LandrumHR: Using Process to Improve People Performance

LandrumHR: Using Process to Improve People Performance

Over a decade-long relationship with a fortune 500 customer, LandrumHR supports them through insourcing all logistics-related processes at their Pensacola, FL location. One moving assembly line within the plant has historically underperformed the rest of the site when it comes to on-time delivery due to the many complexities and the mix of materials and prep work required to sustain production. The assembly line being fed downstream has stationary working areas and the line itself “pulses” moving from station to station every 220 minutes on average much like an automotive moving line would do. The client tasked Landrum with facilitating a Kaizen in order to improve the consistency of material being delivered to the line and to ensure product is delivered to the right station, with the exact amount needed, meeting the right quality standards, and “Just in Time” (JIT) for the next pulse.

In order to track performance, Landrum needed to identify Takt based on the daily production goal as well as the cycle times of each operator’s process. Takt times changed weekly due to demand shifts and production schedule changes because of material shortages and order modifications. They also needed to understand how many takt misses occurred previously and what trends were noticed around why that was missed. “Material misses,” which include delivering material late and damaged/missing material to the line also needed to be tracked and reported. The current process included delivery of pre-made, off-site kits as well as individual component pieces from the warehouse to a staging area in bulk that needed to be kitted/re-kitted for line readiness. It was thought that a major issue was having excess material inventory, which increased chaos and confusion since the area did not support any bulk storage. Additionally, JIT was not being realized and delivery priority for each kit was not clear. Before formally facilitating the Kaizen, part of the data collection research was to determine how many part numbers, kits, carts, Kanban items, pallets, and returnable containers were currently used in this area.

Landrum facilitated a 3P (Production, Preparation & Process) design kaizen using an AutoCAD-generated paper doll exercise with a multi-departmental Subject Matter Expert (SME) team. This week-long event successfully yielded a floor layout and scheduling process that was developed and approved by the team and the client’s site leadership. They followed up the initial kaizen with a second event geared to identify layout changes and to create a Tier I board highlighting the daily schedule, process flow and resources available. The Kitting area process now resembles that of a NASCAR pit stop. Instead of building carts based on available material, the department builds only to Takt. The intent is to have all 24 carts built 20 minutes before the Takt “Pulse” times. Then, at ten minutes prior to line pulse, all carts are delivered to the line for the entire unit build. This JIT delivery process is an all-hands-on-deck approach requiring a transparent schedule along with operator priority checklists.

Landrum created a complete supermarket process from scratch, making a complex situation simple to execute and easy to follow and train new associates. In doing this, all KPIs became visible and material misses decreased on average by 70% per week, while also creating a significant labor cost savings from not stopping the line while having to wait for parts or to rework poor quality parts. Finally, this event allowed Landrum to build a lean foundation in the Kitting area to support future growth and improve sustainment.

NWFMC bids farewell to Daniel Krug and welcomes Jolee Martin

NWFMC bids farewell to Daniel Krug and welcomes Jolee Martin

Daniel KrugThe Northwest Florida Manufacturers Council had to say goodbye to Daniel Krug in May as he ventures into a new role as defense industrial base business developer at Cyber Security Solutions.

“Daniel has been a great colleague and friend,” said Paul Miller, President of the Northwest Florida Manufacturers Council. “Fortunately, we will continue working together helping local companies with cybersecurity solutions.”

Jolee MartinMembers of the NWFMC will soon meet a new regional business advisor, Jolee Martin. With more than 20 years of operational and leadership experience, Martin’s background includes corporate leadership and strategy, quality management, change management, training, and product management.

“I am honored to be a member of the FloridaMakes team and can’t wait to meet everyone. Great things are happening in our NW Florida community and we have such opportunity to build upon,” Martin said. “Our I-10 corridor is growing and the manufacturing community has depth of product offerings and expertise.  Opportunities, and challenges, have been identified and collectively we can work to better the whole.  I can’t wait to see how we grow!”

Martin is uniquely qualified to provide companies with the insight for growth. Her skills have been applied in operations and elevating leadership across a wide range of industries including manufacturing, distribution, logistics, mining, medical services, and call centers.

“Jolee is a great addition to our network. Her experience in both manufacturing and consulting are a perfect fit for council members along the I-10 corridor,” Miller said. “I look forward to making introductions to members in the weeks ahead.”

Martin has a Bachelor of Science in Business Administration and Master of Business Administration with focuses in International Business and Financial Analysis. She can be reached at jolee.martin@floridamakes.com.

FloridaMakes Launches Annual Award for Florida’s Top Manufacturing Apprentices

FloridaMakes Launches Annual Award for Florida’s Top Manufacturing Apprentices

FloridaMakes Launches Annual Award for Florida’s Top Manufacturing Apprentices

Florida’s top manufacturing apprentices will be honored at the annual MakeMore Manufacturing Summit in October 2022.

Florida Makes Apprentice of the Year 2022 logoORLANDO, FL – FloridaMakes, a statewide organization operated by an alliance of Florida’s regional manufacturers associations and partner organizations, has announced a new statewide award, celebrating Florida’s top manufacturing apprentices. The Apprentice of the Year award will be given to manufacturing apprentices who demonstrate outstanding commitment to their professional development and show how they have made a positive difference to their company. Apprentices must be enrolled in a registered manufacturing apprenticeship program.

“The Manufacturing Apprentice of the Year awards program will bring further awareness of apprenticeships as a high-quality career pathway that provides access to high-skill, high-wage in demand careers,” said Marcelo Dossantos, FloridaMakes Director of Talent Development and recent appointee to Governor Ron DeSantis’ State Apprenticeship Advisory Council. “We also want to recognize all of the great work being done throughout the State of Florida by manufacturing apprentices. We have very talented and exceptional people who have chosen to pursue careers in manufacturing, and they should be recognized.”

According to Apprentice Florida, a program run by the Florida Department of Education, Florida Department of Economic Opportunity, and CareerSource Florida, 97% of employers recommend apprenticeships as a training model. 91% of all apprentices are still employed nine months after their apprenticeship ends.

“I started as an apprentice over forty years ago and today I oversee one of the most well respected, high precision machining companies in the country, supplying components and assemblies for the aircraft, aerospace, defense, and medical industries,” said Roy Sweatman, President of Southern Manufacturing Technologies and FloridaMakes Board Member. “I can honestly say that our best source of talent are the skilled individuals who come to us through registered apprenticeship programs.”

Once apprentices are nominated by their respective companies, a panel of judges from the Florida Advanced Manufacturing Workforce Leadership Council will review the applications submitted by each company and select winners based on pre-determined criteria. Nominations for the award end on July 31. Winners will be announced at this year’s MakeMore Manufacturing Summit on October 13, 2022.

Please visit www.FloridaMakes.com/Apprentice-2022 for more information.

Governor DeSantis Awards $3.2M to expand manufacturing in Okaloosa County 

Governor DeSantis Awards $3.2M to expand manufacturing in Okaloosa County 

FLORDIA GOVERNORS PRESS OFFICE: Governor DeSantis Awards $3.2M to Expand Manufacturing in Okaloosa County 

This investment will double the number of manufacturing jobs in Okaloosa County

Governor DeSantis presenting check to Okaloosa County Board of County CommissionersCRESTVIEW, Fla. — Today, Governor Ron DeSantis awarded $3.2 million to Okaloosa County through the Florida Job Growth Grant Fund to expand roads, rail lines, and utility infrastructure at the Shoal River Ranch. Shoal River Ranch is an industrial mega site. With this investment, it is expected to bring more than 11,000 jobs to the Okaloosa County region. This will more than double the current number of manufacturing jobs in the area, bringing more than 4,000 new jobs in manufacturing.

“Today’s grant will lay the foundation for a dramatic expansion of manufacturing in Okaloosa County,” said Governor Ron DeSantis. “Florida is committed to expanding our industrial base and investments like this, as well as our strong support for skilled trades and workforce education, will help us achieve this goal.”

“DEO is proud to assist the Governor in his mission to stimulate job and business growth in Florida,” said Florida Department of Economic Opportunity (DEO) Secretary Dane Eagle. “This funding will support economic development in Okaloosa County by creating available, ready-to-access sites for industrial development, which will have lasting impacts throughout the region.”

“The Shoal River Ranch Giga Site is a critical infrastructure project and the award made today is a difference maker,” said Chairman of the Okaloosa County Board of County Commissioners, Mel Ponder“There is nothing else this size, with this much access to a major interstate, in the state of Florida. Future tenants will have access to people trained and led by our education system, our college system, and our transitioning military who are technically trained. Opportunities at this site will create thousands of jobs in multiple sectors, another great win as we diversify our local economy. This opportunity will be transformational for our area.”

Shoal River Ranch Giga Site is located 7 miles east of Crestview with access to Interstate 10, Highway 90, and the Florida Gulf & Atlantic Railroad which allows companies to have easy access to transportation routes. The site is projected to make an economic impact of over $47.6 million after infrastructure improvements are made.

The Florida Job Growth Grant Fund is an economic development program designed to promote public infrastructure and workforce training across the state. Proposals are reviewed by DEO and Enterprise Florida, Inc., and chosen by Governor DeSantis to meet the demands for workforce training or infrastructure needs in communities around the state.

Salzman drops in on Paradigm Parachute & Defense

Salzman drops in on Paradigm Parachute & Defense

Paradigm Parachute & Defense manufacturing facility

Salzman drops in on Paradigm Parachute & Defense

PENSACOLA, Fla. – Tucked away in a predominantly residential area in Pensacola, Paradigm Parachute & Defense is manufacturing cargo, personnel, aircraft recovery and deceleration and munitions parachutes. Disabled veteran-owned, the company is strategically positioned to serve military bases in Northwest Florida.

Florida Representative Michelle Salzman visited Paradigm Parachute & Defense this week for a tour of the facility. As an Army veteran, Salzman commented on her familiarity with the quality of Army-certified parachutes and was impressed by the detail she saw from precise stitching to manual assembling of each unit.

CEO Aaron Nazaruk led the tour after a brief discussion of the company’s owners, origins, trials and plans. Having moved into their current facility in 2020 just after Hurricane Sally that caused a prolonged power outage, production is moving forward with an overall growth of 600%. Their staff of eight employees has increased to 48, and Paradigm is looking to increase soon. Currently focused on making 64’ and 100’ cargo chutes, the company expects to provide more military-grade parachutes for the U.S. and internationally.

Providing a convenient and economical option for local bases, Paradigm expects to expand and fill more sewing and automated positions that will increase production. Like most Florida manufacturers, Nazaruk says they hope to build mutually beneficial relationships with other companies, organizations and individuals. Representative Salzman enthusiastically offered her assistance in making that happen.

FloridaMakes and the Florida Sterling Council Announce Winners for the 2021 Florida Sterling Manufacturing Business Excellence Awards

FloridaMakes and the Florida Sterling Council Announce Winners for the 2021 Florida Sterling Manufacturing Business Excellence Awards

FloridaMakes and the Florida Sterling Council Announce Winners for the 2021 Florida Sterling Manufacturing Business Excellence Awards

SMBE Awards LogoORLANDO – The Florida Sterling Council and FloridaMakes announced the 18 manufacturing companies in a field of over 140 nominees who have been named as winners of the Florida Sterling Manufacturing Business Excellence (SMBE) Awards. The winners were announced during the MakeMore Manufacturing Summit – Business Growth Segment June 22-23. Winners earned their place in three categories, Bronze, Silver, and Gold, depending on evaluated level of performance.

The Florida Sterling Council and FloridaMakes collaborate on these statewide annual awards to recognize the state’s high-performing manufacturers and to elevate performance of the entire manufacturing sector. Companies were judged in seven categories of criteria, including: leadership; strategy; customers; measurement, analysis and knowledge management; workforce; operations and results. This year’s winners demonstrated outstanding leadership and management systems to meet the needs of customers and stakeholders.

For more information about the process click here.

Winners of the 2021 Florida Sterling Manufacturing Business Excellence Awards are:

SMBE Gold Winners
CAE Healthcare, Inc. Sarasota
Fleet Readiness Center Southeast, NAS Jacksonville
Lockheed Martin Aerostructures, Pinellas Park
Pierce Manufacturing, Bradenton
Slice Engineering, LLC, Gainesville

SMBE Silver Winners
BAE Systems – Jacksonville Ship Repair, Jacksonville
CMC Steel Florida, Jacksonville
Easy Foods Inc., Kissimmee
MAG Aerospace, Fort Walton Beach
RND Automation & Engineering, Lakewood Ranch
Q’Straint, Oakland Park
Team Solutions Dental, Sanford
Trane Lynn Haven, Panama City

SMBE Bronze Winners
Cavaform International LLC., St. Petersburg
Kira Labs Inc., Pompano Beach
Made in Space, Inc. (RedWire), Jacksonville
Stellar Energy Americas, Inc. Jacksonville
Veethree Electronics, Bradenton

“I complement and celebrate the SMBE winners for their commitment to excellence and for moving Florida manufacturing forward toward Florida’s goal of being a top manufacturing state,” said Kevin Carr, CEO of FloridaMakes. “We will call on these companies often during the year to share their award-winning best practices with other Florida manufactures through webinars, tours and more!”

A team of Florida Sterling-trained examiners and manufacturing community representatives contributed their time and expertise to evaluate nominations, including virtual site visits and interviews with managers and employees of finalists.

In addition to recognizing Florida companies, the awards provide a framework for sharing manufacturing best practices and take advantage of opportunities for improvement. FloridaMakes will be working with the winners and their corresponding regional manufacturers association to network and share knowledge, such as with plant tours, webinars, and leadership events to benefit Florida’s manufacturing sector.

“Manufacturing is a critical industry here in Florida, and our manufacturers set the bar for the rest of the nation,” said John Pieno, Chairman of the Florida Sterling Council. “We are pleased to honor these eighteen outstanding Florida organizations who are role models in their industries and are deserving of this prestigious award.”

 

2021 MakeMore Manufacturing Summit to Showcase  One of Florida’s Strongest Sectors

2021 MakeMore Manufacturing Summit to Showcase One of Florida’s Strongest Sectors

people attending a conference

Contacts:
Paul Miller, NWFMC President
paul@nwfmc.org
(315) 759-9254

Zoraida Velasco, FloridaMakes,
zoraida.velasco@floridamakes.com
(407) 430-7714

MakeMore Manufacturing Summit to showcase
o
ne of Florida’s strongest sectors

Northwest Florida Manufacturers Council alongside Florida’s economic powerhouses join to lead a discussion about the future of FL Manufacturing in Four (4) Virtual Segments

ORLANDO, FL – (March 3, 2021) – Northwest Florida Manufacturers Council (NFLMC) is proud to join the Hosting Partners of the 2021 MakeMore Manufacturing Summit in the announcement of this year’s event. The Summit will kick off April 27 and is hosted by the Associated Industries of Florida, CareerSource Florida, Enterprise Florida, the Florida Chamber of Commerce and FloridaMakes. Launched in 2018, MakeMore is a statewide initiative providing a platform to exchange ideas about how our state resources are addressing the impact of market dynamics, economic trends and policies, and new technologies in the manufacturing sector.

“Florida’s manufacturing sector quickly responded to the Covid-19 pandemic by pivoting to make everything from PPE to ventilators to hand sanitizers,” said Kevin Carr, CEO of FloridaMakes. “The MakeMore Manufacturing Summit 2021 is the catalyst to plan for the future by fostering a dialogue about how best to leverage our ecosystem resources, shore up our state’s supply chains, identify emerging growth, develop our workforce, and ultimately grow Florida’s manufacturing sector.”

The MakeMore Manufacturing Summit will feature in-depth discussions that strengthen and advance Florida’s economy through innovation, talent development, and leveraging the state’s resources to accelerate the manufacturing sector’s productivity and technological performance.

Flexible Schedule Engages the Ecosystem and Accommodates Diverse and Busy Schedules
The Summit includes four virtual segments to allow for more engagement amongst the manufacturing sector and accommodates diverse schedules amongst varied stakeholders. Segments will take place every two months kicking off on April 27 as follows:

  • Business Growth – April 27-28
  • Talent Development – June 22-23
  • Technology - August 24-25
  • Outlook 2022 – week of October 25

“Manufacturers in Northwest Florida not only contribute to local and state economies but create and rely on products essential to our ever-changing world. It is critical that Northwest Florida manufacturers are included in these events,” said Paul Miller, president of the Northwest Florida Manufacturers Council. “We are grateful for the opportunities FloridaMakes gives us to do that.”

Speakers and presenters from across Florida and the country will be featured. For complete event agenda, registration, and sponsorship opportunities, visit www.floridamakemore.com

# # #

About NFLMC
The Northwest Florida Manufacturers Council represents manufacturers of all sizes and partners in the Northwest Florida region to include Escambia, Santa Rosa, Okaloosa, Walton, Bay, Holmes, Washington, Jackson, Calhoun, and Liberty Counties as a voice to address common interests. The NFLMC advocates on important business climate issues to manufacturers in the region and aims to serve to deepen the manufacturing talent pool, shore up talent support for manufacturers and make the region ripe for future industry investment and job creation in the manufacturing industry.

About FloridaMakes
FloridaMakes is a statewide, industry-led, public-private partnership operated by an alliance of Florida’s regional manufacturers associations with the sole mission of strengthening and advancing Florida’s economy by improving the competitiveness, productivity and technological performance of its manufacturing sector, with an emphasis on small- and medium-sized firms. It accomplishes this by providing services focused on three principal value streams: technology adoption, talent development, and business growth. FloridaMakes is the official representative of the Manufacturing Extension Partnership (MEP) National Network in the state of Florida, a program of the National Institute of Standards and Technology, an agency of the U.S. Department of Commerce. For more information about FloridaMakes, please visit FloridaMakes.com and follow @FloridaMakes.

Legislative Priorities for the 2021 Session

Legislative Priorities for the 2021 Session

The Northwest Florida Manufacturers Council and the 12 other Regional Manufacturers Associations in Florida have
collectively agreed to support and collaborate on the below legislative priorities for the 2021 Session that elevate the issues that are most important to their manufacturing stakeholders across the state.

1. Manufacturing & Supply Chain Caucus: Establish a caucus in the Florida Legislature.

  1. To promote and broaden awareness of the societal, educational and economic benefits made possible through Florida’s manufacturing sector and its attendant supply chain.
  2. Establish better awareness and understanding of the underlying policy and regulatory issues facing Florida’s advanced manufacturing sector, public and private interests impacted by Florida manufacturing, and to serve as an on-going
    information resource for members of the Legislature and their staff.
  3. To exchange ideas and information with manufacturers, state and federal agencies, universities and research institutions, the State’s career and technical training infrastructure, professional and institutional societies and organizations, and the
    Administration.

2. Invest in training and jobs programs: Customized training and earn-to-learn models should be an investment priority as well as, training infrastructure that targets 21st century skills and career paths while target filling high-wage, high-skill career vacancies in advanced manufacturing.

  1. Vocational Education: Support policies that encourage and establish vocational education at the earliest possible grade levels leading to career and technical education. Establish long range viability for the manufacturing workforce and
    emphasize the link between education and the jobs available today as well as the future.
  2. Apprenticeships: Supporting the establishment of a steady pipeline through apprenticeships will contribute to the attraction of advanced manufacturing companies. Apprenticeships are a proven training method benefitting both job seekers and businesses, leading to high-pay/high-skill careers.
  3. Workforce development: Support increased investment in the new and incumbent worker training initiatives at CareerSource Florida essential to the development and maintenance of that workforce. Continuous training and upskilling the incumbent workforce is critical to staying abreast, if not ahead, of the technology demands of the 21st century.
  4. Developing the pipeline for careers in advanced manufacturing: Engage students and parents early, exploring ways to provide exposure to robotics, automation, and computer programming to primary and secondary school students. Build awareness and promote careers in advanced manufacturing as a high-wage, high-skill career pathway.

3. Support Florida supplier initiatives: Promote initiatives that encourage use and development of local suppliers and one that contributes to developing a more robust and resilient system of supply for the state.

  1. Establish a “Buy Florida Act.” The Federal Government operates under the “Buy America Act” which requires Federal Agencies to procure products from American based companies whenever possible. States like Ohio have successfully established a similar policy to incentivize local growth. Florida has no such policy and seeks out low prices regardless of where the item is made. This initiative will promote the growth of our local companies allowing for a healthy and diverse economy.
  2. Develop a supplier tax credit. Incentives should be created for manufacturers that use Florida suppliers versus sourcing outside the state. A tax credit could be taken against corporate income taxes or as a sales tax refund and based on a percentage of purchases from Florida suppliers or the annual growth in such purchases. (Identical recommendation by the Florida TaxWatch COVID-19 Taxpayer Task Force Recommendations).
  3. Having a sustainable, resilient supplier base is vital for the state’s economy.
    During the global health pandemic, in-state supplier capabilities and sourcing is critical to Florida’s response for personal protection equipment, ventilator parts, and other necessary items; however, deficiencies in the state’s supply chain is a
    real problem for Florida’s manufacturing sector, particularly in industries that are experiencing rapid growth, such as commercial space flight.

4. Strengthen the resilience of Florida’s manufacturing sector: Investing in initiatives focused on accelerating the adoption and use of advanced digital technologies (Industry 4.0) – artificial intelligence, cybersecurity, data analytics, supply chain integration, as examples – and direct those investment at increasing the productivity and technological performance of Florida’s manufacturing industry.

  1. Increase investment in university and institutional research initiatives and infrastructure, including a state-wide expansion of Florida’s High Tech Corridor-like programs directed at the advancement and application of Industry 4.0 technologies including autonomous robots, simulation, horizontal and vertical simulation, the Internet of Things (IoT), cybersecurity, cloud computing, additive manufacturing, augmented reality, and big data analytics.
  2. Increase investment in K-12, Career Academy, and Career and Technical Education (CTE) curriculum development in these advanced Industry 4.0 technologies as they relate to advancing the skills needed for 21st century manufacturing as well as the digital transformation and interconnectedness of all Florida businesses.

5. Strengthen economic development initiatives – specifically those at the Department of Economic Opportunity, Enterprise Florida, Space Florida, and local economic development organizations — that promote the development, retention, and expansion of Florida’s 21st century manufacturing economy, including defense, aviation and aerospace, life sciences including medical technology, and electronics and computer equipment, as examples.

  1. Reestablish the Qualified Target Industry (QTI) Tax Refund Program which creates a state grant equal to the amount paid for certain state and local taxes to eligible businesses creating jobs in certain target industries, including advanced manufacturing.
  2. Reestablish recurring state matching funds for Florida’s Manufacturing Extension Partnership (MEP) program, FloridaMakes, to secure the federal investment by the National Institute of Standards and Technology (an agency of the U.S. Department of Commerce). The MEP program is the industrial extension equivalent to the agricultural extension investment from USDA and the State for the Institute Food and Agricultural Sciences Extension based at the University of Florida.
  3. Redouble investments in programs directed toward increasing Florida’s exports of high-value, high-demand manufactured goods. Expand the number and intensity of Florida’s export businesses.
FloridaMakes works with Industry to Sponsor the first Statewide Online Manufacturing Apprentice Program

FloridaMakes works with Industry to Sponsor the first Statewide Online Manufacturing Apprentice Program

FloridaMakes logoOrlando, FLA. –– FloridaMakes is sponsoring a statewide registered apprenticeship program –– the FloridaMakes Advanced Manufacturing Apprenticeship. The first iteration of this program will focus on entry-level skills for new and existing employees in the Industrial Manufacturing Technician (IMT) occupation. With online, on-demand access to the foundational Manufacturing Skills Standards Council’s (MSSC) Certified Production Technician training curriculum, this new approach brings Florida’s manufacturers a hybrid training model that addresses entry-level skills gaps and provides foundational manufacturing knowledge regardless of the specific occupation, which will help give apprentices the tools they need to move on to more specific occupations. It also bypasses the need for employees attending courses at institutions and provides flexible access for students with lifestyles, work schedules, and geographical barriers that often prohibit participation in traditional “in-class” offerings.

“The future of the Florida economy depends on expanded access to meaningful workforce education opportunities,” said Henry Mack, Chancellor for Career and Adult Education at the Florida Department of Education. “If we are to become No. 1 in workforce education by 2030, we must double-down on apprenticeships, especially those as innovative and market-driven as this one.”

“FloridaMakes is here to serve and assist our manufacturers with talent development challenges,” said Tina Berger, Director of Talent Development at FloridaMakes. “For years manufacturers have voiced a need to revamp the tried and true earn-and-learn apprenticeship programs, calling for competency-based versus time-based learning models. The IMT Apprenticeship Program addresses this request as a gamechanger for small and medium-sized companies and, in particular, for those with facilities in rural communities without access to traditional vocational training centers.”
The program was designed through a sector strategy approach led by multiple employers within the industry, represented within the Florida Advanced Manufacturing Workforce Leadership Council (AMWLC), in collaboration with FloridaMakes, CareerSource Florida, the Florida Department of Education’s Division of Career and Adult Education, and the Manufacturing Skills Standards Council (MSSC).

“CareerSource Florida is proud to support the new Industrial Manufacturing Technician apprenticeship program to address ongoing talent needs in one of Florida’s key industry sectors,” said CareerSource Florida President and CEO Michelle Dennard. “The use of online training curricula is a vital component in addressing immediate concerns related to the COVID-19 pandemic as well as the long-term, critical need to ensure Floridians have access to apprenticeship opportunities in high-demand fields. We are pleased to participate with our partners in expediting this much-needed program.”

The IMT Apprenticeship Program is a career pathway to higher-skilled positions for entry-level workers and especially for women and underrepresented populations for whom traditional “classroom” training programs may pose attendance difficulties due to lack of transportation and inflexible time constraints.

“This new Industrial Manufacturing Technician apprenticeship is a great step forward for manufacturers and for employees or potential employees in the manufacturing field,” said Roy Sweatman, CEO of Southern Manufacturing Technologies and Chair of the Florida Advanced Manufacturing Workforce Leadership Council. “It is short enough to
feel attainable and flexible enough to be used in almost any manufacturing business. It is a great stepping-stone to bigger and better things for the future of Florida’s workforce.”
The Advanced Manufacturing Workforce Leadership Council is finalizing internal policies and expect to launch the application process before the end of May 2020. For more information about the IMT Apprenticeship Program, please contact Tina Berger, Director of Talent Development at FloridaMakes by email at tina.berger@floridamakes.com or by phone at 407.450.7206.

WestPoint Home makes face masks for the front line

WestPoint Home makes face masks for the front line

factory workers cutting fabricLast week, WestPoint Home, a supplier of fashion and core home textile products, began producing reusable face masks with a proprietary health-care textile that offers an increased level of protection, and are preparing regulatory submissions as fast as possible to make the products available to the general public.

In an email, WestPoint Home president and CEO, Jonathan Witmer, said, “For over 200 years, we have been helping the world create loving and comfortable homes. These are truly unprecedented times and we all have to do our part to help each other, especially our front line health-care workers!”

factory worker sewingThe email says the company is working with the New York City Mayor’s office and other governmental and private health-care providers to provide free face masks for frontline health-care workers. Shipments have already started, but they want to do more.

Frontline health-care workers in need of access to face masks are asked to contact WestPoint Home at health@wphome.com with information about the need. Witmer says they will do everything possible to send as many requested face masks as they can make completely free of charge.

“We all can make a difference! Our entire team is dedicated to doing our part,” Witmer said. “If everyone pitches in, we can solve this together! We look forward to hearing from you.”

The email adds the following information about the face masks:

details about product

Important Information
This droplet face mask is for general purpose use only to help provide the wearer with protection against large droplets, splashes, or sprays of bodily fluids. It will not protect a wearer against bacteria, viruses, or other biological contamination.

• Our masks are not N95 respirators
• Meant for nurses, transit employees, emergency personnel, and other professionals
• Provides basic protection, not for aerosol protection or surgery
• Uses bleach-safe SILVERbac™ silver (Ag)-infused fibers to inhibit the growth of odor-causing bacteria and can be washed 100-plus times without losing this benefit
• Can handle commercial-grade laundries and household washers and dryers
• Machine wash warm with mild detergent and non-chlorine bleach as needed; tumble dry medium
• Available in two sizes: Small/medium and large

Families First Coronavirus Response Act Notice – Frequently Asked Questions

Families First Coronavirus Response Act Notice – Frequently Asked Questions

About the Families First Coronavirus Response Act (the “Families First Act”)
Printable Notice Poster (PDF)
Printable DOL FAQ on Notice

 

Employee Rights PosterWhere do I post this notice? Since most of my workforce is teleworking, where do I electronically “post” this notice?

Each covered employer must post a notice of the Families First Coronavirus Response Act (FFCRA) requirements in a conspicuous place on its premises. An employer may satisfy this requirement by emailing or direct mailing this notice to employees, or posting this notice on an employee information internal or external website.

Do I have to post this notice in other languages that my employees speak? Where can I get the notice in other languages?

You are not required to post this notice in multiple languages, but the Department of Labor (Department) is working to translate it into other languages.

Do I have to share this notice with recently laid-off individuals?

No, the FFCRA requirements explained on this notice apply only to current employees.

Do I have to share this notice with new job applicants?

No, the FFRCA requirements apply only to current employees. Employers are under no obligation to provide the notice of those requirements to prospective employees.

Do I have to give notice of the FFCRA requirements to new hires?

Yes, if you hire a job applicant, you must convey this notice to them, either by email, direct mail, or by posting this notice on the premises or on an employee information internal or external website.

If my state provides greater protections than the FFCRA, do I still have to post this notice?

Yes, all covered employers must post this notice regardless of whether their state requires greater protections. The employer must comply with both federal and state law.

I am a small business owner. Do I have to post this notice?

Yes. All employers covered by the paid sick leave and expanded family and medical leave provisions of the FFCRA (i.e., certain public sector employers and private sector employers with fewer than 500 employees) are required to post this notice.

How do I know if I have the most up-to-date notice? Will there be updates to this notice in the future?

The most recent version of this notice was issued on March 25, 2020. Check the Wage and Hour Division’s website or sign up for Key News Alerts to ensure that you remain current with all notice requirements: www.dol.gov/agencies/whd.

Our employees must report to our main office headquarters each morning and then go off to work at our different worksite locations. Do we have to post this notice at all of our different worksite locations?

The notice needs to be displayed in a conspicuous place where employees can see it. If they are able to see it at the main office, it is not necessary to display the notice at your different worksite locations.

Do I have to pay for notices?

To obtain notices free of charge, contact the Department’s Wage and Hour Division at 1-866-4-USWAGE (1-866-487-9243). Alternatively, you may download and print the notice yourself from https://www.dol.gov/agencies/whd/posters

I am running out of wall space. Can I put the required notices in a binder that I put on the wall?

No, you cannot put federal notices in a binder. Generally, employers must display federal notices in a conspicuous place where they are easily visible to all employees—the intended audience.

We have break rooms on each floor in our building. Do I have to post notices in each break room on each floor or can I just post them in the lunchroom?

If all of your employees regularly visit the lunchroom, then you can post all required notices there. If not, then you can post the notices in the break rooms on each floor or in another location where they can easily be seen by employees on each floor.

Our company has many buildings. Our employees report directly to the building where they work, and there is no requirement that they first report to our main office or headquarters prior to commencing work. Do I have to post this notice in each of our buildings?

Where an employer has employees reporting directly to work in several different buildings, the employer must post all required federal notices in each building, even if the buildings are located in the same general vicinity (e.g., in an industrial park or on a campus).

Families First Coronavirus Response Act Notice – Frequently Asked Questions

Families First Coronavirus Response Act (the “Families First Act”)

Employee Rights PosterAttorneys and council members at Beggs & Lane have prepared the following information regarding the Families First Coronavirus Response Act, also known as the Families First Act. The Q&A was provided in a letter which is available HERE in PDF format. Russell Van Sickle can be reached at (850) 469-3315 for more information.

The Department of Labor (DOL) published the Notice Poster that employers with fewer than 500 employees are required to post for their employees.  The Notice Poster should be distributed where employees can see it such as break rooms or other physical location where other notices such as for workers’ comp and EEO are posted. For employees working remotely, find a way to distribute this Notice Poster such as by email or a photo of the notice via text. A PDF version of the Notice Poster is available HERE. Also, read the Question and Answers published by the DOL regarding the Notice Poster.

Dear Council Members:
I hope you are doing well. As you may have heard that last Wednesday, Congress enacted a law that applies to most employers with fewer than 500 employees requiring paid, protected leave time for employees needing time off for specific reasons related to the coronavirus pandemic. This law is called the Families First Coronavirus Response Act (the “Families First Act”).
I have prepared the following Q&A on the paid leave provisions of the Families First Act. There is still some uncertainty with such a brand new law, so this preliminary review may be subject to change when the regulations are issued, which should be sometime in April. The Department of Labor is currently seeking online comments from the public about this law to assist them in developing regulations.

Does this law apply to my company?

Generally, this law applies to employers with fewer than 500 employees, that is, from 1 to 499 employees.

Although the new law does not specifically address this question, there may be some companies which are so interrelated with one another so as to permit the employees of multiple companies to be counted together for purposes of determining if the 500 employee threshold is met. Such employers should keep in mind that there may be subsequent legislation that specifically addresses employers with over 500 employees.

 

When will this law take effect?

The law is set to go into effect on April 1, 2020.

 

What new leave does the law require?

There are two separate paid leave provisions in the law:
The Emergency Paid Sick Leave Act requires the payment of 2 weeks’ paid leave for specified reasons, either at full pay or 2/3rds pay depending on the reason for the absence. The paid sick leave is required to be paid at full regular pay (subject to statutory maximums described below) if an employee cannot work (or telework) because of a need to quarantine or is experiencing COVID-19 symptoms and is seeking medical diagnosis.

The paid sick leave is to be paid at 2/3rds pay (subject to statutory maximums described below) if the employee cannot work (or telework) due to caring for someone who has to be quarantined due to COVID-19 or because the employee’s normal child care is unavailable due to COVID-19.

The Family and Medical Leave Expansion Act is an amendment to the Family and Medical Leave Act, where employees who cannot work (or telework) because their child care is unavailable due to COVID-19 may have up to 12 weeks of job-protected leave. After the first 10 days of this leave, the employer is required to pay the employee 2/3rds of their regular pay (subject to statutory maximums described below) for the remainder of the 12 weeks.

 

How does the employer pay for these new paid leave requirements?

The law allows employers to obtain a 100% payroll tax credit up to the statutory maximums.

 

How long does an employee have to be working for an employer to be eligible for the 2 weeks’ paid sick leave under this law?

Employees are eligible for the 2 weeks’ sick leave immediately upon hire.

 

Is the eligibility period different for the 12 weeks leave under the amended FMLA?

Yes. In order to be eligible for the 12 weeks’ leave due to the absence of child care related to the coronavirus, the employee must have worked at least 30 calendar days with the employer.

 

May an employer substitute its existing PTO or other paid leave benefits for the paid leave under the new law?

No. The payments required by the new law are in addition to whatever paid leave benefits the employer may offer its employees. For example, if an employee with 5 days of accrued sick leave needs to miss work because she is quarantined for the virus, she will first be paid the 2 weeks’ sick leave pay under this law prior to using her regular sick leave pay bank.

 

What are the statutory maximums for the 2 weeks’ paid sick leave?

The following reasons for absence from work qualify the employee for full, regular pay up to a maximum of $511 per day and $5,110 total per employee:

  1. the employee is quarantined or isolated because of a government directive order related to COVID-19
  2. the employee has been advised by a health care provider to self-quarantine related to COVID-19
  3. the employee is seeking a medical diagnosis and is experiencing symptoms of COVID-19

The following reasons qualify the employee for 2/3rds regular pay up to a maximum of $200 per day and $2,000 total per employee:

  1. the employee is caring for someone who is quarantined or isolated due to government order or advisement of a health care provider
  2. the employee’s child under 18 years of age needs to be cared for because the child’s school or place of care is closed, or the child care provider is unavailable, due to COVID-19
  3. the employee is experiencing some other substantially similar condition that the government may identify later

 

How is the pay rate for the sick leave to be determined?

For full time employees, 2 weeks’ pay is considered 80 hours. For part time employees, 2 weeks’ pay is considered the number of hours worked by the employee in a 2 week period. For employees whose schedules vary so much that it is difficult to know how many hours they are missing at work, employers are to calculate the average hours worked per day over the previous 6 months. If the employee did not work during the previous 6 months such as in the case of a new employee, the employer is to calculate the hours based on the reasonable expectation of the employee at the time of hiring.

 

Is unused paid leave under this law payable to the employee upon termination?

No. Unused paid leave under this law is not payable to the employee and does not carry over into 2021.

 

Can I ask that employees find their replacement for their scheduled shift if they ask for this paid sick leave?

No.

What documentation can I require an employee to provide?

The new law does not address the documentation that an employer may require of any employee. The employee should not be required to provide documentation prior to taking the time off, however. The regulations may address this issue. In the meantime, employers should err on the side of granting the leave.

 

Are there any jobs that are excluded from the 2 weeks’ paid leave requirement?

The new law authorizes the Department of Labor to issue regulations excluding health care providers and emergency responders. The regulations should issue within 7 days of the law being signed by the President.

 

Do employers have to post a notice about the 2 weeks’ paid leave under this law?

Yes. The Department of Labor is preparing a notice for employers to post that should be available as early as March 25.

 

Can an employee sue the company if the paid sick leave is not paid or if the employer retaliates against the employee for seeking or taking this leave?

Yes. An employee can sue an employer for a violation or because of employer retaliation. The Department of Labor can also pursue action against the employer. Remedies could in clude back pay, liquidated damages, attorney’s fees, costs, and injunctive relief.

 

Unlike the 2 week paid sick leave provision, is there only one reason for an employee to take the amended FMLA leave?

Yes. Although there are multiple reasons an employee may be entitled to the 2 weeks’ paid sick leave, the Family and Medical Leave Expansion Act identifies only one reason: an employee’s inability to work (or telework) to care for a son or daughter under 18 years of age if the school or place of care for the child has been closed due to the COVID-19 public health emergency or if the child care provider for the child is unavailable due to the COVID-19 public health emergency.

 

What part of the 12 weeks’ leave is required to be paid?

After the first 10 days on the leave, the employer is required to pay the employee at least 2/3rds of their regular pay up to $200 per day and $10,000 total per employee. This pay requirement will extend until the employee’s place of care for the child is reopened or made available again, or at the expiration of the 12 week period. Similar to the 2 weeks’ paid sick leave provision, the law allows employers to receive a payroll tax credit for 100% of the payments made to employees while on this leave up to the $200 per day and $10,000 total.

While on this expanded FMLA leave due to a child care issue related to COVID-19, remember that employers will also be required to pay the employee the 2 weeks’ paid leave under the Emergency Paid Sick Leave Act discussed above, unless for some reason the employee exhausted the 2 weeks’ paid leave for a different reason (such as being quarantined) prior to needing time off for the child care issue.

Also, keep in mind that if an employee who is exempt from the overtime requirements of the Fair Labor Standards Act works during any part of the work week, the exempt employee should generally be paid her salary for the week. For example, if a supervisor works Monday through Wednesday and then takes off time off starting Thursday due to a need to care for a child whose school is closed due to the coronavirus, the supervisor will likely need to be paid her regular salary for the entire week with no deductions for missing Thursday and Friday.

 

If the employer has an existing paid leave program, how do these benefits relate to the expanded FMLA leave?

During the first 10 days, employees may choose to use any available PTO or other paid leave benefits that their employer may offer as part of their regular policies. However, an employer cannot require an employee to use PTO or other company-offered paid leave benefits during the first 10 days of the leave.

The law is silent on an employee’s use of existing employer-offered paid leave benefits after the first 10 days. I am hopeful that the regulations will address this question.

 

Is the leave taken by an employee under the expanded FMLA in addition to an employee’s regular FMLA leave entitlement?

Not likely. Based on how this new law fits within the FMLA, for employers who employ 50 or more employees and are regularly covered under the FMLA, the 12 week period for this leave should not be in addition to the FMLA leave available to eligible employees for other FMLA leave reasons. In other words, if an employee has already used his entire allotment of FMLA leave before seeking additional leave due to loss of child care related to the coronavirus, the employer is likely not required to provide additional leave under this law.

 

The FMLA does not normally apply to employers with fewer than 50 employees. Are there special provisions in this new law for employers with fewer than 50 employees?

Yes.

For employers who employ fewer than 50 employees, the law authorizes the Department of Labor to issue regulations that would exempt them from these leave requirements “when the imposition of such requirements would jeopardize the viability of the business as a going concern.” As of this time, no regulations have been issued. The law appears to place the burden on the employer to prove that allowing the paid leave would jeopardize the employer’s business, which could be an expensive burden in litigation that would open the company’s financials to scrutiny. The cost to defend claims on this issue may never be recovered. Therefore, employers should carefully consider whether to not follow the paid leave requirements of this new law.

For employers with fewer than 50 employees, there is no private cause of action an employee can take for a violation of this law. Instead, the enforcement would come from the Department of Labor.

The leave under this law is “protected” in the sense that the employer has a general obligation to place the employee back into his job position at the conclusion of the leave. However, for employers with fewer than 25 employees, the requirement to restore the employee back to the same position does not apply if the employer can show that the employee’s job position no longer exists due to “economic conditions or other changes in operation conditions of the employer (i) that affect employment and (ii) are caused by a public health emergency during the period of the leave.” Even if these circumstances occur, the employer must be able to show that the employer made reasonable efforts to place the employee in an equivalent position, including contacting the employee for a year if an equivalent position becomes available.

 

Does the new law specify the type of documentation an employer can require of an employee for this expanded FMLA leave?

No. This would seem to mean that the regular FMLA documentation rules apply, which generally requires an employee to provide certification within 15 days, with allowance for a greater amount of time when circumstances warrant. Regulations may provide guidance on this issue. In many instances, the lack of child care will not be a controversial issue, such as when the employee’s children attend a local school that is closed related to the coronavirus.

What should I do if I have more questions?

Feel free to contact me with any questions. My direct dial is 850-469-3315.
Yours very truly,
Russell F. Van Sickle
For the Firm