Issue 3 2017

WORKFORCE DEVELOPMENT ISSUE

Family Atmosphere Key at Shoreview

Molnar Prioritizes Employees

Levy Carries on Tradition of Quality

S O U T H E A S T

MICHIGAN CONTRACTORSM e r i t S h o p N e w s f ro m t h e S o u t h e a s t e r n M i c h i g a n C h a p t e r o f A s s o c i a t e d B u i l d e r s a n d C o n t r a c t o r s

ContentsABC-SEMI STAFFPRESIDENT/CEO Keith Ledbetter kledbetter@abcsemi.org

VICE PRESIDENT OF WORKFORCE DEVELOPMENT AND EXTERNAL AFFAIRS Mickey Mortimer mmortimer@abcsemi.org

DIRECTOR OF EDUCATION Tina Plowman cplowman@abcsemi.org

DIRECTOR OF MEMBERSHIP AND SAFETY John Manor

EDUCATION/FINANCIAL SPECIALIST Grace Bonventre gbonventre@abcsemi.org

COMMUNICATION SPECIALIST Ashley Weaver aweaver@abcsemi.org

2017 BOARD OF DIRECTORSCHAIR Robert Clancy, Robert Clancy Contracting, Inc.

VICE-CHAIR Dominic Maltese, DJ Maltese Construction, LLC

TREASURER William Molnar, Wm. Molnar Roofing Co, Inc.

CHAPTER SECRETARY Dave Sheffield, Onslow-Sheffield, Inc.

DIRECTORS Thomas Campbell, Campbell Ind. Contractors, Inc.

Dale Belsley, The Summit Co., Inc.

James Struble, RCI Electric

Kurt Siebenaller, Uhy, LLP

Cort Niemi, Lake Agency, Inc.

Drew Maltese, D.J. Maltese Construction Corp

Dave Pytlowany, AIS Equipment

Frank Mamat, Foster, Swift, Collins & Smith, PC

Perry Merlo, Merlo Construction

STATE BOARD MEMBERSABC-MI SECRETARY/TREASURER David Sheffield, Onslow-Sheffield, Inc.

BOARD MEMBERS Rick J. Jackson, Jackson Associates, Inc.

William Molnar, Wm. Molnar Roofing Co., Inc.

NATIONAL BOARD MEMBERSRick J. Jackson, Jackson Associates, Inc.

Perry Merlo, Merlo Construction Co., Inc.

James Struble, RCI Electric

2017 CONSTRUCTION EDUCATION TRUSTCHAIRMAN Rob Molnar, Wm. Molnar Roofing Co., Inc.

VICE CHAIRMAN Cameron Freeman, Technical Hot & Cold

SECRETARY James Struble, RCI Electric

MEMBERS Rich Alanskas, Tradesman International

Luke Beach, Independence Commercial Construction, Inc.

04

07

1102 Attracting and Retaining

Employees…How’s That Working for You?

03 MichiganConstruction.com

04 Molnar Roofing Makes Workforce Development Priority

06 ABC SEMI News Briefs

07 Bright Future Starts With a Tradition of Quality at Douglas Electric

10 IBEW Brags About Killing Construction Jobs

11 Family Atmosphere Key to Success at Shoreview Electric

Contact Information

ABC-SEMI Office 248-298-3600 31800 Sherman Avenue Madison Heights, MI 48071

Advertising & Design Provided By

Design & Layout Spencer Seastrom spencer@llmpubs.com

Sales Representative Nicole Gardner nicole@llmpubs.com

LLM PUBLICATIONS 503-445-2220 | 800-647-1511 www.llmpubs.com

SEMCA Office 248-298-3600 31800 Sherman Avenue Madison Heights, MI 48071

2 Associated Builders and Contractors, Inc.

Attracting and Retaining Employees… How’s That Working for You?

During the economic downturn, it was projected that companies who treated their employees fairly

would retain their employees. With a tight job market, employees stayed put. Now that the economy has picked up, dissatis-fied employees are seeking new opportu-nities in record numbers. Is your company attracting new or replacement talent? The benefits you offer may be the tipping point in deciding whether to work for you versus your competitor.

To keep premiums down, deductibles and cost-sharing had to be increased, resulting in significantly more out-of-pocket for employees. 62% of Americans have less than $1,000 in their savings account. It is no wonder 30% of employees say financ-es keep them awake, which leads to less productivity.

The impact of the economic downturn has resulted in increased interest from em-ployees wanting to protect their income and their loved ones. Perhaps you know someone or have had a seemingly healthy employee earning a decent income one day, then either passing away suddenly or becoming disabled and unable to earn an income. The family is then left to both dealing with their loss and scrambling to make ends meet.

According to the MetLife Workplace 2016 study, 91% of businesses with 2-99 employees are not offering financial education information. And only 78% of those with 100-4,999 do so. Employers have an opportunity to close that gap.

Employee benefits are critical to attrac-tion/retention, productivity and employee satisfaction. With the focus on healthcare reform changes and challenges the past few years, it is easy to lose sight of other valuable protections. Health benefits top the list of essentials for all ages. Genera-tions that are the least financially secure value their benefits the most.

Depending on your group size and particulars, you can structure these to be entirely employee-paid, employer-paid or a combination of both. Some plans can even be implemented where the company pays for the management portion, offering a different level for employees.

About the Author: Leslie Loftus is a partner in Veritas Benefits Group, a subsidiary of Guy Hurley in Troy, Michigan. Leslie is a licensed Heath Insurance Counselor whose expertise is strategic advisory services for group employee benefits. The Veritas’ team is certified in healthcare reform through the National Association of Health Underwriters.

EMPLOYEE BENEFITS

LESLIE LOFTUS Strategic Advisor for Employee Benefits, Veritas Benefits Group LLC

Benefits Purpose / Comments Types

401 K or similar

Savings vehicle Varies by corporate structure

Dental Insurance

Advantage is a discounted rate for dental services when using a dental network

Untended dental issues can cause major health issues and unnecessary missed time from work

Can be employer and/or employee-paid

Policies vary with usually $1,000 of annual expense per person, 100% cov-erage for preventive services, and 80% for services such as fillings. Orthodontia is optional

Life Insurance

Pays a lump sum in the event of death of the insured. Provides income to family members for expenses. Accidental death and dismemberment can provide benefits for loss of limbs/sight, etc

Can be employer and/or employee-paid

Group policies typically offer better rates than individual policies and have some guaranteed issue amounts without health questions. Amounts offered vary depending on your group’s demographics such as age, income and job description

Disability Insurance

Could also be referred to as “paycheck insurance.” Protects your income when unable to work from off-the-job injury or accident

Health insurance does not cover loss of income

Can be employer and/or employee-paid

Short Term Disability: Benefits begin after a specified waiting period and pay for three to six months usually at 60% of weekly income amount Long Term Disability: Benefits begin after a specified waiting period (can follow short term) and pay up to retirement age usually at 60% of monthly income

Accident Insurance

Pays a specified amount to help cover out-of-pocket expenses such as emergency room fees, deductibles and co-pays

Usually offered as employee paid

Some policies reimburse for healthy behaviors, such as getting an annual physical or wellness exam

Identity Theft

Can monitor bank accounts, credit cards, web activity, email and social security number distribution

Usually employee paid

Policies can include access to legal services as well as identity restoration guidance

Top Must-Have Benefits in Order of Importance from the Metlife Study

It is important to note that health insurance does NOT cover any of these

Southeast Michigan Contractors Issue 3 2017 3

MICHIGAN CONSTRUCTION

Building Michigan’s Next Generation Construction WorkforceBy Brindley Byrd

Leaders in Michigan’s construction industry recognize the critical need to attract and develop the next

generation of construction talent. The construction workforce development pipeline is broken. The industry needs the best and brightest pool of candidates to enter Michigan’s construction workforce.

While addressing the workforce needs of his membership, Dan DeGraaf, chief ex-ecutive officer of the Michigan Concrete Association, knew that for any workforce program to be successful, the entire industry had to unite.

“Starting back in 2015, we began devel-oping the MichiganConstruction brand for the whole industry to show how cool it is to work in construction,” says DeGraaf when asked how this campaign got started. Michigan has many great training programs, but to compete with manufacturing and health care we needed a centrally focused effort to drawing indi-viduals into them.

The MichiganConstruction campaign was launched in April of 2016 with the release of the first of three high-quality television commercials and the MichiganConstruction.com website.

The MichiganConstruction campaign has three main objectives:

1. Unite the entire construction industry under a single brand that promotes unity and pride amongst the vast array of construction companies.

2. Promote a positive image of the construction industry in Michigan through an aggressive image branding campaign.

3. Simplify the way individuals find and connect to the many job, training and education opportunities in the construction industry.

In its first year, the MichiganConstruction brand has been seen over 37-million times through a mix of TV commercials, web-based digital display and video pre-roll along with Facebook posts. The MichiganConstruction.com website saw a peak of 4500 unique visitors in our highest month and has connected direct-ly with almost 700 people looking for construction jobs, education, training or career information.

The amount of interest generated by the MichiganConstruction campaign required the creation of the Michigan Construction Foundation in April of 2017. Formed as a 501(c)(3), the Michigan Construction Foundation looks to engage construction employers, educators, training providers and other community organizations.

By engaging with MichiganConstruction, stakeholders throughout the state’s Mich-igan’s workforce development system can help drive the solutions to Michigan’s construction workforce shortage and grow the MichiganConstruction cam-paign to a movement.

BRINDLEY BYRDExecutive Director

Michigan Construction

Foundation

4 Associated Builders and Contractors, Inc.

Molnar Roofing Makes Workforce Development PriorityMerit Shop Focus On Careers Not Jobs

His father may be the company founder, but Rob Molnar began his career with Molnar Roofing at

the ground level.

“I started picking up nails in the yard in elementary school,” Molnar said with a laugh. “But, graduated to operating ground equipment by junior high. I was the guy on the ladder running up tools and supplies. I learned early on the value of a hard day’s work and never forgot that everyone has to earn their way.”

He’s done that and then some. Molnar is now vice president and CFO of the Hale Street based roofing contractor in River-view, MI. He assists his brother, William B. Molnar, Jr., president of Molnar Roofing, with the day to day management and estimates and project management. As a roofing contractor, workforce devel-opment and retention is high on Molnar’s list of things most important in running a successful company. His philosophy embodies making his employees the largest investment for the long-term success of Molnar Roofing.

“The biggest challenge we face is making sure we have a skilled workforce available for our clients,” Molnar said. “We invest a great amount in the training and skill advancement of our team here. Unlike many contractors, we have never laid off our employees when work gets slow. We have expectations of our crew to do their best every week. I feel that they should have expectations that we as a company are going to do right by them every week as well.”

It has been that type of philosophy that Molnar has built a stellar reputation upon and commitment to quality and maintaining a skilled, well-trained and safe workforce on their projects. Molnar works closely with ABC SEMI and serves as Chairman of their Southeast Mich-igan Construction Academy (SEMCA),

which provides training in many facets of construction. Molnar even offers tuition reimbursement for their employees who qualify and want to improve upon their skill set and better themselves in and outside of the industry. Molnar’s com-mitment to training went the extra mile when ABC Board Member, Jim Struble asked him to consider becoming chair-man of SEMCA.

“The biggest challenge we face is making sure we have a skilled workforce available for our clients.”

Southeast Michigan Contractors Issue 3 2017 5

“Well, when Jim Struble asks; you know it is something important,” Molnar admitted. “We were committed to seeing our training academy become a success and it didn’t take us long to realize that with a little bit of leadership and structure, SEMCA was going to be at capacity with new students. And I am proud to say that we currently are, and will be, adding even more classes for our students in the future.”

And add classes SEMCA did, with the major renovation to ABC SEMI headquar-ters four additional classroom spaces and bathroom facilities were added and the cost for the project was completely paid for with existing tuition revenues, gen-erous contributions from membership and a sizable gift from Molnar Roofing. The new training wing proudly bears the name of his grandmother, Genevieve, whom provided financing for his father to grow the business.

“My grandmother believed in my father so much that in the late 90s when he wanted to expand and purchase a larger building, she found a way to help,” Molnar said. “She always wanted others to be happy, and although she normally helped by donating her time to heart-felt causes, this time she helped with a $50,000 loan. My brother, Bill, Jr. and I decided to honor her with a donation to the expansion naming the new training wing in our grandmother’s name.”

In addition to Molnar Roofing, Molnar is a principal shareholder in National Metal Sales and Flo-Aire Heating and Cooling.

6 Associated Builders and Contractors, Inc.

NEWS

New Membership and Safety Director Joins ABCWe are excited to welcome John Manor to the ABC of Southeastern Michigan team. John will be joining us as our new Director of Membership and Safety. He is a graduate of Michigan State Univer-sity and has a diverse background in the trades. He started his career in marketing, advertising and public relations prior to working for over a decade in the Michi-gan Legislature. John is an avid hunter, camper and outdoorsman. Born and raised in Monroe, MI, he is married and has two children. Welcome, John!

SEMCA Graduates 37 Fourth-Year StudentsThis year’s graduation ceremony and rec-ognition dinner ran flawlessly as friends, family and coworkers gathered at Club Venetian to formally recognize SEMCA graduates. SEMCA’s graduating class of 2017 consisted of 37 students; one of our

largest classes to date. These graduates have worked diligently and continuously for three to four years to get to where they are today. Congrats SEMCA class of 2017!

Ledbetter Interviewed on Beckmann ShowThis past May, president and CEO Keith Ledbetter was interviewed by Frank Beckmann on Detroit’s WJR. The inter-view brought to light the IBEW’s unethical tactics to try to put non-union companies out of business. To listen to the full-length interview, visit tinyurl.com/y8pfyl8h.

Nearly 100 Members Attend Clay Shoot ABC SEMI kicked off the summer by hosting a clay shoot at the Detroit Gun Club. Nearly 100 individuals joined ABC SEMI for an opportunity to network and support our chapter. Many memories were made and laughs were shared as those who attended were able to shoot clays and win ABC SEMI gear in a raffle.

ABC Members and Emerging Professionals Enjoy Riverboat CruiseABC’s general membership and their Emerging Professionals group enjoyed a riverboat cruise in Mount Clemens, MI. This event sent EP members sailing down the Clinton River on the Clinton Friend-ship riverboat. Individuals enjoyed a night of drinks, dinner and dancing. The night ended with a finale of fireworks and fired up members. Thanks to all who attended.

ABC Hires CMU Grad for Communications RoleABC SEMI is also thrilled to welcome Ashley Weaver as our new communications specialist. Ashley is a very recent graduate of Central Michigan University, majoring in public relations and minoring in jour-nalism. Throughout her college career, she took part in many extracurricular activities and internships including working as a reporter, graphic designer and social media strategist in Mount Pleasant, MI. Born and raised in the small village of Fowlerville, MI, Ashley enjoys the outdoors. She also has an avid interest in gymnastics/coaching, kaya-king and is known to be a thrill seeker.

Emerging Construction Professionals Schedule September Tigers OutingThe Southeast Michigan Chapter Emerg-ing Professional Group is headed to a Detroit Tigers Game on September 14. ABC has 60 tickets available on a first-come, first-served basis. You may register in advance by contacting Ashley Weaver at aweaver@abcsemi.org.

The Emerging Professionals program provides young leaders in the construction industry the opportunity to network and build relationships with peers, industry experts and association leaders across the region and to learn different perspectives from diverse trades. For more info, contact Keith Ledbetter at kledbetter@abcsemi.org.

ABC SEMI News Briefs

6 Associated Builders and Contractors, Inc.

Southeast Michigan Contractors Issue 3 2017 7

A professional, yet bubbly temperament married with a strong sense of perseverance gives Paige Levy the tools she needs to be a successful business woman in a male-dominated industry. As president of Douglas Electric, Paige exemplifies a new and energetic generation of company leadership.

“I cringe at the notion that we are a great “female-run” company,” Levy states. “It’s not about the owner-

ship—the company is great on its own. I am proud of the work we do and the team that we have here is second to none, that’s what sets us apart. I learned early on what it took to be a success and to understand this industry from the inside out, that is my foundation. The fact that I am a woman is really not important to our clients, it is the quality of the work we do that they are concerned about.”

Levy’s father, Douglas Cryderman, founded Douglas Electric in 1975 and built

a stellar reputation of being a dependable, quality, family-owned firm. In the spring of 1999 that commitment was tested when the Cryderman family experienced personal tragedy with the untimely death of the youngest daughter in a plane crash. Doug’s duties to his family abruptly forced him to turn his focus from Douglas Electric and put the company and its employee’s future entirely in Paige’s hands.

“Many people have asked me was it a tough decision to decide to run this company—honestly, no, it wasn’t. I had too many friends and family here depending on Douglas Electric for their future not to.”

Breaking down all aspects of the company in order to help build it up, Paige is working on making sure all the interworking parts of Douglas Electric are running as they should. Although Levy is proud of the reputation and success Douglas Electric has had in the past, she is more concerned and laser-focused on what changes need to be made in order for them to compete and succeed in the future. Growing, redefining and expanding the company’s workforce is the direction Paige wants to take Douglas Electric.

Bright Future Starts With a Tradition of Quality at Douglas Electric

Levy Sets Tone for Company’s Future Workforce Development

continues m

DOUGLAS ELECTRIC

St. John’s Episcopal Church, Detroit, MI

8 Associated Builders and Contractors, Inc.

DOUGLAS ELECTRIC

“I am certain we could do five million more a year if we just had a few more journeymen,” Levy said. “We turn down work all the time because we don’t. This is not just a challenge for Douglas Electric, but the entire industry is facing a shortage of qualified candidates for electricians. That is why we value our relationship with ABC so much.”

Levy has been very supportive of the ex-pansion of electrical programs for ABC’s training facility, the Southeast Michigan Construction Academy (SEMCA). She is very excited and optimistic that it will become a strong conduit for trained professionals for her company and others to choose from. But, she relies on word-of-mouth and recommendations from her current staff on if someone will truly be a good fit for Douglas Electric.

“Who would know better than your project managers, if a journeyman has the right skills, and just as importantly, temperament to work for your company,” asked Levy. “If I had to work with someone every day, I would want them to share the similar values and morals we’ve instilled in this company over the years. When you get behind the wheel of one of our work trucks, that name on the side is what people remember—did you make a positive impression and work in a courteous fashion? I hope so, if you want a home here.”

While taking a tour of the facility it is easy to see the meticulous attention to detail that Paige has. Passing by employ-ees who have nothing but good things to say about Paige and her leadership leaves visitors with a sense of respect Douglas Electric and the woman who keeps it a well-oiled machine.

Family is of the upmost importance to Douglas Electric. Paige treats her employ-ees around the conference table no dif-ferent than her family around the dinner table. Getting to know her employee’s families on a personal level is one bullet point on a long list of reasons they love working at Douglas Electric.

n continued

Southeast Michigan Contractors Issue 3 2017 9

Douglas Employee Nick Matzo Passes Journeyman ExamDouglas Electric encourages their electricians to attend ABC’s four-year apprenticeship program. The company puts a priority on investing dollars and time into its employees.

Recent graduate of Southeastern Michigan Construction Academy, Nicholas Matzo has been a valued employee of Douglas Electric for three years now because of his skill set, mentality and willingness to learn. Matzo is a family man which is why he fits in so perfectly within the Douglas Electric family. With three children of his own, Allison 14, Andrew 12, Annalise 10, Nick Matzo knows a thing or two about being a family man.

“I did it for my kids,” said Matzo. “It is personally important to me to show my kids that even though I didn’t go to college right out of high school I came back and made something of myself. I want this to be a lesson for my children.”

Upon passing his journeyman’s exam before the end of his four years of school, Matzo was waiting in ABC SEMI president and CEO Keith Ledbetter’s office to share the good news. Simply passing the test he had spent the last three and a half years preparing for wasn’t enough; Nick finished out the remainder of SEMCA’s aca-demic school year so he could say he finished what he started.

10 Associated Builders and Contractors, Inc.

These last couple of years have been very good for electrical construction in Southeast Michigan and especially in Local 252. We made it through the “Great Recession”, which felt like a depression and we are now seeing construction booming in res-idential, commercial and industrial building across the country and most importantly in Southeast Michigan.

The IBEW and the National Electrical Contractors Association recently released the latest Market Share numbers for Local 252. This speaks volumes about the work going on in 252 and the strategy that has been taking work away from the non-union and making sure our contractors are doing the work. Our Market Share had been falling in the recent past to a low of 64% (which is still higher than most Locals in Michigan) in 2013 and the recently released numbers show a dramatic gain to 75% or an 11% gain. This means hours worked by all of us.

Local 252 has used a strategy of aggressive targeting of jobs being bid by non-union contractors; our Market Recovery Agreement for small commercial jobs; bringing the best electricians that non-union contractors have into Local 252; and last, but not least, “Salting” non-union contractors attempting to work in our area. This overall strategy has led to a 100% increase in the number of Residential electricians and apprentices in Local 252 and to a lot of heartache for the non-union contractors trying to work in our area.

We have crippled Service Electric, Masson's Electric and Schneider Electric through stripping and targeting and this has led to our contractors taking entire subdivisions and contracts away from them. Bruton Electric in Jackson has taken it on the chin as we have cut their profit margin down and stripped their best workers leaving them with very few skilled electricians and an otherwise untrained workforce that will fail in the near future. The biggest success story has been against Gaylor Electric, a 1000 man non-union contractor from Indiana that came to Washtenaw County in 2015 looking to find an office and begin working in South-east Michigan including at the University of Michigan.

Gaylor Electric undercut our contractors on the Packard Square project by half a million dollars after we targeted the job for 36,000 hours. We quickly changed tactics and encour-aged anyone that had interest in becoming an organizer to apply for work at Gaylor Electric and begin “salting” for Local 252. We were able to plug 5 Local 252 electricians into Gaylor Electric and they were able to provide information about the job and company to the Local and they were able to talk with

and encourage those electricians on the job to sign represen-tation cards and have an election to become IBEW.

Local 252 was able to provide information to the City of Ann Arbor about how Gaylor was cheating and even got the job

“Red Tagged.” Information about black mold that was being hidden by the GC was made public by Local 252 and several

“stop work” orders ensued. We began picketing because of all of the unfair labor practices that Gaylor was illegally commit-ting and eventually the project shut down.

Gaylor Electric is facing 37 Unfair Labor Practices and must appear in Federal Court in April, they are owed over a million dollars by the Packard Square developer and the project went into receivership. Gaylor has stated under oath in Federal Court that they are not bidding nor plan to bid any more jobs in Michigan. This project was awarded in receivership to McKinley Properties and one of our contractors will be finish-ing the Packard Square project.

Our Market Share is key to wages and benefits in the IBEW. As we have all seen in the COMET program, those areas with high Market Share have high wages and good benefits. Local 252 has the highest wage package in the State of Michigan and that is in large part because we have the highest Market Share in the State. We will see another $1.50 wage increase this summer with the last year of our current contract, bring-ing the three year total increase to $4.50 and the Trustees of the fringe benefit plans are working hard to improve our pension and health and welfare plan designs. This dramatic improvement in Market Share is but the beginning of an upward shift because of the overall strategy that Local 252 has been using.

The Economic Forecast looks good for Southeast Michigan and we see many projects that are on the horizon and many that are starting soon. Our Market Share and hours being worked are rising fast and we are all very busy.

KEEP UP THE GOOD WORK BROTHERS AND SISTERS!

Yours in solidarity,

Tim Hutchins Business Manager IBEW Local 252

The State of Our Union

Brothers and Sisters,

International Brotherhood of Electrical Workers Local NO. 252, 7920 Jackson Rd., Suite A, Ann Arbor, MI 48103 Tim Hutchins, Business Manager Mike Cox, President

11

SHOREVIEW ELECTRIC

continues m

Shoreview Electric is a family-owned commercial contracting company headquartered in Clinton Township,

MI. They employ roughly three dozen people and serve as a textbook case of a construction company that attracts strong talent in the skilled trades and enjoys an impressive track record of re-taining employees for the long haul.

Managed by the Puma and Doran families, company leadership proudly boasts that they don’t ever recall losing an employee to a competitor. Some employees have left to other industry fields, but none have left to seek greener pastures doing the same work for someone else. And that’s not by accident.

To discover the keys to success, one must first look back at the company’s history. Founded by Harry and Mary Puma in 1966, what began as a one-man operation has flourished over the years, with high profile work on such venues as the Palace of Auburn Hills, Macomb Community

College, DTE Music Theater and the Henry Ford Estate.

Shoreview credits much of their success over the last 50 years to a culture cen-tered around family. Harry and Mary Puma brought their two sons, Kevin and Steve, along with their daughter, Debbie (Doran), into the business as it was growing. Debbie’s husband, Rich Doran, is a project manager and rounds out the leadership team at Shoreview.

“Family atmosphere is pervasive in all aspects of what we do here,” explained Shoreview President, Kevin Puma.

“There’s a key philosophy at our founda-tion: treat employees like family.”

The company does this in a myriad of ways, but it often includes hosting com-pany-sponsored events like golf outings, Tigers and Pistons games, holiday parties and even trips up north with their em-ployees. Shoreview management has a holistic view of what it takes to maintain a strong workforce.

Many construction companies are being crippled today by losing key employees to competitors that promise to pay a couple bucks more an hour. In a white-hot labor market, losing important workers means a contractor can’t complete lucrative projects in a timely basis or bid on prized upcoming work. Those missed opportu-nities cost much more than the small pay raise the employee left for.

“Good business practices in today’s economy means not risking the loss of key personnel by failing to make the right investment in them,” said project manager, Steve Puma.

In addition to occasional social activities for their employees, Shoreview provides competitive hourly pay and generous healthcare coverage. They place a premium on workplace safety, training of appren-tices at ABC, exceptional organization and cleanliness in the shop area and an intrigu-ing mix of electrical projects which helps drive away the doldrums that are inevita-ble during every day work. Their projects include municipal buildings, schools, medical facilities and properties owned by Palace Sports and Entertainment.

11

Family Atmosphere Key to Success at Shoreview Electric

CJ Barrymore’s Roller Coaster

Rochester College Gymnasium

12 Associated Builders and Contractors, Inc.

SHOREVIEW ELECTRIC

Shoreview’s most interesting and intrigu-ing project was installing the new center scoreboard and ribbon boards around the interior of the Palace. In the process, they installed hundreds of miles of electrical wire and fiber optics so that fans could be entertained by electronic messages and flickering lights throughout the venue to stoke the home team crowds.

What’s also notable around the Shoreview offices is the camaraderie, good will and teamwork that exists among the management group. You would expect to sense the normal dissention between coworkers, or worse yet, family members who work together. Instead, you notice smiles and an unexpected warmth shared between them. They credit part of that continued aura to an important rule: avoid discussing business at family functions.

In a separate private interview, Rich Doran was effusive in his praise about the leadership of Kevin Puma. While Kevin may be seen from outsiders as a quiet guy, he is credited for being a strong leader that sets the tempo and culture of the successful Clinton Township business. In addition to his normal management functions, Kevin is responsible for bids and estimating at Shoreview.

Shoreview Electric appears to have found the elusive and important key in employ-ee attraction, training and retention.

“Treating everyone like family has been key to our success,” concluded Debbie Doran.

Shoreview’s Doran Represents ABC SEMI at Craft ChampionshipsRick Doran of Shoreview Electric competed in an all-day skills competition as well as competed against fellow third- and fourth-year students on a comprehensive written exam to determine who

would represent the ABC chapter at the national Craft Championships as the top electrical ap-prentice in the region. Rick was part of nearly 200 apprentices who participated in the national

skills competition in Florida.

Doran began work at Shoreview, cleaning up the shop and washing the work vans when he was just 15 years old. But, his path into the construction industry was anything but typical. After high school, he attended Rochester College and graduated in 2012 with a Bachelor’s Degree in Business Management and Human Resources. After an internship at Bass Pro Shops, he realized that office work wasn’t for him. Thus began his career as an electrical

apprentice. Rick recently graduated from the Southeast Michigan Construction Academy and is excited about a long career at Shoreview.

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Southeast Michigan Contractors Issue 3 2017 13

PRSRT STDU.S.POSTAGE

Jefferson City, MOPERMIT 210

ABC SEMI Office

31800 Sherman Avenue Madison Heights, MI 48071 248-298-3600