Ferriot, Inc.: Ferriot, Inc. has an immediate opening for a Quality Technician in our Quality Department. The person in this position performs a variety of testing procedures for the quality department. This includes performing various quality functions including operation of the CMM; maintaining and following ISO guidelines, functioning as a liaison with other departments, customers, and vendors; performing inspection on molded and finished products and tools, including use of calipers, micrometers, pin gauges, optical comparator and assisting in the development of quality procedures; instructing inspectors and production employees on proper quality techniques. This Technician maintains Ferriot's Gauge Control Program, including gauge calibration, R&R studies and other related duties. This job is posted on the Ferriot, Inc. website, at Ferriot.com.
Linda Wilkins
Ferriot, Inc.: Job Opening for Quality Technician at Ferriot, Inc. in Akron, OH
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Gemini Plastics, Inc.: 2000 ton press time needed
Gemini Plastics, Inc.: Projecting a need for 2000 ton press time in April 2018. Should be 3 releases per year and each release should be a 3 day run. Resin will be a carbon filled nylon or PPS.
Please contact Andy at [email]avartanian@geminiplastics.net[/email]
Andy
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All-Plastics: Material Needed
All-Plastics: All-Plastics is looking for 250 lbs. of the following resin, with Certs:
Alpha Gary 2222NK-80 Clear 0002
If anyone can help, please contact Brian at [email]brian@all-plastics.com[/email]
Thank You.
All-Plastics
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Intertech Plastics, Inc: PTO Accruals
Intertech Plastics, Inc: We are currently reviewing our PTO accrual levels and I'm curious as to what other companies are offering for PTO (what years of service do accrual rates change and what accrual rates are offered).
I've looked on the MAPP website for information, but haven't been able to find anything. If anyone knows of a document that has been published about this, I would love to know where it is located!
Thanks!
Jen
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Gemini Plastics, Inc.: Processing PET injection molding grade and the sprue
Gemini Plastics, Inc.: We have more whitening, only around the sprue area of our part, when molding PET bottle grade virgin. The rest of the part looks great but the area of about 1-2" diameter around the single center sprue has blush/whiteness. I know PET has to cool quickly to stay clear and the water is at 50F so we have the cooling in line.
Any suggestions would be welcome from anyone who runs bottle grade PET. Thanks.
Alan
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Benesch : House of Representatives Passes Legislation Limiting Joint-Employer Liability
Benesch : On November 7, the House of Representatives voted to pass a bill that would reverse the National Labor Relations Board’s (“NLRB”) ruling in Browning-Ferris Industries, 362 NLRB No. 186 (2015), that greatly expanded joint employer liability for business. Under Browning-Ferris, the NLRB held that a company that has “indirect” or “potential” control over the employees of another company may be considered a joint employer of those employees. That decision is currently on appeal before the D.C. Circuit Court of Appeals.
Notwithstanding the outstanding appeal, the House passed the Save Local Business Act 242-181 with eight Democrats crossing the aisle to vote in favor of the Save Local Business Act. Representative Bradley Byrne introduced the Act in the House to combat the significant changes in the joint employer analysis caused by the broad ruling in Browning-Ferris. The bill was co-sponsored by 123 Representatives, including three Democrats. The Save Local Business Act would amend Section 2(2) of the National Labor Relations Act (29 U.S.C. 152(2)) and Section 3(d) of the Fair Labor Standards Act (29 U.S.C. 203(d)) by clarifying when a person or company is a joint employer.
A person would qualify as a joint employer under the Save Local Business Act if the person “directly, actually, and immediately, and not in a limited and routine manner, exercises significant control over essential terms and conditions of employment.” Such terms and conditions explicitly include “hiring employees, discharging employees, determining individual employee rates of pay and benefits, day-to-day supervision of employees, assigning individual work schedules, positions, and tasks, or administering employee discipline.”
The Save Local Business Act returns the joint employer analysis to the pre-Browning-Ferris standard. Prior to Browning-Ferris a company only qualified as a joint employer if it exercised “direct and immediate control” over another company’s employees, but Browning-Ferris broadened that joint employer standard to determine that any company that possessed “reserved and indirect control” over another company’s employees – even if not actually exercised – could qualify as a joint employer. This new standard significantly altered the determination of when a company qualified as a joint employer, particularly in – but not limited to – franchisor-franchisee or contractor-subcontractor relationships. The Save Local Business Act seeks to codify the prior standard that direct and immediate control over essential terms and conditions of employment is necessary to qualify as a joint employer. Under the Save Local Business Act, determining common marketing or operation strategies would not extend employer liability to an independent entity responsible only for these overarching general strategies or policies. For example, a franchisor or parent company directing its franchisees or subsidiaries to follow consistent promotions or uniform and appearance policies would not qualify as a joint employer under the Save Local Business Act, but arguably would under Browning-Ferris. Similarly, a construction company overseeing a project involving multiple contractors and subcontractors would not qualify as a joint employer under the Save Local Business Act simply because it set a general schedule for when certain components of the project should be completed, although such an arrangement may result in exposure to joint employer liability under Browning-Ferris.
The Save Local Business Act will now move to the Senate where the support of at least eight Democrats will be needed to avoid a filibuster in that chamber of Congress.
For more information on this topic, please contact a member of Benesch's Labor & Employment Practice Group
Peter Kirsanow at [email]pkirsanow@beneschlaw.com[/email] or 216.363.4481.
Adam Primm at [email]aprimm@beneschlaw.com[/email] or 216.363.4451.
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GS Industries of Bassett: Using tablets at Injection Molding Presses
21st Century Plastics Corporat: Lindsey,
The call for help is actually through the MATTEC system. By that I mean the team member can page the supervisor, or other personnel to the machine. There is a robotic voice that will announce "Supervisor to press"....there is also an emergency call. The table is connected to the MATTEC system.
The scrap count is also through MATTEC, enter on the tablet.
Does that answer your question?
Kathy
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Vantec, Inc.: Needed - Used Vibration Welder
Vantec, Inc.: Lift table/lower platen size Minimum of 33.5 x 21 inches.
Please send us the model # you have for sale, price you are looking for.
What we have is a Branson VW4H and are in need of additional unit as soon as possible.
Please contact Dan Soma or Mike Ricklefs. [email]DanS@vantecinc.com[/email] or [email]miker@vantecinc.com[/email]
phone 515-832-3125
Sherri Hotzler
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Met 2 Plastic, LLC: Thermal Cameras to measure mold surface temperature
Met 2 Plastic, LLC: We are investigating the use of thermal imaging cameras to measure mold temperature (up to 400F).
Does anyone have experience using thermal cameras for this type of application? If so, any recommendations on brands / models? Any issues with reflections from shiny metal mold surfaces?
Thank you.
Mike Walter
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Benesch : NLRB Rules against Employee Status for Menard's Drivers
Benesch : A National Labor Relations Judge dismissed an action brought by the National Labor Relations Board (“NLRB”) regional director against Menard, Inc. (“Menards”) for misclassifying its independent contractor (“ICs”) drivers in violation of the National Labor Relations Act (“Act”).[1]
The underlying action was originally submitted to the NLRB in August 2016 by Local 153, Office & Professional Employees International Union, AFL‑CIO, alleging that Menards was in violation of Section 8(a)(i) of the Act. The basis of the alleged violation was that Menards’ delivery drivers were misclassified as ICs rather than employees and that the hauling contracts contained mandatory arbitration clauses limiting the putative employees from filing class actions and/or claims for unfair labor practices with the NLRB.
Menards is the business of selling home improvement merchandise from its 300/plus stores located throughout the United States. In addition, Menards offers delivery services for its customers purchasing its store merchandise by contracting with hauling contractors, ICs, to ultimately deliver the merchandise while Menards arranges the delivery and handles the payment from the customer.
The Administrative Law Judge (“ALJ”) reviewed the Complaint by evaluating whether the delivery drivers were indeed ICs for purposes of applicability under the Act per Section 2(3). The “ALJ” used the ten (10) factor test established by the United States Supreme Court in determining employee versus IC classification.[2]
Through testimony and briefs filed by both parties, it was revealed that Menards utilized three (3) types of hauling contracts with its ICs: 1) one where the ICs provide their own truck with a forklift/crane; 2) one where ICs provide their own forklift truck and Menards provides the trailer; and 3) IC makes deliveries using a box truck/van. It was also disclosed that some ICs operate their own truck while others have multiple trucks and their own employees operating the trucks and some made deliveries for other companies besides Menards.
Ultimately, the ALJ went through the various facts relating to Menards’ operation and its interaction with the ICs, and determined by an overwhelming majority that the drivers were independent contractors and not employees. In making such a determination, the ALJ reasoned that: 1) that the ICs had the balance of control over the work; 2) that the ICs were involved in a distinct business; 3) that the ICs supplied the instrumentalities of work; 4) that the ICs had the right to terminate the contracts on short notice; 5) that the ICS were paid by the ‘job’; 6) the parties believed the nature of the relationship to be that of an independent contractor; and 7) that the ICs had meaningful entrepreneurial opportunity as they could provide services for multiple companies and sell their own business.
The only factor that weighed in favor of employee status was the ‘level of skill required to perform the services’. The ALJ opined that there was not enough evidence on the record, such as training or CDL requirements, to make a determination of the level of skill required to perform such services.
Since the ALJ determined the drivers to be independent contractors and not employees, the drivers did not qualify for protections under the Act and the complaint was dismissed. The ALJ did not even address the issue surrounding the enforcement of the arbitration clause in the hauling contracts.
The ruling in this decision is a win for the IC model which has been continuously under fire by unions, and state and federal agencies attempting to undermine the long‑established business model. The decision took into account several facts/factors common to motor carriers operating with ICs.
The analysis by the ALJ provides a road‑map for others to compare against their IC agreements and more importantly, their operational actions.
If you need assistance or have questions about your agreements/operations, please feel free to contact Richard Plewacki at [email]rplewacki@beneschlaw.com[/email] or Matthew Selby at [email]mselby@beneschlaw.com[/email]
[1] Menard, Inc. & Local 153, Office & Prof'l Employees Int'l Union, Afl-Cio, Case 18-CA-18121 (2017) (not reported in Board volumes).
[2] Nationwide Mutual Insurance Co. vs. Darden, 503 U.S. 318 (1992).
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Empire Precision Plastics, Inc: ULTEM 1010-7101 BLACK
Empire Precision Plastics, Inc: In need of a 55 lb bag of Ultem 1010-7101 black original bag with lots and certs.
Sincerely,
Chuck
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Harmony Systems and Service In: LEXAN 121R 701 BLK PC
Harmony Systems and Service In: We have excess Lexan 121R 701 BLK PC (virgin) if anyone is interested in purchasing. Please email me if interested.
Thank You
Carrie Turner
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Team 1 Plastics: Future of Sales Brochures
Team 1 Plastics: We are running low on our current sales brochures we use for customer visits. An internal debate has developed on whether we should update and print a new sales brochure or just eliminate and focus more on digital opportunities, flash drives, virtual brochures, website, etc. I would appreciate anyone's comments or feedback.
Thanks,
Team 1 Plastics
Craig Carrel
Craig Carrel
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Wescon Plastics: Noryl Available
Wescon Plastics: I have excess Noryl available for sale. All Virgin.
NORYL SE1GFN3 701 BLACK - 6,000#
NORYL SE1X-701 BK (CYCLON) - 4,360#
PPO N-190X GY6D782 GREY - 2,850#
Patricia Betzold
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Wescon Plastics: Bayer Material Available
Wescon Plastics: I have excess Bayer material available for sale.
PC+PET MB.UT250HR 502365 DK BLUE BAYER - 5,760.80#
PC+PET MB.UT250HR 301384 RED BAYER - 4,197.00#
PC 2407-750234 SMOKE BAYER - 2,198.00#
75/25 PC+PET RED BAYER (VIRGIN/REGRIND BLEND)- 1,475.00#
PC+PET MB.UT250HR 502365 DK BLUE BAYER (REGRIND) - 1,200.00#
100/1 PU TEXIN 990 BLACK BAYER + OMNI DEEP BLACK- 856.00#
100/1 PU TEXIN 990 BLACK BAYER + OMNI DEEP BLACK (BLENDED REGRIND) - 516.00#
PC+PET MB.UT250HR 901510 BLACK BAYER- 98.00#
Patricia Betzold
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Wescon Plastics: PRL Material Available
Wescon Plastics: I have excess PRL Material for sale
PC/TP-GP1 UV6220 RED P.R.L. REGRIND - 4,887.00#
PC/TP-GP1 7001 BLACK P.R.L. - 4,602.00#
PC/TP-GP1 BLACK 7001 BLACK P.R.L. (REGRIND) - 4,365.00#
PC/TP-GP1 UV6220 RED P.R.L. - 1,610.00#
Patricia Betzold
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All-Plastics: Looking for Process Engineer
All-Plastics: INTRODUCTION:
This job description describes the authority, duties, responsibilities, reporting relationships and measure of accomplishment for the functional position of the Process Engineer of All-Plastics.
BASIC FUNCTION:
The basic function of the Process Engineer is to ensure that all jobs are set up properly and have obtained optimum production efficiency.
Another basic function of the Process Engineer is to educate and train the set up personnel, do mold sampling for new customers, and communicate with the tool room and maintenance personnel with any problems that may arise.
AUTHORITY:
The Process Engineer receives sufficient authority from and is accountable to the Production Manager for the successful completion of assigned duties and responsibilities.
The Process Engineer has the authority to:
• Initiate action to improve all set up times
• Initiate action on reduction of labor
• Identify factors that limit the cycle times and productivity
• Verify proper set up procedures are being followed
The Process Engineer has the authority to take any reasonable action necessary to carry out the duties and responsibilities of this position so long as such action does not deviate from established company policies and is consistent with sound business judgment.
REPORTING RELATIONSHIPS:
The Process Engineer reports directly to the Production Manager.
This position does not have any direct reports.
DUTIES AND RESPONSIBILITIES:
The principal duties and responsibilities of the Process Engineer consist of, but are not limited to, the following:
• Troubleshoot the molding process and record all process changes on the process change log sheet.
All changes must be logged.
• Initiate action to prevent the occurrence of any nonconformities relating to production.
• Maintain required quality and quantity of production. Verify optimum cycle time.
• Identify factors that limit cycle times and productivity and initiate action for improvement
• Start up and shut down machines as required.
• Ensure proper set up procedures are being followed and verify completion of set up to manufacturing.
• Sample product and complete sample requests for new jobs as required.
• Set up robots, sprue pickers, and other supporting equipment as required.
• Help to establish workstation standards and continuous improvement efforts, mold setting proc
• Immediately communicate any press, mold, or quality issues to appropriate departments. Recommend improvements in equipment, layout, production methods, material handling, and documentation.
• Ensure start-up shots are submitted to QA for approval prior to start of production.
• Maintain and promote a safe and hazard free work environment. Follow all safety procedures and guidelines. This includes wearing personal protective equipment as required (i.e.: eye protection, hearing protection, gloves, gowns, hair nets, etc.)
• Be capable of working overtime as required.
• Routine daily maintenance of work area to ensure that it is neat, clean, and organized to the approval of your immediate supervisor. Discard purging in the designated trash cans. Put away your tools and equipment when a job is complete. Pick up scrap parts; do not leave them on the floor or under the machine. Do not allow a machine to run parts on the floor.
• Leads implementation of new projects from quoting thru start of production, including meetings and communication with customers.
• Leads implementation of VIP projects.
• Prepare reports requested by the Production Manager in an accurate and timely manner
Understand and participate in 6S activities as assigned by your supervisor.
• Maintain a cooperative working relationship with all company employees. This includes “inter” and “intra” departmental employees. Also included are all customers, contractors, owners, suppliers, etc.
• Maintain involvement in kaizan events associated with improved plant efficiencies
• Any other various duties as assigned
MEASUREMENT OF PERFORMANCE:
The Process Engineer shall be deemed to be performing in a satisfactory manner when the following have been met and/or exceeded:
Goals Outlined on Matrix:
• Quality Without a Problem
• On-time Delivery
• Labor Efficiency
• Internal Scrap at Sales Dollar
• Efficiency
• Overtime
Acceptable attendance as set forth by the Production Manager.
Set up time standards established (6 month maximum).
Acceptable work performance as documented by the Production Manager.
Overall satisfaction of immediate supervisor.
REQUIREMENTS:
EDUCATION:
Preferred: Assoc. Degree in Plastic Engineering
Required: High School Diploma with 3 to 5 years experience
SKILLS: Must have excellent processing or plastic skills (various types), must have knowledge of hydraulics, electrical and pneumatic systems that make molds function.
Must have following management skills: delegation and follow through, communication, supervision and training.
PHYSICAL:
Includes lifting, sitting, standing, walking, bending, kneeling, and use of hands and arms.
Job may require heavy lifting (Up to 50 lbs.).
Peripheral vision and depth perception required to operate machinery and use the forklift.
MENTAL: Must be able to read, write and speak English.
Ability to multi-task and maintain one’s composure in a sometimes hectic
environment.
WORKING CONDITIONS:
Required to work throughout the plant in both air conditioned and non-air-conditioned situations. Work environment may be hazardous, noisy, and dusty.
[b][/b]
Please submit your resume to Lan Le at [email]lan@all-plastics.com[/email] or call 830-792-1161
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Benesch : New Immigration Law in CA
Benesch : Effective January 1, 2018, California’s Immigrant Worker Protection Act, AB 450, imposes new obligations on California employers. In light of the Trump administration’s increased immigration enforcement efforts, the California legislature enacted this law to protect employees from enforcement in the workplace.
Accordingly, California’s public and private employers must comply with numerous state-imposed legislative requirements:
> Employers are prohibited from voluntarily consenting to an immigration enforcement agent’s request to enter non-public areas of the workplace; however, employers must comply with a judicial warrant.
> Employers are prohibited from voluntarily consenting to an immigration enforcement agent’s access, review, or procurement of employee records; however, employers must comply with a subpoena or court order.
> Employers are prohibited from re-verifying employment eligibility of a current employee, unless required by federal law. > Employers must post notice of an immigration worksite enforcement action within 72 hours of receiving a notice of inspection of employment records. The notice must include -> The name of the immigration agency conducting the inspection; > The date the employer received notice of the inspection; > The nature of the inspection, to the extent known; and > A copy of the notice of inspection.
California’s Labor Commissioner is charged with developing a template notice for employer use by July 1, 2018.
> Employers must provide a copy of the written immigration agency notice with the inspection results within 72 hours of receipt to affected employees and any affected employees’ authorized representatives. Within 72 hours, employers must also hand-deliver individualized notices to affected employees and any affected employees’ authorized representatives that detail the resulting obligations of the employer and employee. The notices must include -
> A description of any and all deficiencies or other inspection results related to the affected employee; > The time period for correcting any deficiencies identified by the immigration agency; > The time and date of any meeting with the employer to correct the deficiencies; and > Notice that the employee has the right to representation during any scheduled meeting with the employer.
While California’s new legislation does not present a direct conflict with federal law, its requirements are bound to raise difficult questions for employers aiming to fully comply with both federal and state law. Employers must grapple with questions like which agents qualify as immigration enforcement agents and whether the new law implicitly bars employers from conducting internal I-9 audits. The answers to these questions remain somewhat unclear. Thus, compliance may prove to be problematic and penalties for non-compliance are steep. An employer that unlawfully re-verifies a current employee’s employment eligibility may face a civil penalty of up to $10,000. Likewise, failure to comply with any of the other statutory provisions may result in civil penalties of up to $5,000 for a first offense and $10,000 for subsequent offenses.
Moving forward, employer representatives responsible for interfacing with immigration enforcement agencies should be made aware of these recent legislative developments. However, until the mandates of the law are more clearly delineated, employers should proceed with caution.
If you have any questions on this topic, please contact a member of our Labor & Employment Practice Group.
H. Alan Rothenbuecher at [email]arothenbuecher@beneschlaw.com[/email] or 216.363.4436
Linda Gemind at [email]lgemind@beneschlaw.com[/email] or 216.363.4609
Rick Hepp at [email]rhepp@beneschlaw.com[/email] or 216.363.4657
Karly B. Johnson at [email]kjohnson@beneschlaw.com[/email] or 216.363.6265
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Royer Corp: Nissei FN4000
Royer Corp: Nissei FN4000
Ladies and Gentlemen,
In need of hydraulic clamp front ram seals. Nissei has back ordered them for 1 month.
Thanks in advance.
Roger Wingham
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GS Industries of Bassett: KHM Injection Press
GS Industries of Bassett: looking for a company who troubleshoots/repairs KHM Presses year mfg 1990-1994
Donna Rorrer
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More Pages to Explore .....
