roofing florida - december 2015

A Publication of the FRSA ◆ Florida’s Association of Roofing Professionals

December 2015

Are maintenance Workers exempt from construction Licensure?

Underlayments – Then and Now

Witness Statements and OSHA Inspections

reducing Falls While Installing roof Sheathing

The Importance of Quality General Liability Insurance coverage

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New Hire Information You Need to Know16

Team FRSA – Taking Great Strides in the Battle Against Cystic Fibrosis

11

ASSOCIATIO

N

For display advertising inquiries and all feedback including Letters to the Editor and reprint permission requests (please include your full name, city and state) contact Lisa Pate at:

[email protected] (800) 767-3772 ext. 157RFM, PO Box 4850 Winter Park, FL 32793-4850View media kit at: www.floridaroof.com/roofing-florida-magazine

A Publication of the FRSA ◆ Florida’s Association of Roofing Professionals

FRSA Executive Director, Lisa Pate, CEM ◆ Editor

Any material submitted for publication in ROOFING FLORIDA becomes the property of the publication. Statements of fact and opinion are the responsibility of the author(s) alone and do not imply an opinion or endorsement on the part of the officers or the membership of FRSA. No part of this publication may be reproduced or transmitted in any form or by any means, without permission from the publisher.

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ROOFING FLORIDA (VOL. 6, NO. 12), December 2015, (ISSN 0191-4618) is published monthly by FRSA, 7071 University Boulevard, Winter Park, FL 32792. Periodicals Postage paid at Orlando, FL. POSTMASTER: Please send address corrections (form 3579) to ROOFING FLORIDA, PO Box 4850, Winter Park, FL 32793-4850.

Are Maintenance Workers Exempt from Construction Licensure?

6Witness Statements and OSHA Inspections8

The Importance of Quality General Liability Insurance Coverage

9

Underlayments – Then and Now12

Reducing Falls While Installing Roof Sheathing

18

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Merry Christmas and Happy New Year!

From the FRSA Staff To You and Yours!

www.floridaroof.com 5

It’s hard to believe that we’re almost at the end of another year. It seems like just yesterday the big topic of discussion focused on what the new millennium would bring and how much would change in the year 2000. Luckily, we all sailed through it just fine.

As we prepare for the new year, FRSA is putting the finishing touches on a couple of items that will launch in January. Most notably will be the changes to the magazine. Staff and a small group of media

specialists have redesigned the magazine, which will include a new name, look and content. In keeping and promoting the FRSA brand, which is so well recog-nized throughout the industry, the publication name will change to Florida Roofing Magazine. Content will focus on roofing re-lated and technical articles in an easier-to-read font and include more pictures and a cleaner format.

The magazine will be avail-able in print and digital format and articles will be stored on the web for easy reference and access. Advertisers will also ben-efit from this new format, where digital links will direct readers to advertiser’s websites. For those advertisers who contract for an-nual insertions (12 full page color ads), logo links will be added to the FRSA website as a premium advertiser.

Joining the FRSA team as one of the sales representa-tives for Florida Roofing Magazine is Heidi Ellsworth, who brings with her 25 years’ worth of industry experi-ence, knowledge and contacts. Heidi’s background (see page 22) is in marketing and social media and, together with staff, she will work to add more benefits and expo-sure to the magazine and FRSA.

In the coming year you’ll also notice some new fea-tures on the FRSA website, www.floridaroof.com. Staff have been busy compiling, updating and adjusting the website, giving it a cleaner more modern feel and look.

Currently there are features on the website that most members don’t know exist because they are difficult to find. Who knew we had a section where you can personal-ize your member listing? Or that there is a calendar where industry events, affiliate meetings and FRSA seminars and events are listed? The section for current industry news will be expanded, the “Members Only” section will be easier to read and navigate, and pages will contain less text and larger fonts.

Convention posters have been printed and are in the mail and the Convention Committee will finalize details next month. Expect to see brochures by mid-Febru-ary. Plans include the highly successful and expanded Welcome Reception, a revised S.T.A.R. Awards Program, continuing education classes that will focus on the man-datory hours needed for contractor license renewals, and an expanded expo floor.

Congratulations to the FRSA Educational and Research Foundation on funding their first major industry-related research project! Spear-headed by FRSA Member and Foundation Chair Mike Silvers, CPRC and FRSA Director of Technical Services, Mark Zehnal, CPRC, the Foundation was able to do-nate $40,000 to the University of Florida for a study on the effect of sealed attics in Florida. Thanks to those members who contrib-uted to the Foundation and the Endowment to make this dream a reality.

The Foundation has also formed the Worker Training Subcommittee that met last month to develop a training program for foremen, superinten-dents and technicians. Tentative plans are to have multiple com-ponents which will include classroom instruction, an online

tutorial, and hands-on training. For many of us, this pro-gram can’t come soon enough, as we are already having difficulty finding good employees.

In closing, I would like to wish all of you a Blessed Merry Christmas and a Happy New Year! Take a few min-utes out of your hectic holiday schedule and celebrate all that you have been blessed with.

A Look in the Mirror as We Race into 2016

Donnie HarpFRSA President

FRSA President Donnie HarpImperial Roofing of Polk County – Winter Haven

Donnie Harp ◆ President’s Column

6 ROOFING Florida December 2015

Here is what you can do to try to pre-vent this:

1. Contact your area Florida legislators (not members of Congress, but Florida senators and representatives)Ask them to oppose this exemption found in HB 535 by Dane Eagle (R-Cape Coral) and SB 704 by Travis Hutson (R-Palm Coast). Tell them that you think it is the Legislature’s job to watch out for the safety of apartment tenants. Tell them that you think it is NOT the Legislature’s

job to help commercial businesses cut corners at the expense of tenants who include:

♦ Police officers, first responders, school teachers ♦ College students (the children of so many Floridians)

♦ Military personnel stationed in Florida ♦ Veterans with health needs or rebounding from homelessness

♦ Disabled persons who live in specialized rental communities

♦ Elders who winter in Florida (and contribute greatly to our economy)

2. If you are a member of your local Chamber of Commerce, contact them and make it very clear that you believe they should NOT support this legislation.Representatives of local and state level Chambers of Commerce have spoken to legislators in support of this exemption at the request of apartment managers and owners. These Chambers of Commerce should do their homework first to know their own membership (that includes YOU) and know better than to take a position when some of their members oppose something. Since they apparently will not do their own work, you need to actually tell them not to support this. If they say something like “we did not know anyone opposed this,” please tell them they would have known if they knew their membership and just asked before speaking. You may also want to consider long and hard whether to keep your Chamber membership.

3. Contact your local building department and ask them to oppose this.If your local government is one of the few that has cre-ated a local license for these apartment maintenance

Cam Fentriss ◆ FRSA Legislative Counsel

Last year the HVAC and plumbing contractors battled legislation to give apartment maintenance workers an exemption from construction licen-sure when performing certain HVAC or electric water heater maintenance and repairs.

You may ask why we care if this affects HVAC and plumbing but not roofing. Well, I can tell you that I am 100 percent sure that the people pushing this (apartment managers and owners) in-tend this to be a first step. I am certain that what follows is roofing, electrical, pool, structural, and any other maintenance and re-pair work that they can rig up using low cost entry level employees.

In addition, it is very likely that some of this HVAC and plumbing maintenance and repair work will im-pact the roofing for these structures, and there is great risk that the apartment managers and owners would try to pin damage on you, rather than their own work-ers (in their view, a claim against your GL policy is better than a claim against theirs).

To create the appearance of legitimacy (and prob-ably to give politicians some cover), the exemption is available only to those maintenance workers who complete a national apartment association course con-sisting of “90 hours of courses or online content that covers electrical maintenance and repair; plumbing maintenance and repair; heating, venting, or air-con-ditioning system maintenance and repair; appliance maintenance and repair; and interior and exterior maintenance and repair.” This course work is not nearly enough to qualify a worker to perform HVAC or water heater repairs correctly and safely without supervision of a truly licensed contractor. It also is not enough training to qualify workers for the types of licensed work that would be very attractive for ex-pansion of the exemption. I am confident that roofing would be high on the list.

You may be wondering how this terrible proposal could possibly pass the legislature and become law. Well, it’s all about politics. And those politicians who are happy to help make this happen can justify their votes in support by claiming this is all about “less government” which is good for business. For those legislators, it is unfortunate they feel a need to act like robots feeding off campaign contributions and that they think we cannot tell the difference between their responsibility to protect people and their desire to please a lobbyist offering campaign help.

Are Maintenance Workers Exempt from Construction Licensure?


workers and they say this exemption would not ap-ply to them, please let them know that is probably not correct. The apartment managers and owners are not going to spend thousands and thousands of dollars supporting politicians to pass a law that would only apply in a few counties (or to just a couple of types of maintenance and repair) – they intend for this exemp-tion to apply to every type of work and everywhere in Florida.

If anyone you contact tells you it is too late to stop this, please know that is absolutely not correct at all. The legislative session is scheduled to begin January 12, 2016 and end on March 11, 2016. Between now and then, this exemption can very easily be removed from HB 535 and SB 704 without stopping or slowing any of the other changes proposed in the legislation.

–RFM–

Anna Cam Fentriss is an attorney licensed in Florida since 1988 representing clients with legislative and state agency interests. Cam has represented FRSA since 1993, is an Honorary Member of FRSA, recipient of the FRSA President’s Award in 2002 and received the Campanella Award in 2010. She is a member of the Florida Building Commission Special Occupancy Technical Advisory Committee, President of Building A Safer Florida Inc. and past Construction Coalition Chair (1995-1997).

Doug Lanier, President and Owner of Collis Roofing Inc., Longwood, re-cently qualified for one of the state roofing industry’s most prestigious titles, Certified Professional Roofing Contractor (CPRC) under a program sponsored by the Florida Roofing and Sheet Metal Contractors Association (FRSA).

Doug has successfully fulfilled strict qualification requirements including examination, financial, and both per-sonal and professional references. By his achievement, he joins a select group of approximately 60 contractors who have qualified since the program’s in-ception in 1962.

Doug has worked full-time in the roofing industry for 35 years, 21

Doug Lanier, CPRC, Qualifies for Prestigious FRSA Designation

of them at Collis Roofing Inc. He is a member of FRSA, as well as the National Roofing Contractors Association (NRCA), Associated Builders and Contractors (ABC), Florida Green Building Coalition (FGBC), Apartment Association of Greater Orlando (AAGO), National Association of Home Builders (NAHB) and the Central Florida Roofing and Sheet Metal Contractors Association (CFRSA), where he’ll serve as President in 2016. Doug also serves on FRSA’s Board of Directors and as a Trustee for the FRSA Self Insurers Fund.

Congratulations Doug!–RFM–


Last month’s article discussed OSHA witness interviews and statements. As discussed, OSHA relies heavily upon witness statements during in-spections to issue citations. Unlike a criminal investigation, employees who are interviewed by OSHA are not given a Miranda or similar warn-ing. The Miranda warning, in part, advises of the Fifth Amendment’s protection against self-incrimina-tion and the right to remain silent. Currently, OSHA’s Compliance Safety and Health Officers (CSHOs) are not required to give a Miranda warning to interviewees because they are not police officers and because the interviewee is not in custody. However, similar to a criminal arrest, an in-terviewee risks exposing himself or herself to potential criminal liability given the possibility of criminal sanc-tions under the OSH Act.

The tactics employed by OSHA may violate employ-er and employee’s constitutional due process rights by not informing them of their right to remain silent or have counsel present during interviews. It is very dif-ficult for an interviewee to determine at the time of the interview if their statements could lead to criminal prosecution. For example, if an employee being inter-viewed mentions that he had taken illegal substances which resulted in the death of another employee, he/she may face criminal prosecution if the matter is re-ferred to the police. Similarly, a supervisor’s comments may provide the evidence needed for an employer to receive a willful citation with the possibility of criminal prosecution.

Without a Miranda-type warning, many interview-ees may provide incriminating testimony. Employee interviews are voluntary and employees have the right to decline an interview outright. However, OSHA can choose to obtain a subpoena to compel the interview. In the absence of a subpoena, an interviewee cannot be compelled to do anything during the voluntary in-terview. An employee may refuse to answer certain questions or may refuse to provide other employees’ names in response to questions. Employees may decline an interview if he or she is not comfortable that he or she will understand the CSHO’s language well enough to answer the questions accurately and completely. The employer or OSHA may provide an interpreter but the employee should be cautious with interpreters because different dialects can have a significant effect on discussions of detailed technical matters. This lan-guage barrier often results in confused or incomplete

Witness Statements and OSHA InspectionsTrent Cotney PA ◆ FRSA Legal Counsel

responses which can be used as the basis for a citation.

As stated last month, employees are entitled to have a representative present during the interview if requested by the employee. This person can be an attorney and can be the employer’s attorney if the employee and attorney discuss any poten-tial conflict of interest and the employee knowingly waives any potential conflict. Employees have the right to refuse to allow the interview to be recorded by video or au-dio. However, OSHA can obtain a subpoena to compel the recording.

On several occasions, we have en-countered attempts by CSHOs to request

that employees demonstrate proper safety techniques including how to properly install an anchor, put on a harness, and cut tile for testing silica inhalation. Interviewees are not required to perform demonstra-tions which amount to entrapment. Again, attempts by CSHOs to ask for safety demonstrations on job sites may violate the constitutional rights of employers. Employers should never agree to perform demonstra-tions without first obtaining the advice of legal counsel. With the recent Federal Budget Act increasing OSHA citations by as much as 80 percent, employers must remain vigilant and be aware of their rights during an OSHA investigation.

–RFM–

Author’s note: The information contained in this ar-ticle is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.

Trent Cotney is Florida Bar Certified in Construction Law, General Counsel and a director of the Florida Roofing and Sheet Metal Contractors Association (FRSA), a director of the West Coast Roofing Contractors Association (WCRCA), and a mem-ber of the National Roofing Contractors Association (NRCA), Midwest Roofing Contractors Association (MRCA) and several other FRSA affiliates. For more information, contact the author at 813-579-3278 or go to www.trentcotney.com.


Merriam-Webster (merriam-webster.com) defines liability as 1) the state of being legally responsible for something: the state of being liable for something; 2) something (such as the payment of money) for which a person or business is legally responsible; 3) someone or something that causes problems.

Liability is all around us. Every day we complete routine tasks in our daily lives that expose us to the potential to become legally responsible for something. In our modern and litigious society civil actions can be brought, both individually and collectively, with little to no evidence. The mere assertion of an action (or lack of action) causing alleged damages can lead to substan-tial liability. Many would assert that this is due in large part to the sheer number of attorneys practicing law in Florida. The Florida Bar’s website indicates that as of November 1, 2015 there were 102,900 members of the Florida Bar with 84,612 of those members eligible to practice and in good standing.

Roofing contractors face substantial liabilities in their day to day operations and the first line of defense should be a quality commercial general liability insur-ance policy. Most current commercial general liability policies are made up of various forms and endorse-ments developed over the years by the Insurance Services Office (ISO). Insurers combine ISO coverage forms and endorsements to assemble the Commercial General Liability coverage part that can be issued to a policyholder as a monoline policy or combined with one or more other coverage parts (such as commercial property, commercial crime, or inland marine) in a commercial package policy.

There are many things to consider when comparing commercial general liability policies. Many policyhold-ers and their insurance agents are quick to focus on the obvious factors such as the limits of insurance and the total cost of the premium offered. With commercial general liability policies, the devil is in the details, and I will focus on the importance of the commercial gener-al liability coverage forms and endorsements. We will also take a look at ways policyholders can assess the financial strength and stability of the insurance carri-ers offering coverage.

The current CGL coverage forms, designated Form CG 00 01 and Form CG 00 02, differ from one another only with respect to their coverage triggers. A coverage trigger is an event that must occur before a particu-lar liability policy applies to a given loss. Form CG 00

01 has an occurrence trigger in which the oc-currence of injury or damage is the cover-age trigger. Liability will be covered under an occurrence policy if the injury or damage occurred during the policy period. Form CG 00 02 has a claims-made coverage trigger that obligates an insurer to defend and/or pay a claim on an insured’s behalf only if the claim is first made against the insured during the period in which the policy is in force. Roofing contrac-tors should make sure that whenever possible, their CGL policies are written with the occurrence form CG 00 01 to maximize the availability of coverage in the event of a claim.

All commercial general liability policies contain endorsements. An endorsement is a clause in an insur-ance policy detailing an exemption from or change in coverage. An exemption from coverage is commonly referred to as an exclusion. Exclusions are used by in-surers when they want to delete coverages for specific circumstances and can range from an exclusion for liability arising from the use or ownership of an auto-mobile to an exclusion for property damage as a result of work completed on a residential construction proj-ect. A recent trend in the Florida insurance marketplace has many insurers specifically excluding coverage for various types of new construction projects including but not limited to condominiums, apartments, tract homes and townhomes. Over the years, I have seen countless commercial general liability policies written for Florida roofing contractors that contain exclu-sions for water damage. Many times the policyholder is unaware that they purchased a commercial general liability policy that would not cover water damage. The importance of reviewing each and every endorsement/exclusion on your commercial general liability policy cannot be understated.

Commercial general liability insurers can be divided into two groups in Florida; admitted and non-admitted companies licensed to do business in Florida. Admitted or preferred insurers enjoy the protection of the Florida Insurance Guaranty Association (FIGA), which handles the claims of insolvent property and ca-sualty insurance companies. Non-Admitted insurers do not enjoy this same protection and unfortunately most

The Importance of Quality General Liability Insurance Coverage

Phillip Lane, JW Edens Insurance & Bonds

Phillip Lane


admitted insurers will not write a commercial general liability policy for a roofing contractor, especially if they do any residential work. There are however, some admitted companies that will offer commercial gen-eral liability policy for roofing contractors, even if they work on residential roofing projects. Roofing contrac-tors should make sure they know if their commercial general liability carrier is admitted in Florida.

Another useful tool when researching the fi-nancial stability of insurers is to review their A.M. Best Company financial strength rating. A.M. Best Company is a credit rating agency with more than 100 years of history. The company was founded in 1899 by Alfred M. Best and they have offices located in the US, the United Kingdom, Hong Kong, Dubai, Mexico and Singapore. The company performs detailed financial analysis of insurance companies and produces a finan-cial strength rating based on their detailed analysis.

Roofing contractors should request and review a copy of the most recent A.M. Best Company financial strength rating when considering and comparing commercial general liability insurers. Insurance is not sexy. You can’t drive it and you can’t show it off to your friends, but in the event of a liability claim the quality of the insurance company you have already chosen will be of the utmost importance.

–RFM–

Phillip E. Lane has been an insurance advisor at JW Edens Insurance & Bonds for over 10 years and works with roofing contractors across the State of Florida. He serves as the insurance agent for both the FRSA and the FRSA SIF and is active on the Board of Directors for both the FRSA and the FRSA Credit Union. For more information contact Phillip E. Lane at (800)223-6295 or [email protected].

Most company executives and managers spend a sig-nificant amount of time attempting to increase their customer base and sell more stuff to more people. They never think that some of those customers, including some they’ve had for years, may be unprofitable. Get rid of those and sales will go down, but profits will go up.

Several years ago, I did some strategic planning for a small steel fabrication shop. Their largest customer was particularly demanding, not only as to deliver-ies and quality but as to prices as well. That customer never missed an opportunity to demand a price cut. Because they represented over thirty percent of the company’s annual sales, the owner and sales man-ager continued to give on those price demands. That company filed for bankruptcy reorganization and was eventually liquidated.

At the time, I also happened to be involved with the fabrication shop that took over that customer and its fabrication business. At the start of that relationship, they sat down with the customer and went through a comprehensive list of the components to be manufac-tured. They raised prices in varying amounts for every piece. When the customer replied that they could buy an item cheaper from another supplier, the answer was, “Fine, you should do that.” That company still manufacturers the majority, but not all, of those parts and generates profits not only on the work for that cus-tomer but also for their company as a whole.

There are a number of reasons that you might consider firing a customer. If you deal with a compa-ny which is chronically late paying your invoices, you should ask to have a copy of their financial statements. If those late payments result from a poor financial

condition, don’t think of the effect on your revenue of losing that customer. Think about the effect of taking a bad debt loss on their entire receivable. You can’t af-ford to deal with a customer who might not pay at all.

However, if that customer’s financial condition does not appear unduly weak, simply tell them that you want a written agreement as to extended payment terms. Then calculate your cost of carrying that receiv-able beyond thirty days and add that cost to the prices charged that customer. If they don’t want to accept the price increase, ask that they pay on time. Your com-pany is not a bank for your customers.

By the way, if a customer with a history of late pay-ments will not give you their financial statements, that should be enough reason to consider firing them.

The rule is simple: If an account isn’t profitable, you shouldn’t have it. Why pay your customer for the privilege of servicing their account? Rather than lose money servicing any customer, let your competitors do that. Your company will be stronger; your competitors will be weaker.

Of course, price and profits are not the only con-sideration in a customer relationship. Some people are simply too ornery to deal with; a chronically unpleas-ant customer is one which should be suspect.

At least once a year, every business owner or CEO should review with their sales managers their entire customer list. Fire those that shouldn’t be on the list. The object is not to maximize revenues; the object is to maximize profits. And don’t forget the old cliche; you can’t make up for losses by increasing your level of sales.

–RFM–

Radical Idea: Fire Some of Your CustomersLee Rust, Florida Corporate Finance


This year’s Charity of Choice, chosen by FRSA President Donnie Harp of Imperial Roofing of Polk County Inc., is the Cystic Fibrosis Foundation. The CF Foundation holds a special place in Donnie’s heart as the char-ity was chosen in memory of his nephew, Patrick Harp, who passed away from Cystic Fibrosis in 2005. Patrick would be 30 years old today.

Sadly, a shortened life expectancy is one of the many consequences of Cystic Fibrosis, a genetic disease that causes persistent lung infections and progressively limits the ability to breath. When the Cystic Fibrosis Foundation was founded in 1955, most children did not live past elementary school. Today, due in large part to the Foundation’s investments in innovative research and comprehensive care, many people with CF are liv-ing into their 30s, 40s, and beyond.

With this in mind, Donnie has set a goal of raising $5,000 for the CF Foundation, and Team FRSA is step-ping up to the challenge. FRSA staff have coordinated a team to participate in the Orlando Great Strides Walk, one of 550 walks hosted annually by the CF Foundation

to generate millions of dollars to help support crucial Cystic Fibrosis

research, education, and care programs. Team FRSA will

lace up their walking shoes on April 23, 2016 at 9:00 am at Harbor Park, Lake Baldwin in Orlando, FL. The healthy 5k walk is a

fun, family-oriented event complete with children’s ac-

tivities, food, and festivities.

Team FRSA – Taking Great Strides in the Battle Against Cystic Fibrosis

Cheryl Sulock, CMP, CSEP, FRSA Director of Convention & Expo

How Can You Help? ♦ Join our Team – Visit http://bit.ly/TeamFRSA to join our team and walk with us on April 23, 2016. Click the JOIN OUR TEAM button to get started.

♦ Donate to a team member – To make a donation to a team member, visit http://bit.ly/TeamFRSA. Click the DONATE TO A TEAM MEMBER button and select an individual’s name to make a donation.

Show Your Support!Donate $500 or more and receive your company logo on the Team FRSA shirts, recognition on the FRSA website, and recognition through FRSA social media.

Donors can feel confident in contributing to the CF Foundation because it is one of the most efficient and effective organizations of its kind. The Foundation is an accredited charity of the Better Business Bureau’s Wise Giving Alliance, meeting all of its Standards for Charitable Accountability. They take great pride in be-ing careful stewards of every dollar raised in support of their mission.

Want To Do More?Consider taking these steps to join the battle against CF:

♦ Volunteer with the CF Foundation, to help add more tomorrows to the lives of those living with cystic fibrosis.

♦ Raise awareness about cystic fibrosis, and encourage others to join the fight.

♦ Participate in clinical trials as a patient volunteer, to ensure that new treatments are developed.

♦ For more information, please visit www.cff.org or call (800) FIGHT-CF.

–RFM–

Patrick Harp, Donnie Harp’s nephew, died as the result of Cystic Fibrosis in 2005.


Nowadays Florida roofing contractors can pick from a vast array of underlayment products, encompassing three major categories: traditional, specialty and synthetics. To choose the best underlayment for a particular application, one must first decide which product category best suits the application and then examine the fine differ-ences between specialized products within that category.

Underlayment product selection is influenced by many factors including primary roof covering, substrate type, roof design criteria, building codes, material cost, labor cost, life cycle expectations, walkability, exposure rating, warranties, climate and customer preference, to name a few. A thor-ough understanding of the advantages and disadvantages of specific products in each of the major categories will lead to the right choice of underlayment for any given application.

This article aims to place into perspective the various types of underlayments, beginning with traditional asphalt saturated organic felt. The entries of alternatives into the residential roofing industry are then examined from a marketing perspective, including premium self-adhering and synthetic underlayment products. The factors which allowed for the successful introduction of these new prod-uct categories into the residential roofing market are also briefly explored.

Underlayments – Then and NowSteve Ratcliff, President and CEO of Tarco

The Industry Standard The earliest type of underlayment is asphalt-saturated or-ganic felt, also known as felt paper or tar paper. As asphalt shingles were developed for roofing, felt paper was used as an underlayment, serving a dual purpose: it prevented wood sap from being soaked into shingles and dissolving the asphalt; and it also shed water from under shingles, thereby protecting the deck from damage from moisture.

Industry specifications for organic felt as well as bitu-men were needed primarily because sources of the bitumen and other materials as well as the manufacturing methods varied widely and affected the quality of the asphalt satu-rated organic felts. Standardization evolved over several years so that today the quality of these types of felts is tight-ly controlled by industry standards. Examples of standards include the American Society for Testing and Materials (ASTM) “Standard Specification for Asphalt-Saturated Organic Felt Used in Roofing and Waterproofing” (ASTM D226 / D226M www.astm.org/Standards/D226.htm); and “Standard Specification for Asphalt-Saturated Organic Felt Underlayment Used in Steep Slope Roofing” (ASTM D4869 / D4869M, www.astm.org/Standards/D4869.htm); as well as test methods relating to asphalt physical- and chemi-cal-properties characterization and properties of dry felts. These standards, test methods and specifications apply spe-cifically to asphalt saturated organic felt, with the intended purpose of ensuring consistency in product quality. While it is reassuring to know that the “tear strength” of a synthetic material far exceeds the minimum requirement for asphalt felts, it is not meaningful to claim a synthetic felt “meets the standard” for one particular property mentioned in a stan-dard that applies to asphalt felts. The standards developed for asphalt saturated felts were not intended for non-as-phalt based underlayments. Separate standards have been developed for other types of roofing underlayment.

Market Dynamics in the New MillenniumFor more than a century, asphalt-saturated organic felts went unchallenged in residential roofing as the underlay-ment material for use beneath asphalt shingles and other types of primary roof coverings. Yet within the past twenty-five or so years, two completely new categories of roofing underlayments entered the steep-slope roofing market-place, namely, modified bitumen and synthetics. Although traditional asphalt-saturated felt has long been the main-stay of residential roofing, strong forces have been at work in the underlayment marketplace in the past fifteen years. Traditional asphalt saturated felt has its drawbacks and weaknesses, primarily the following:

♦ It does not perform well as a secondary water barrier ♦ It tears easily

Steve Ratcliff

(Left to right) Traditional asphalt saturated roll roofing, hybrid specialty underlayment, synthetic underlayment


♦ It is prone to degradation from UV (ultra-violet) exposure and therefore cannot be left exposed for long periods after installation

Additional industry- and economic-drivers favoring the introduction of new underlay-ment categories are as follows:

Storm Damage Severe storm seasons affected the underlayment marketplace in more ways than one. The ex-treme hurricane activity along the coastal states in the middle of the last decade created a demand for labor as well as a shortage in primary roofing materials such as tiles and shingles in some markets. Cases were recorded of roofing contractors waiting weeks or months for delivery of primary roof materials. As a result, underlayments were left exposed for as long as six months and, in some cases, traditional felt material had to be torn off and new felt installed. Asphalt saturated felts do not perform well when left exposed for long periods of time. Exposure limits came into focus as an important benefit of alternatives to traditional felt.

Better Home Designs New construction and a better understanding of ventila-tion allowed for the installation of residential roofs with a water-tight secondary water barrier. Much new construc-tion occurred in Southern regions where air-conditioning is more common than heating. These new home designs with modern roof venting systems favor alternative un-derlayment materials, including premium self-adhering underlayments as well as synthetic underlayments.

Ice Damming For Northern climates, protection against ice dams was ad-dressed through the use of extra protection along the eaves. This extra protection was mandated in various building codes such as the International Building Code (IBC) and the International Residential Code (IRC).

Consequential damage After natural calamities such as the numerous hurricanes that wreaked havoc in Florida in the early 2000’s, insur-ance companies began to encourage the use of secondary water barriers. The extra cost of the secondary water bar-rier more than offsets potential losses from consequential damages.

Asphalt pricesAs energy prices rose, oil refiners developed new, cost-ef-fective ways to crack the heavier organic molecules found in crude oil to produce gasoline. This dramatically affected the supply of asphalt and resulted in sharp increases in asphalt

Widespread, severe storm damage and subsequent labor shortages brought exposure limits into focus.

prices. This new technology continues to place severe pric-ing pressure on asphalt, making synthetic underlayment, which does not contain asphalt, cost effective compared to asphalt-saturated felt. It should be noted, however, that similar macro-economic conditions also contributed to a spike in the prices of the polymers used in synthetics.

All of the above factors played a role in increasing the awareness of alternatives to traditional felt paper. Despite the bubble burst in the housing market and the subsequent economic recession, premium self-adhering underlayment and synthetics have succeeded in gaining a secure foothold in the underlayment marketplace. In some areas and in certain applications, double-digit growth per annum was reported for these new product categories. Yet asphalt-sat-urated organic felts remain the workhorse for many steep sloped applications, enjoying a lion’s share of the market in residential roofing.

Rethinking Roofing UnderlaymentsIt is recognized that the quality and type of underlayment can influence the outcome of a roof installation as much as the choice of primary roof. Labor savings coupled with superior performance encourages contractors to offer un-derlayment alternatives to customers as a standard feature, rather than an upgrade from traditional felts, especially for tile and metal roof applications.

The superior dry-in benefits and UV resistance of pre-mium underlayment gives contractors increased flexibility in scheduling installation of primary roof coverings. The secondary water barrier provides extra protection when the primary roof fails for whatever reason.

Many products have been introduced over the last twenty or so years, including specialty products designed for specific roof type applications and climatic conditions. The basic construction of traditional, self-adhering and synthetic underlayments are examined in detail in a new 48-page publication from Tarco titled “Rethinking Roofing Underlayments” now available for download free-of-charge


from the Tarco website www.tarcoroofing.com/images/pdf/RethinkingRoofingUnderlayments.pdf.

–RFM–

Following several years of manufacturing, marketing, and management experience, Steve Ratcliff assumed re-sponsibility for a single roofing product at Honeywell Commercial Roofing Systems and built a national brand identity. Joining privately held Tarco in 2001, he launched a new business segment and was promoted to President

and CEO in 2003. A residential roofing products manufac-turer with headquarters in Little Rock, Arkansas, Tarco is the largest company in its segment in North America. Steve’s education includes an undergraduate degree in marketing from Henderson State University and an MBA from the Duke University Fuqua School of Business.

Protecting Your AssetsJonathan Rider, Chief Administrative Officer, D.I. Roof Seamers

If you have been in “the business” long enough, some-thing on your job site has grown legs and walked off. It’s not the change orders or charge backs that can ultimately cost us; it is theft from our job sites. In all reality, security at your jobsite is probably something left to be desired; usually deadlines and safety take our attention. From tools to building supplies, sometimes the things we need to make a living disappear.

Construction site thefts are traditionally a local issue. Not many organized crimes rings are going state to state stealing socket sets and air compressors. In most of these cases, when an item is recovered, it is recovered within the same state or area and stolen by someone that has knowledge of the local and surrounding community. That is, if it is recovered. Due to lack of security, vague descrip-tions, and easy access to job sites, recovery of items taken from construction sites can be as little as 21 percent. In recent years, job site thefts account for more than vandal-ism, fire damage, and collisions combined.

According to the season, crime increases or decreases

during our busy times of the year. During the slow winter months, you should take steps in preparation to protect yourself during the busier months that lie ahead. Areas that have a large construction pres-ence naturally have the most equipment to be sto-len and therefore see the highest crime rates. These areas should take the most precautions.

There are private security firms in almost any city that provide overnight security. If you are staying on-site, you may want to invest in a wireless camera system. These systems can be monitored from your trailer. Temporary fencing is also an option, but it requires more time and money. DeWalt makes a very nice product called the MOBILELOK™ that can be used to put inside smaller

Jonathan Rider


storage lockers. RFIDs, prox cards, photo IDs, mobile readers, and other monitoring systems are available that can help you setup on site for a low monthly fee.

Realistically, you can’t totally secure your entire site. Keeping it well-lit at night helps, along with holding crews and subs accountable for losses or their indolence in lock-ing up properly. You simply have to judge each site and determine what steps need to be taken. Thieves look at two key factors when looking over what you may have to offer them: value and mobility. Value is the most impor-tant though. A bulldozer is very valuable, but difficult to move without detection. Skid steers are valuable and can be loaded fairly quickly. You should always consider the mobility of your equipment, along with its value, to plan security efforts accordingly. Small items that can be car-ried or loaded by hand are easy prey. Drills, hand tools, roof seamers, or even a welder can be quickly stolen and quickly disposed of with little way to track them.

In most cases, a couple of padlocks are the most sim-ple and your best defense against theft. Job sites range from urban to rural areas and different steps need to be taken with each one. In all cases, following these simple steps can help prevent costly thefts:

♦ Lock all storage containers when not in use. ♦ Require visitors to sign in and out when entering the job site – no matter how small the job is. You must know who is on your site and what their purpose is. This information is good both for safety, and also for security purposes.

♦ All employees should be diligent in reporting suspicious activity.

♦ YOU must be diligent in following up on all reports.

Unless you are in a metro area, most law enforcement agencies DO NOT operate like they do on television shows. Economic hardships even reach the police depart-ments. If something comes up missing, do not expect a van to come skidding up with a team of criminologists with cameras and fingerprint kits to jump out while a he-licopter hovers overhead. Police are going to answer calls of domestic violence and other violent crimes before they spend an evening staking out your jobsite – you have to be proactive and take preventive measures.

If you have short-term laborers on your work force, they should always be held accountable to a senior mem-ber of the crew. In most cases, a thief cannot keep their mouth shut. It may take a few days for them to be confi-dent enough to brag, but they will tell someone! Offering a reward in cash or other incentive may be a good way to get information flowing. I wouldn’t worry about the load of lumber in the front, but the new stainless refrigerator might be a target on a residential site. For commercial sites, tools like roof seamers, tool boxes and spools of cop-per wiring are easy targets and cost substantial amounts of money. Unless you can lock the project down completely, it may be a good idea to leave doors open so pedestrians

or security can easily see in and through the building.If you happen to drive by the site after hours and no-

tice a strange car or person in the area, do not hesitate to document descriptions, tag numbers, and other pertinent information. It is probably not a good idea to approach the person and attempt to handle the situation yourself. Check your state and local laws to understand steps that can be taken to better protect yourself and property. In most cases, consult your local law enforcement – that’s what they’re there for! If you are new to a region or city, they can give you information about local resources, such as Neighborhood Watch programs.

Any expensive items including tools and large-ticket items should be noted along with serial numbers and de-scriptions. This information should be kept in a secure location in case anything happens. As a former law en-forcement officer, I have learned that if something is not documented, it didn’t really happen. If anything comes up missing, is stolen, or looks suspicious, DOCUMENT it! Police reports of even the simplest thing can save you heartache and trouble down the road and help dissolve you of liability in larger situations. Most thefts are report-ed in the mornings; Monday mornings to be specific. If a jobsite is left unattended for the weekend, it is prime target for criminals.

If you want to see your items again, this is where the serial number, photos, receipts, and descriptions come into play. A “white refrigerator” is not an acceptable de-scription to identify an item that may have been stolen. There are also national services that allow you to register your equipment with them for monitoring. Law enforce-ment may have access to this information in the event of a theft and can be tracked more easily using the National Crime Information Center (NCIC).

As tightly as everyone seems to be running their jobsites, margins are very slim right now. Even with the slow rebound of the economy, we still have to take steps to protect ourselves. The loss of a large load of materials or equipment could make the difference between a profit-able job and making overhead this month.

–RFM–Jonathan Rider, a former law enforcement officer

with over 14 years in emergency services, now operates as the Chief Administrative Officer for Developmental Industries, Inc. D.I. Roof Seamers, the largest brand name, is recognized as the world’s leading roof seamer supplier and is represented in virtually every standing seam metal roofing market in North America. With years of experience on jobsites across the US and Canada, he recognizes that a keen eye must be taken to protect your-self from theft and property damage.


Finding good employees is a difficult enough task; making sure that you create, file and submit all of the necessary documents required as an employer, both at the Federal and State level, shouldn’t be. Knowing where to begin and what records you need to keep can be just as daunting.

Once you’ve hired an employee you’ll need to create confidential records on each person and keep them in a secure location. Files should include:

Job ApplicationAn application form should not contain any questions which are prohibited by state or federal employment regulations, or are considered EEO (Equal Employment Opportunity) sensitive. Employment forms should not solicit information on an applicant’s sex, race, color, na-tional origin, age, religion, disability, citizenship status, veteran’s status or marital status. By avoiding this in-formation you will not make the mistake of producing documentation that can work against you in an employ-ment related claim.

Drug TestingIf you’re a Drug Free Workplace, your insurance carrier will more than likely have a designated service provider and facility for drug testing. Employees should be sent for drug testing on their first day. Letting potential applicants know that you are a Drug Free Workplace ahead of time may eliminate unqualified candidates from applying, sav-ing you time and money.

Form I-9Federal law requires all employers to complete and retain an I-9 form for each employee to document verification of the identity and employment authorization of each new employee (both citizen and noncitizen) to work in the US. Newly hired employees must complete and sign the form within three days of starting employment. Completed forms should be kept together in a separate file for easy access.

Workers’ CompNotify your workers’ compensation insurance carrier of a new hire and complete any required forms.

Florida New Hire Reporting FormIn 1996, Congress enacted a law called the “Personal Responsibility and Work Opportunity Reconciliation Act” as part of Welfare Reform. This legislation created the requirement for all employers to report their hires and re-hires. Florida’s Department of Revenue requires

all employers to report newly hired and re-hired employ-ees to a state directory (either by paper or online portal) within 20 days of their start date.

Acknowledgement of New HireIn the state of Florida, if an employee signs an acknow-ledgment of a probationary period within the first seven days of employment and the employment relationship is terminated within the 90-day probationary period, the employer is not responsible for any portion of un-employment compensation due to that employee. It is recommended that all newly hired employees sign this form and that it be placed in their personnel file, for pur-poses of fighting an unemployment compensation claim. Speaking of unemployment, there are generally three cir-cumstances in which an employer is not responsible for paying unemployment compensation.

1. When the employee is terminated within the 90-day probationary period;

2. When the employee voluntarily resigns; and 3. When the employee is terminated for gross

misconduct.

That’s why it’s so important to terminate employees (not working out) within the first 90 days of employment. Once they cross the 90-day probationary period, they either have to voluntarily resign or be terminated for gross mis-conduct for you not to be subject to their unemployment claims. Employers must also remember to document any performance issues an employee may have within the 90-day probationary period. Many employers assume that if they release an employee within this period they do not have to provide documentation as to why the employee was released, but this is false. Employers are still respon-sible for providing documentation as to why the employee was let go.

Signed Job DescriptionsEach position within your company should have a defined job description, which includes not only what the position entails, but what the employer expects from a person in that position. For example, a job description for a person hired as a sales associate should include weekly or month-ly goals, travel requirements, and required attire – will they wear a uniform, company shirt or business attire? Review your expectations with your new hire to be sure there are no questions of what is expected and have them sign the job description document.

New Hire Information You Need to Know

Lisa Pate, FRSA Executive Director


Make sure you have detailed job descriptions for ev-ery job, in compliance with ADA, EEOC and Generally Accepted Principles of Human Resources Management. Job descriptions are often a first line of defense, in the event of an EEOC or DOL investigation. Employers who are covered by Affirmative Action Plan regulations are re-quired to have job descriptions.

Exemption TestOne of the fundamental payroll questions employ-ers face is whether an employee is “exempt” or “nonexempt.” Nonexempt employees must:

1. Keep a daily time record;2. Receive at least the minimum wage for each hour

worked; and 3. Receive overtime compensation for all hours worked

in excess of 40 per week.

Exempt employees don’t have to do those things and are normally paid a salary to work whatever hours are neces-sary to get the job done.

It would be wonderful if we could classify all em-ployees as exempt, as this would eliminate many payroll issues and make compensation planning and budgeting much simpler. However, the Department of Labor (DOL) will not allow us to classify employees in this way. To the contrary, the position of the DOL is that all employees are nonexempt, unless management can prove they are ex-empt. To be classified as exempt an employee must meet the exemption tests that are enforced by the DOL.

In 2016 (implementation date to be determined), the DOL will be changing the salary level for exempt employ-ees to double the current level from $455 to $912 a week, which will reclassify many employees, making them eli-gible for overtime.

Wage and HourThe Wage and Hour Division of the Department of Labor is targeting the question of “working time.” If an em-ployee is working, the employer is responsible for paying for this time, even if you didn’t authorize it, and even if you didn’t know about it. This could include travel time, meal periods, time before and after regular work hours, work employees take home at night and other time. Make sure all employees are recording all of their work time accurately and that you know when your employees are working.

PayrollEach employee must complete a W-4 form authorizing tax deductions for payroll. While setting up payroll, you should also consider additional authorized deductions that may apply including child support payments, insur-ance, garnishment notices or salary redirection payments.

New Employee Information FilesDocumentation should be compiled in an employee file that includes any medical information, including medical

questionnaires and doctors notes with specific health in-formation (allergies, etc.), copies of a driver’s license or employment eligibility forms, criminal background re-cords, emergency contact information, and a copy of their social security card.

Employee HandbookIt’s essential that your company have a detailed handbook outlining your policies and procedures, work hours and attendance, leave and vacation time, cell phone, internet and social media usage, substance and alcohol abuse, dress code, weapons, employee appraisals, disciplinary action, termination, and employee benefits. Review the policy with your new hire on the first day and have them sign a document or receipt stating they have read and ful-ly understand the company policy.

Other Information Other documents that you may want to consider includ-ing in a “new hire package” include a Background Inquiry Release Form, recording Continuing Education Credit units, any employment agreements or negotiated varianc-es (extra vacation time, medical wait period waved, etc.), vehicle policies, separation notices, attendance records, payroll change slips, performance appraisals, warning or counseling sessions and notes or letters from customers about an employee.

Special Consulting Service at No Charge to FRSA Members As we all know, state and local governments enforce a multitude of employment regulations that have a huge impact on how you hire your employees, what you do with them while you have them, and what you do when they leave, whether they leave voluntarily or not.

The US has more of these regulations than any other country in the world. When you have a question about em-ployment matters and need an accurate, straightforward answer, call Seay Management toll free at 888-245-6272, identify yourself as an FRSA member, and ask to speak to Resident Consultant-Alexandria LaRocca. If you prefer, you may text message (407-256-7442) or email Alexandria ([email protected]) directly. As an FRSA member, you receive this vital Employment Hotline service, which will answer your critical employment questions, at no charge.

In addition, you have a ready source of information and advice for Human Resources Management projects that you request, on an immediate priority basis and at a special fee. All Seay Management staff are “user friend-ly” and are anxious to talk with you, so please call them with any questions you may have about this important service and let them begin to help answer your employ-ment questions and resolve your employment issues right away.tion.

Many of the above-referenced documents are avail-able on FRSA’s website, www.floridaroof.com, “Members Only” section.

–RFM–


After a roof has been framed, workers can begin in-stalling roof sheathing. Because this work often occurs at great heights, it involves serious fall hazards. This risk makes it important that fall protection systems be used properly during these activities.

Risks While Installing Roof SheathingWorkers installing roof sheathing risk permanent in-jury or death from falls. Even experienced workers are exposed to unpredictable fall hazards caused by un-even sheathing, sudden gusts of wind, loose materials and surfaces that become slick when wet. Taking ap-propriate fall protection measures reduces risks and saves lives.

Employers must provide a training program for each worker who might be exposed to fall hazards. The program must enable workers to recognize the hazards of falling and train each worker in the procedures to follow to minimize these hazards. For fall protection training requirements, refer to OSHA Standard 29 CFR 1926.503. In all cases, employers must evaluate the hazards and take measures to reduce the risk of falls.

Reducing Risks During InstallationA worker’s risk of falling can be greatly reduced if sheathing is installed onto truss sections while the truss sections are on the ground. The truss sections can then be hoisted into place. Peak anchors and lifelines can be pre-installed before the sections are lifted onto the frame. Scaffolds, ladders and lifts can be stable walking or working platforms so workers can secure the pre-fabricated truss section to the building frame.

When installing roof sheathing in elevated loca-tions, employers should be aware that roof structures are generally unstable until they are properly braced according to industry standards or until some sheath-ing is in place. If conventional fall protection cannot be used due to unstable conditions, employers should consider using ladders, scaffolds or aerial lifts until the first row of sheathing has been installed and until a qualified person, as defined by OSHA Standard 29 CFR 1926.32(m), determines that the roof can be used as an anchorage point for a personal fall arrest system. A qualified person can be the owner, the supervisor or any other worker who has extensive knowledge, train-ing and experience with fall protection and is able to solve problems relating to fall protection.

Fall Protection MethodsThere are many methods to help protect workers from falls. Which method you use will depend on the unique circumstances present at each job site.

Reducing Falls While Installing Roof SheathingRob Foote CPCU, ARM, President, Furman Insurance & Bonds

Personal Fall Arrest System (PFAS)A Personal Fall Arrest System (PFAS) is de-signed to safely stop a fall before the worker strikes a lower level. A PFAS is a tool available to work-ers during roof sheathing jobs, and is the system of choice for many workers at heights. However, a breakdown in any component of a PFAS could be disas-trous. Always follow the manufacturer’s instructions on selecting, installing and using PFAS components correctly.

The system includes three major components: ♦ An anchorage to which the other components of the PFAS are rigged.

♦ A full body harness worn by the worker. ♦ A connector, such as a lanyard or lifeline, linking the harness to the anchorage. A rip-stitch lanyard, or deceleration device, is typically a part of the system.

For more information on the requirements for a PFAS, refer to OSHA Standard 29 CFR 1926.502(d).

Remember that workers must use full-body har-nesses in fall arrest systems. Body belts can cause serious injury during a fall, and OSHA prohibits their use as part of fall arrest systems.

PFAS need strong anchor points that can hold the sudden weight of a falling worker. No anchor with a single connection point, such as a strap anchor or a bolt-on anchor, will protect a falling worker who is at-tached to a single truss.

Many employers have found that for most roofs, a PFAS can be used once the proper bracing and/or an appropriate amount of sheathing has been estab-lished. Anchor points established during truss erection can prove useful during roof sheathing. When placing sheathing on trusses, workers should keep sheathing in front of themselves as a barrier to avoid falling be-tween truss openings. Once in place, the sheathing can be tacked and nailed down to prevent movement and reduce fall exposures.

Fall RestraintsWhile fall restraint systems are not mentioned in OSHA’s fall protection rules, OSHA will accept a prop-erly utilized fall restraint system in lieu of a personal

Rob Foote


fall arrest system when the restraint system is rigged so that the worker cannot get to the fall hazard. In effect, if properly used, the system tethers a worker in a man-ner that will not allow a fall of any distance.

A fall restraint system is comprised of a body belt or body harness, an anchorage, connectors and other necessary equipment. Other components typically in-clude a lanyard, and may also include a lifeline and other devices.

Attaching AnchorsOSHA requires that anchors for PFAS be able to hold at least 5,000 pounds of weight per person, or maintain a safety factor of at least two (twice the impact load) under the supervision of a qualified person. Always fol-low the anchor manufacturer’s instructions or consult a qualified person when installing anchors to ensure they are strong enough to hold the sudden weight of a falling worker. OSHA believes that anchorages avail-able on the market will meet the strength requirements if they are installed according to the manufacturer’s instructions, with the right number of properly sized nails or screws through the roof sheathing and into one or more roof trusses.

When choosing an anchor to use for fall protection, employers have a couple of options:

♦ Peak anchor: At the top of the roof, peak anchors are typically solid, non-moving pieces secured to the trusses underneath.

♦ Permanent D-rings: Inexpensive D-ring anchors are attached to the truss frame. They can be left permanently on the roof for future use.

ScaffoldingWorkers installing roof sheathing may be able to use scaffold systems. Bracket scaffolding systems, includ-ing top-plate scaffolding systems, can provide workers with stable work platforms. Workers may be able to in-stall the bottom row of roof sheathing while they are standing on these scaffold systems and leaning over the sheathing. Always follow the manufacturer’s instruc-tions or consult a qualified person to ensure proper scaffold assembly and use. For requirements on scaf-folds, refer to OSHA Standard 29 CFR 1926 Subpart L — Scaffolds.

Ladders (A-frame and Platform)If the floor below has been established, A-frame and platform ladders can provide stable work platforms for workers who are installing the first row of sheathing on a roof. Always ensure that a ladder has good footing be-fore mounting it. Consult OSHA Standard 29 CFR 1926 Subpart X—Ladders for ladder safety requirements.

Safety Net SystemsIn some situations, safety nets can be placed under-neath unsheathed trusses to prevent contact with the surface or structures below if workers fall between the trusses. For requirements for safety nets, refer to OSHA Standard 29 CFR 1926.502(c)—Safety Net Systems.

Staging MaterialsSlide guards can help keep material from sliding off the roof. Establishing a restricted area around the pe-rimeter of the project can also keep workers out of the danger zone where debris, tools or materials may fall to the ground. The area should be posted with signs that warn of the potential hazard.

Written Fall Protection PlansWhen working at heights of 6 feet or greater, if the em-ployer does not use ladders, scaffolds, aerial lifts or fall restraint systems and can demonstrate that it is not feasible or would create a greater hazard to use con-ventional fall protection equipment (guardrails, safety nets or PFAS), the employer must develop a written site-specific fall protection plan in accordance with OSHA Standard 29 CFR 1926.502(k). The plan must be prepared by a qualified person. This person could be the owner, the supervisor or any other worker who has extensive knowledge, training and experience with fall protection and is able to solve problems relating to fall protection.

The site-specific fall protection plan must docu-ment, for each location, why the use of conventional fall protection equipment is not feasible or will create a greater hazard. The plan must also describe the al-ternative methods that the employer will use so that workers are protected from falls. Workers and their supervisors must be trained on the proper use of those other fall protection methods.

Conventional fall protection equipment can reduce or eliminate the chances of a fatal fall. Otherwise, a written site-specific fall protection plan ensures that protection continues, even when conventional fall pro-tection methods are determined to be unfeasible.

–RFM–

Rob Foote, CPCU, ARM specializes in creative risk management and insurance solutions for middle market firms. Rob appears regularly before local and national trade groups as an established speaker and author of various risk management and surety relat-ed matters. For 23 years, Rob is a Trusted Advisor for many of the Agency’s key clients. He is deeply engaged in mitigating client’s risk, improving their efficiencies and making an impact on their profitability. Rob also serves as a director for the Florida Roofing and Sheet Metal Contractors Association (FRSA).


Habits can be a trap for people in leadership positions – whether they are in business, politics or another field.

As leaders, you should provide a compelling vision that inspires those around you. Instead, many leaders lapse into automatic and mindless thinking. And that can affect every decision you make – and the actions of the people who report to you.

Too often, we don’t come up with imaginative solu-tions because we let ourselves be ruled by routine and by preconceived notions. We think we know ahead of time what will and won’t work, which makes us quick to dis-miss ideas that sound too “out there.” The people who answer to you learn the lesson that creative thinking is frowned upon, even if that’s not the lesson you wanted to teach.

Simply making a New Year’s resolution to have a more open mind in 2016 likely won’t be enough to turn things around, but there are behaviors and practices that, through repetition and perseverance, can help leaders and anyone else develop a mindset that’s open to imagi-native and better ideas.

Formulate Powerful QuestionsGenerating ideas starts with asking the right questions and the best questions are thought-provoking. They chal-lenge underlying assumptions and invite creativity. They also give us energy, making us aware of the fact there is something to explore that we hadn’t fully grasped before. Train yourself to catch poorly designed questions, asked by you or someone else, and reformulate them. Questions that begin with “why,” “what” and “how” are best be-cause they require more thoughtful responses than those that begin with “who,” “when,” “where” and “which.” Especially avoid questions that can be answered with a “yes” or “no.”

Expand Your Sphere of InfluenceWe are strongly influenced, for better or worse, by the small group of people we have direct contact with. Since we tend to hang out with people who are fairly similar to ourselves, chances are we are limiting our perspectives. Make a deliberate effort to encounter people and ideas that are profoundly different from the usual suspects you hang out with. Visit a conference of a different profession, hang out with skaters, join an arts club or buy a magazine randomly off the shelf.

Break Your PatternsYou can increase your chances of seeing things differently if you deliberately break your normal pattern of working,

communicating, thinking, reacting and responding. Take a different route to work. Change where you sit in meetings. If you are normally the first to volun-teer, hold back.

Learn to Listen We’ve all been taught the importance of being good listeners, the prob-lem is most of us struggle to actually do it. Often when people are “listening,” they really are waiting for the first opportunity to share their story, their opinion or their ex-perience. Train yourself to engage in three pure listening conversations a week. They don’t need to be longer than 15 to 20 minutes, they can be formal or informal, and the other person doesn’t need to know what you’re doing. Vow that you won’t try to take over the conversation no matter how much you want to. Just keep asking questions and don’t dismiss anything the other person says. After the conversation, reflect on what you learned. Don’t dis-miss any ideas or views that don’t align with yours. Dare to challenge your own assumptions and reframe your be-liefs if need be.

Some of these practices may take people outside their comfort zones, and everyone might not be ready to try all of these at once, but if you start to put them into prac-tice, you’ll be able to grow into a more mindful, visionary leader, one step at a time.

–RFM–

Rob-Jan de Jong, author of “Anticipate: The Art of Leading By Looking Ahead” (www.robjandejong.com), is an international speaker, writer and consultant on strategy and leadership themes. He serves as an expert lecturer at various leading business schools such as the Wharton Business School (USA), Thunderbird School of Global Management (USA), Nyenrode Business University (The Netherlands), and Sabanci Business University (Turkey).

As a behavioral strategist, he speaks, teaches and con-sults on executive subjects such as visionary leadership, influence, strategic decision-making, and innovation.

Change Your Behaviors to Become a More Inspiring Leader

Rob-Jan de Jong, Behavioral Strategist and Author

Rob-Jan de Jong


From Our Staff to YoursWishing you the brightest of

Holiday SeasonsWarmest Thoughts and Best Wishes for a

Wonderful Holiday and a Very Happy New Year

Merry Christmas from theFRSA Self Insurers Fund

Your Workers’ Compensation Insurance Provider Since 1955

For a quote on your Workersʻ Compensation InsuranceCall 800-767-3772 or 407-671-3772

ROOFING FLORIDA Magazine Redesign

www.floridaroof.com | FLORIDA ROOFING 1

Energy Conservation: Beyond Consumer Rebates

Liening for Specially -Fabricated Materials

Challenges of Selecting Metal Roof Fasteners

ROOFINGFlorida

Metal Roof Paint Warranties

JANUARY 2016

A Publication of the FRSA – Florida’s Association of Roofing ProfessionalsROOFING FLORIDA Magazine will have a new look and feel for 2016! The new look accompanies a new name, Florida Roofing Magazine.

FRSA is nationally recognized throughout the roof-ing industry and it was only natural to reformat the magazine to reflect the Florida market and the FRSA brand.

Changes will include a cleaner look, more pictures, code and technical articles, business management in-formation, member profiles and marketing updates.

ROOFING FLORIDA is read and shared by over 4,500 industry professionals with special attention to the Florida roofing community. It is the best place to share and learn about the latest in new technology, product development and contractor education!

–RFM–


TRENT COTNEY B O A R D C E R T I F I E D B Y T H E F L O R I D A B A R I N C O N S T R U C T I O N L AW

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CONSTRUCTION LITIGATION

CONTRACTOR LICENSE DEFENSE

BID PROTESTS

CONSTRUCTION MEDIATION & ARBITRATION

OSHA DEFENSE

CONTRACT REVIEW & DRAFTING

• National Roofing Contractors Association (NRCA) Gold Circle Award for Service to the Roofing Industry, 2014

• General Counsel, Chairman of the Public Relations Committee and Director of Florida Roofing & Sheet Metal Contractors Association (FRSA); FRSA Education and Research Foundation Governor Endowment

• West Coast Roofing Contractors Association (WCRCA) Byron Curry Award for Service to the Industry, 2009

• FRSA Earl Blank “Heart” Award for Service to the Roofing Industry, 2011 and FRSA President’s Award, 2008

Heidi J. Ellsworth, a graduate of the University of Portland, has been working in the roofing industry since 1993. Having held positions with EagleView Technology Corp., Carlisle Construction Materials, EcoStar and Malarkey Roofing, Heidi is best known as the founder of the roofing-focused marketing firm, HJE Marketing. After leading marketing initiatives for EagleView Technologies and Pictometry along with overseeing the EagleView construction sales division, she started HJE Consulting Group.

Known for her out-of-the-box marketing concepts and high energy work ethics, Heidi’s combination of sales and marketing experience along with the abil-ity to manage large and small team, has led to great success. HJE Consulting Group continues a long-time passion to provide sales and marketing strategies, con-cepts and services for the construction industry and specifically, the roofing industry. This sales and mar-keting consulting firm focuses on supporting overall marketing strategies and implementation along with providing consulting to build strong collaboration between sales and marketing teams for business and profitability and success.

Heidi has a regu-lar column in Roofing Contractor Magazine and Western Roofing, Siding and Insulation Magazine that focuses on market-ing tactics for roofing contractors. She is also a regular contributor to Midwest Roofer. She serves on the boards of Western States Roofing Contractors Association and Midwest Roofing Contractors Association and recently helped found the national Women in Roofing Council where she now serves as chairperson for the organization.

–RFM–

Heidi Ellsworth Joins the New Florida Roofing Magazine

Heidi Ellsworth


REACHING NEW HORIZONS IN ROOFING

Exhibits & Conference:

February 17-19, 2016Orange County Convention Center, West Hall AOrlando, Florida USA

Official Show Sponsor: Official Show Publication:

800.684.5761 | 972.536.6415

Register at www.TheRoofingExpo.comto receive FREE Expo Only admission.

During the online registration process, enter ADG when prompted to enter a discount code.

Discounts apply to new registrations only. Discounts not applicable to MA or NEM registrations. No refunds issued for pre-existing registrations.

Register today to attend the 2016 International Roofing Expo® [IRE] where roofing professionals gather to see the newest products and advances in technology, while expanding their knowledge and

learning the best practices for business growth.

• 1,000+ booths, 450 companies• 44 educational sessions• Product Showcase• Metal Marketplace • NEW Tool Zone• Business & Technology Pavilion• The Roofing Institute• Exhibitor Product Clinics• Keynote Address by Dr. Beck Weathers • Welcome Party at Cuba Libre • Community Service Day• Women in Roofing Reception• Treasure Quest• NRCA Annual Convention

NEW

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roofing florida - december 2015

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