elevated body temperature • Rapid heart rate GENERAL KNOWLEDGE FOR HELPING PREVENT HEAT-RELATED ILLNESSES: • If you are not acclimated to working in the heat, remember to take it slow. Building heat tolerance, also known as heat acclimatization, is necessary to help introduce your body to working in hot environments.1 • Heat exposure can occur both indoors as well as outdoors, and can occur at any time of the year if the conditions are right. • Wear loose-fitting, breathable clothing that is light-colored, and understand that certain types of protective clothing or PPE may make heat illness more likely. • Consume adequate amounts of water and sports drinks to stay hydrated. • Work shorter shifts, take frequent breaks, and learn to identify heat illness symptoms. • Take frequent rests in cool, shaded areas. • If symptoms are severe, immediately cool an overheated employee down and call 911.2 JULY/AUGUST 2022 14
Commercial Insurance Property & Casualty | Life & Disability Income | Workers Compensation | Business Succession and Estate Planning | Bonding Federated Mutual Insurance Company and its subsidiaries**| federatedinsurance.com 22.23 Ed. 3/22 *View A.M. Best Rating Guide information at www.ambest.com. **Not licensed in all states. © 2022 Federated Mutual Insurance Company “The health and safety of our team comes first. We hold regular safety meetings with Federated Insurance to cover various safety topics. Consistency is key. Safety can’t be a topic of conversation once every so often. It has to be an integral component of your business.” Jon and Errica Hartley Hartley’s Climate Control, Rolla, MO 2022 Safety Teamwork Accountability Responsibility Scan to learn more about what we can offer members.
F inding good employees is a concern among the mechani- cal contractors I serve. In 2017, workforce shortage complaints in addition to complaints about millen- nials continued to arise. If you’re concerned about dealing with the younger workforce, the following anecdote may resonate with you. Three 19-year-old plumbing appren- tices sat in the front of the room during a recent customer service seminar. They were mostly attentive and engaged. Midway through the seminar, the apprentice nearest me became preoccu- pied with his smartphone and this piqued my interest. “What are you doing there?” I asked. His surprised grin told me everything I needed to know. He was busted. “Give me your smartphone,” I said jokingly. He handed me his phone, and, within a split second, a text message appeared on the screen from the person with whom he was texting. That person just happened to be his girlfriend and the message is not for public consump- tion. I promptly showed him the message and his face turned beet red. My serious facial expression conveyed my disap- pointment and, after handing the device back to him, he promptly turned it off and put it away. Does this millennial scenario sound familiar? It should be among contractors who wonder how to find employ- ees. As anecdotes like this occur among our younger workforce, what is often required is a stable mentor to guide mil- lennials onto the correct path. Thankfully, I am privileged to meet hundreds of millennial apprentices from coast to coast. Teaching soft skills to the younger workforce is a passion and, every now and then, I meet an apprentice who clearly rises above the fray. Scores of trade school instructors have become close friends of mine during the last few years of traveling across the U.S.A. in my pickup. Seeing our beautiful country up close and per- sonal allows me to invest more time with people. It was during a recent trek that I learned how one trade school student benefitted from soft skills training. The student’s name is Deshia Peters from Tulsa, Oklahoma. When Deshia Peters got into his customer service groove, it was so good that it won him first place in a state SkillsUSA championship. Pat Enoch and Jimmy Hawley are instructors at Tulsa Tech in Tulsa, Okla- homa, and they use my HVAC Customer Service Handbook in their soft skills curriculum. Peters, a student at Tulsa Tech, had done so well in the customer service portion of his class that instructors Enoch and Hawley enrolled him in the SkillsUSA state championships, Cus- tomer Service Division. SkillsUSA partners with students, teachers, and industry members to promote technical education with programs, events, and competitions. The Customer Service Division competition is a recent development due to all the emphasis placed on workforce devel- opment and soft skills as key career factors. This student’s first-place state champion title won him automatic entry into the national competition, where he finished third. After graduating last June, Peters was hired by Airco Service in Tulsa. I believe there are more millennials, just like Deshia Peters, who seek the guidance and wisdom of a patient mentor. Today’s employee workforce shortage issues are real, and new thinking and partnerships are needed to resolve the problem. More patience, mentoring, and tough love are needed to equip younger employees with the correct work ethic and tenacity. Today’s workforce shortage among skilled trade workers isn’t going to be resolved overnight. It will take patience, care, and time. Among the three aforementioned attributes, I’d say time is the most valuable. Steve Coscia, CSP is an industry expert that helps HVACR companies make more money through increased customer retention, improved upselling, and reduced job stress. Today’s Younger Workforce Service Savvy By Steve Coscia Hi Steve, I just read your article from the May/June ACCA magazine. I appreciate the things you said about “positive attitude” and “remain constructive are vital, world-class behaviors.” So true… I can relate to this article. It reminds me of my parents who started our company in 1977. My dad instilled in me hard work and took me on service calls with him. It made me who I am today. I started at home! And I am very thankful for that. My goal is to do the same for my children. Thanks again for the excellent read. Be Blessed! Stevie Wright Jr. Technical Support Supervisor Wright Brothers, Inc. Griffin, GA READER LETTER JULY/AUGUST 2022 16
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What is Howell’s Heating & Air’s Secret to Success? JULY/AUGUST 2022 20
Focus on First JULY/AUGUST 2022 21
hen customers are on the hunt for a reputable HVACR company, Howell’s Heating &Air is always at the top of their list. Located in Ashland, Virginia, the company has served Central Virginia and the Greater Richmond, Virginia area since 1969. As a company with a mission statement to serve its customers reliably and effectively, Howell’s customers can always rely on them to find NATE-certified technicians who can install, service, and repair HVAC systems efficiently. Finding High-Quality Talent is Looking Beyond Experience As the HVACR industry continues to face workforce issues, finding high- quality talent almost seems impossible. However, finding high-quality talent at Howell’s doesn’t necessarily mean a candidate with an extensive work his- tory. In fact, finding a candidate with the proper mindset can be the most impor- tant factor. “When we are looking for potential employees, we are always looking to hire for the long term,” said Vice President Josh Krider. “We are not necessarily looking for the skills today, but the right work ethic and mindset as we can always pro- vide the correct education and training later on.” In addition, hiring and recruiting high-quality talent at Howell’s doesn’t need to be conducted through traditional ways. When looking for candidates, simply advertising a job posting will not be enough. To attract candidates, it is important to consider creative methods. “In the last few years, we’ve participated in a career signing day for gradu- ating high school students,” said Service Manager Tracy Parrish. “It is a similar experience to a student athlete who is signing and committing to a specific school [university]. We sit at a table and they sign a commitment then take questions from the media.” Hiring Quality Employees Isn’t Enough The leadership at Howell’s Heating & Air knows hiring quality employees isn’t enough. So, to ensure that they are the top contractor in their market, they invest in their team members in ways that other companies, even outside the HVACR industry, don’t usually do. “At Howell’s, the focus is on our people,” said Krider. “We know that if we take care of our people, they will take care of our customers. We make this employee-driven focus through a low-stress work environment, personal and professional growth and health, and financial reward.” For example, at Howell’s work-life balance is a priority. So, when a team member goes on vacation there is a clear expectation for everyone at the company that vacation is a time for that person to be away, relax, and not engage in any work-related activities. “We set the expectation that when people are off work, they are off work,” adds Krider. “We have our company set up so that everyone has a backup, so when they are out, whether they are sick or on vacation, there is no need for them to answer work calls or emails. You are 100 percent unplugged from the company. It is all covered by another teammember, and nothing falls behind or gets forgot- ten. Our team doesn’t have to worry, and they come back ready to work because they had quality time away.” The investment in work-life balance doesn’t stop there. The team at Howell’s is encouraged to find things that enrich their lives, whether they are HVACRJULY/AUGUST 2022 22
related or not, and the company will cover the costs. Some things they have covered the cost of include training on new tech- nologies, gym memberships, lifestyle coaches, and advanced degrees. “We embrace life-long learning as a core value that encompasses mental and physical growth and health,” said Krider. “We see that continuing to learn is essential in keeping our people sharp, healthy, and happy. We even include an annual eight- hours of professional development classes for our career paths that we pay for. This commitment to work-life balance creates better team members.” Clear, Honest Feedback Another key aspect of the low-stress workplace is continual feedback and ensuring their team members always have full schedules. “Our managers meet with their teams regularly to offer feedback on perfor- mance,” said Krider. “We set clear goals and metrics, and we discuss with the teams. We want to make sure that every- one knows how things are measured and that it is a fair and honest process. When you do things in an open way, there is team buy-in, and no one questions how we view success.” Don’t Forget Training Of course, they also invest in training for their team members. A well-trained team We are not necessarily looking for the skills today, but the right work ethic and mindset as we can always provide the correct education and training later on. Josh Krider JULY/AUGUST 2022 23
will be able to perform the needed work efficiently and effectively, which is criti- cal to having happy customers. “We’ve always encouraged our employees to build their own paths and make their own decisions,” said Parrish. “If they make their own decisions, they are able to critically think of their own solutions when problems arise.” While the company requires that their technicians be NATE-certified, this does not prevent the leadership team from fur- ther educating their employees. In fact, technicians at Howell’s are encouraged to cross-train as it can promote employee empowerment due to the flexibility and opportunities it can bring. “By continuously providing our employees with different educational opportunities, we are able to provide them with upward mobility,” said Krider. “When our employees cross-train, they are able to pursue different opportunities and positions within the company.” “We’ve all been asked, ‘What if you train them and they leave,’” adds Parrish, “The answer to that is, ‘What if you don’t and they stay?’ Training isn’t something any business should skip over and we make sure that it is a top priority.” In addition, education at Howell’s is just as important for their servicemanagers and leaders. As one of the leading companies in Central Virginia and Greater Richmond, Virginia, Howell’s has made a commitment to continuously educate themselves about the ever-changing industry and market trends by attending ACCA events and join- ing ACCA MIX Groups. ® “It is very important to join an ACCA MIX Group and attend ACCA events,” said Parrish. “It’s your responsibility to ensure that you get out of your company’s bubble as the nuggets you can receive at these events are invaluable.” Fair & CompetitiveWages and Benefits Some businesses struggle with retaining the quality talent they work so hard to recruit and hire, but Howell’s Heating & Air’s investments in their team members makes that one of the smallest issues they face. In their over 50 years in business, they have come up with a winning formula for providing fair and competi- tive wages and benefits. “We hear a lot of contractors say they lose employees to the guys down the street over a few dollars an hour,” said Krider. “But it doesn’t have to be that way. We ensure that we pay competitive wages because we value every employee. But we know that is not enough in this market. We also provide a 401K match, health, dental, and vision insurance, paid time off, flexible schedules, and cell phone reimbursement. We also bonus install teams and project managers on the profitability of projects, bonus managers on the profitability of their departments, and we profit share the entire company at the end of the year. In addition, we have company outings, parking lot picnics, and company luncheons. We know that some people see these things as large or unnec- essary investments, but our team is worth it, and we want our team to be happy and to stay. Looking at the big picture, every one of these expense items is small when you look at the return on investment.” JULY/AUGUST 2022 24
The company knows that compensa- tion is not the only thing that keeps their team members with them, but it helps. And when they tie it into all the other nonmonetary benefits they offer their team, keeping the best people isn’t as difficult for them as it is for others. Safety is a Priority at Work and at Home In addition to providing their technicians educational opportunities, Howell’s Heat- ing & Air also focuses on creating a safe workplace for their employees. “As an employer, we recognize that safety must also be prioritized outside the workplace,” said Krider. “While we have advanced OSHA certifications, we also want our people to build an aware- ness while they are at home as well.” To create a culture around the impor- tance of safe practices, Howell’s Heating & Air implemented the Work Safe/Home Safe Safety Program. The program provides their employees with weekly safety train- ing classes, CPR training classes, and OSHA training courses as part of the criteria for maintaining a safe working environment. “While safety is always important to us, we also want to try and think of cre- ative ways for our employees to prioritize it as well,” said Parrish. When employees are seen as commit- ted and dedicated to the safety program, Howell’s provides rewards or incentives such as “safety points” where employees can use these points on items that they need, such as tools and equipment. Giving Back In addition to giving back to their employees, Howell’s has also made a commitment to giving back to their community as much aspossible. Over thepast fewyears, Howell’s has contributed to countless organizations such as the American Heart Association, Caritas, Lee Davis Band Boosters, Pearson’s Corner Elementary School, ACB Founda- tion, and the ATLEE Little League. “It is one of our philosophies to always do the right thing and give back in any way that we can,” said Parrish. “In a way, it is also another form of Howell’s giving back to our employees.” Unlike some other companies, Howell’s has supported organizations that their employees are passionate about. For example, Howell’s has supported the Ask Child- hood Cancer Foundation in Richmond after an employee informed leadership about their family member with cancer. “It all comes back to supporting our employees and what they are passionate about,” said Krider. In addition, Howell’s has also made an effort in supporting organizations that their clients also care about. For example, the Down Syndrome Associa- tion of Greater Richmond was brought to the attention of Howell’s through a client. Since then, Howell’s has made every effort in supporting the cause and organization. “At the end of the day, giving back to the community will help your employees become a better person,” said Parrish. “It will be better for not only the HVACR industry, but also for society.” While safety is always important to us, we also want to try and think of creative ways for our employees to prioritize it as well. Tracy Parrish JULY/AUGUST 2022 26
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Tech Tip By Ed Janowiak Impending Electrification It’s coming, and I will simply say we can do this. Electrification is not going to be easy though. I think it sings opportunity for the better contractors and puts another nail in the coffin of those contractors who design and install systems that are less than ideal. I have experience in a cold climate— you can heat a space and make it comfortable with a heat pump, but everything must be done properly. Not just the HVAC, but the house too. Fuel-fired heating is much more forgiving. I have lived in homes with heat pumps for the last 30 years. I know how they condition a home. I use fuel-fired radiant heat on all the hard surfaces, and I love the way it heats my home (I’m telling you what kind of heating system I have to be fully transparent). Everything I speak about comes from practical experience that I have obtained over the last 30 years or so. Major Concerns About Electrification: Is the Housing Stock Ready for Heat Pumps? • Good shell • Adequate insulation • Supply outlets Homeowners don’t like to spendmoney on home performance. It’s been my obser- vation that people aren’t interested even when it’s deeply discounted or almost free. There are people that pursue it, sure, but it’s far from mainstream. A home with a good shell is reason- ably tight, X ACH50, or less. Adequate ventilation takes care of indoor pollutants such as CO2 and VOCs. You need enough fresh air so that when it is added to the infiltration that occurs nat- urally, it equals the amount specified in ASHRAE 62.2. Adequate insulation varies from place to place because of the differences in cli- mate. Required amounts should be based on your state’s version of the residential building code. I would guess that every house built since 2000 is code compliant and has adequate insulation. Anything older than that would typically benefit from additional insulation. Supply registers matter! Don’t blow air on people! Expect comfort complaints if the supply registers are in bad locations. Furnaces let us “get away with that,” those high supply air temperatures made the air feel good. Heat pumps have much lower supply air temperatures and if they “blow on people,” they will complain. Duct Systems & Humidity • Leakage • Sizing • Poor latent capacity Most existing homes have duct sys- tems that are in attics or crawlspaces that are too leaky. That’s a big issue. I’m all for right-sized equipment. But leaky houses with leaky ducts and a right-sized heat pump will work like a $2 watch…not very well. HVAC professionals must put fixing leaky ducts on every heat pump quote. Next on the bad list is duct sizing, as most duct systems are undersized. But, even if the ducts are sized properly (and tight) for the current air conditioner/furnace, when we select the heat pump to meet the load, we generally need a larger heat pump and more airflow. We’re back to the problem of undersized ducts again. We must sharpen our pencils when it comes to our equipment selection. In many climates, the larger heat pumps that are required for heating can create a real issue if the summer latent load isn’t addressed properly during the design process. Don’t automatically assume that two-stage or variable- capacity systems will automatically do a proper job of moisture removal. It must be proven by the OEM expanded performance data. Is this the end of the world? No, but it’s something we need to pay attention to. I think resistance to upgrading duct systems is the norm, as people are more interested in switching boxes. Air con- ditioners are tolerant to low airflow, but heat pumps are not. There are many sys- tems that currently work well that will need modified ducts when we electrify with heat pumps. NOTE: Adequate electrical service: This one isn’t as big a deal as it could be, but it’s something that needs to be paid attention to, nonetheless. Air handlers typically need a 240v circuit. Communication Manage the consumer’s expectations Not to sound like a broken record, but installing a heat pump in a leaky house with undersized leaky ducts is a recipe for disaster. You must prepare to fend off these potential problems. They require proper design, installation, communication, and home performance preparation to deliver predictable comfort. I am perpetually a glass is half full kind of person, but I see lots of callbacks, complaints, and bad reviews for contractors who don’t do this right. Ed Janowiak is the Manager of HVACR Design Education at ACCA.He can be reached at ed.janowiak@acca.org. 28
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