March 2021 Newsletter

A Word from our President

President

by – Jonathan Brown-Kruse Corp.

The last of the cold weather is behind us and we are transitioning into spring. Hopefully, warm temperatures will cooperate, and we can get a jump on spring maintenance.

We want to thank Jack Courington with Kasco sales for coming to speak with us last month. We have been invited to join WTI at their meridian campus on the 18th. For a catered lunch and to hear about the services they offer.

Please join us, and do not forget to bring your business cards for the $100.00 drawing.

Please feel free to email or call Jonathan at (316) 633-1235 or Jbrown@krusecorp.comwith any concerns or questions.


KCCA Code Class requirements

  • EVERYONE must have their own ZOOM account. Zoom is a free for the basic user and you can sign up @ zoom.us   
  • To participate & get credit for the code class you must use a device that has a camera on it, like a computer or cell phone. Zoom Participants must remain in site of camera so they can be seen by the proctors at all time. Cannot connect by audio only. Must connect with video.
  • To sign up for our Code classes we are requesting everyone to email Judy to ensure we get the CORRECT email address for you to get registered for the code class, also make sure to spell name correctly. Judy’s email is judykccaassn@gmail.com
  • Payments for the class you sign up for is the Friday before the class, if we haven’t received your payment then we won’t send out the link for the zoom meeting. Price per class is $30 for members & $60 for non-members.
  • Sign-up sheets & evaluation sheets are due back to Judy’s email by the Friday of the class. Example: if class is on 3/23, you must return the sheets by 3/26. If she doesn’t get them returned she will not be sending out a certificate.
  • KCCA payment policy is, if there is a payment for the class and no one shows up there will be NO refund or moving to a different date
  • Form of payments KCCA accepts are cash, check and NOW credit cards. Checks can be mailed to the PO BOX 3004 Wichita, KS 67201 or dropped off @ Fenix (802 W 2nd St N, ask for Shawna), cash can be dropped off @ Fenix (ask for Shawna) and credit card payments please call Shawna @ 316-201-7698 between 9-4, M-F.

All classes below will be instructed by Darrell Bogner via Zoom with proctors

Tuesday March 23rd 2021 5:30-8:30 pm

3 Hour Mechanical Code Class: Scope and Administration out of 2018 IMC

Tuesday April 13th 2021 5:30-8:30 pm

3 Hour Mechanical Code Class: Definitions out of 2018 IMC

Tuesday April 20th 2021 5:30-8:30 pm

3 Hour Mechanical Code Class: General Regulations out of 2018 IMC

Tuesday May 4th 2021 5:30-8:30 pm

3 Hour Mechanical Code Class: Ventilation out of 2018 IMC

Tuesday May 18th 2021 5:30-8:30 pm

3 Hour Mechanical Code Class: Exhaust Systems out of 2018 IMC


KCCA $500 TOOL SCHOLARSHIP
The board revised the Tool Scholarship a little. KCCA wants the employee to be working for the KCCA member for 3 months before they are eligible for the $500 tool Scholarship. So in short the employee or employer need to submit application and proof of graduation from one of our local trade school after the employee has worked for them for 3 months.


February’s General Meeting

Thank you Jake Courington from Kasco for coming in and talking to us about the Infrasave Infrared Radiant Heaters.  SO many different options out there, just have to decide on what you need for the space you have.  CONGRATULATIONS to Rodney Sporleder from Washers Specialties, he was the BIG winner of the $100!


2020-2021 Meetings

March               WTI @ the campus 
April                  Brazing @ BCS (Jim White w/Johnstone will                         be our vendor spotlight)
May                  Code with Stoney 1hour Code CEU
June                 Tom Roberts

This list is subjust to change due to speakers not able to make the date we have selected for them.


Women Bring Needed Talent to the HVAC Industry

For HVAC contractors struggling with the labor shortage, women present a needed solution

Women make up approximately 50% of the Earth’s population. No surprise there. According to the Bureau of Labor Statistics, they held approximately 50% of jobs in the United States of America in 2019. However, women make up just 2% of Americans employed in the HVAC labor force.

Those numbers, especially the final one, show that there is a vastly untapped group of potential employees for the HVAC industry: Women. And as the labor shortage grows even more over the upcoming years as an increasing amount of Baby Boomers retire, contractors will benefit from starting recruiting and hiring women for their company right now.

What Are Women Looking For?

Shelly Matter, director of business development at HB McClure in Harrisburg, Pennsylvania, said that women are looking for a lot of things similar to what men are looking for.

“Something that’s challenging, interesting, versatile, and something that can withstand the test of time,” she said.

Those already in HVAC know that it checks every box on that list. And now the pandemic gives contractors a shining example that shows the HVAC industry as recession-proof. Because of both the labor shortage and its necessity to maintaining safe living spaces, HVAC industry skilled are marketable in nearly every location in the country.

Karen DeSousa, president of Advance Air & Heat Co. in East Freetown, Massachusetts, agreed, saying that many of the women she knew who got involved in the Women in HVACR (WHVACR) organization did so because they were looking for an industry that would allow them to use their minds and hands, while also providing a livable wage and an opportunity for growth. Many skilled trades offer these same benefits, but the amount of innovation occurring in the HVAC industry sets it as apart as a trade especially fitted for those who desire constant learning.

Part of the reason some people, including women, write off HVAC as a career is because they only picture it as working out in the field as a technician. And while the position of technician is perfect for somebody wanting to work with their minds and hands, HVAC offers a far wider swath of career options. Lauren Roberts, president of WHVACR, listed a group of job options at the contractor level: ownership, office managing, accounting, sales, marketing, technicians, and more. There are even more opportunities in manufacturing and distribution.

And for women who believe a career in HVAC might get in the way of successful parenting, Roberts said she has seen many examples of women who are full-time professionals with high-level leadership roles, while still being great mothers.

Recruiting For HVAC

Where should contractors recruit women? Career fairs and trade schools present an excellent option for getting in front of potential hires, both male and female. Contractors could even cooperate with schools, so that students could spend some of their time in the classroom while also receiving in-field training. DeSousa said that can be an excellent way to get to know a student before committing to a full-time hire. Matter explained that collaborating with schools and offering presentations, interviews, and job shadowing opportunities could create more introductions to potential employees. And with the labor shortage, when a competitor down the street is working to get the same up-and-coming technician, having a relationship with industry newcomers will help a contractor secure the hires they want.

That relationship building can happen at a young age, too. Roberts explained that WHVACR has even done grassroots recruiting in elementary schools, ensuring children knows that there are careers other than office jobs requiring college degrees. Talking with students in middle and high school can accomplish a similar goal.

Onboarding Female Hires

The HVAC industry is predominately male, so onboarding a women onto an all-male team is a possibility that presents unique challenges. At the same time, the key to ensuring the new hire feels welcomed is not so complex.

“We just want to be respected and treated equally,” said Roberts. If contractors are not careful, employees might pass over women’s opinions in team meetings or be at the end of jokes about not being able to lift as much weight as the men or not wanting to get dirty. Even if the jokes are made in good fun, they can unintentionally isolate a woman in an all-male team.

Shelly Matter said the issue isn’t so much about gender as it is about creating a team that is open to diversity and inclusion. If a woman feels isolated because she is the only woman, it is likely that other people could feel isolated too, perhaps for being at a different age or experience level than everyone else, or because they are a different ethnicity.

“Women need to be treated just like anyone else,” she said. “Treated with respect, respected for the knowledge they have, and not looked at any differently.”

Success Stories

Although males make up the majority of employees in the HVAC industry, there is a strong precedent for female success in the HVAC industry. When asked for examples of female success within HVAC, DeSousa said, “So many! How to pick?” WHVACR offers mentorship and networking opportunities for females who have made HVAC their home, and DeSousa remembers one specific woman who signed up to be mentored. The mentee had sought mentorship because she wanted to take over her father’s commercial refrigeration business, and in just a few years, the mentee had significantly grown the business’ revenue, number of employees, and added plumbing to the company’s service offerings.

Lauren Roberts herself started as an accounting assistant at cfm Distributors and, over the course of sixteen and a half years, moved to marketing, then grew into different management roles, finally becoming the executive vice president in 2017. Then, in 2018, at the age of 33, she became president and CEO. The company runs around $42 million a year and has six locations. She can think of many other women who have exploded with success in HVAC.

So if a contractor is looking to hire new talent in a market with a labor shortage, women are presenting a needed solution.


Funny Photos


Do You Know Who You’re Hiring?

You’re looking to bring on a new employee, and your prime candidate looks great on paper — plenty of experience, consistent work history, and ideal professional credentials. But, how much do you really know about the applicant? Before making an offer,
where appropriate, consider checking their background to help you understand who you’re adding to your team.


The cost of the wrong hire
What could go wrong if you don’t perform appropriate background checks on your potential employees? Best case scenario: nothing. Consider these other potential scenarios that could have more severe consequences for your business.
• A driver with a history of serious traffic incidents causes a fatal crash and lands your business in a lawsuit.
• A technician with a significant and serious criminal record stole from a customer’s home, which led to a negligent hiring lawsuit.
• An office worker with poor credit history and access to company finances skimmed money without anyone realizing until months later.

It’s hard to put a dollar amount on hiring a candidate who’s not right for the job — or worse, a candidate who commits a crime against your business or your customers. But HR professionals have estimated costs can reach the hundreds of thousands1. And,
on top of the financial costs, a bad hire wears on management, can hurt team morale, and generally be a drag on company resources.

Writing a policy that fits
A one-size-fits-all background check policy does not exist. If you’re interested in creating a new policy or revamping one you already have, first consider your business’s needs and discuss with your attorney any laws or regulations that may apply to your business in creating such a policy.

Will your employees be driving? If so, consider whether a motor vehicle record (MVR) check might be appropriate. Does drug use affect employees’ safety and performance on the job? Then, where appropriate, consider drug testing. Will your employees be working directly with customers or entering their homes? Where appropriate, a criminal background check could reveal a history
of violent or property crimes. Do you need someone to help handle money or have access to customers’ private information? Where appropriate, a credit check could help you recognize an elevated risk of fraud, theft, or embezzlement. Whatever you decide to do, have your policy reviewed by an attorney to ensure it follows federal and state laws and regulations.


While there’s no guaranteed way to avoid making a bad hire, one thing is sure: it’s always better to appropriately screen job candidates before they join your team.

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