2006 OCMA NEWS

OCMA HR DAY EXPLORES TOUGH ISSUES

Rebecca Bennett, Frantz Ward, takes a breath during her presentation on smoking in the workplace.

More than fifty (50) OCMA members attended the OCMA HR Day meeting on October 11, 2006, to hear several presentations on issues selected by the OCMA HR Committee. Ms. Rebecca J. Bennett, Frantz Ward LLP, discussed several key issues including: Smoke-free workplace, recent pension reform legislation, and recordkeeping responsibilities under the Family Medical Leave Act (FMLA). The major points of her presentation are summarized below.

1. In analyzing smoke-free workplace issues it is important to begin with the legal framework. Smoking can create workplace safety issues and in some cases the question has arisen; can the American Disability Act (ADA) compel the employer to create a smoke-free environment as a reasonable accommodation? The answer is not yet. However, the employer does have the right to establish a smoke-free work place. The employer may be limited in his/her actions if the subject is a collective bargaining issue. It is important that any policy on smoking be outlined in the employee handbook.

2. Ohio voters had the opportunity to vote on two state referenda on November 7th dealing with smoking. Issue #4, which was defeated would have changed the Ohio Constitution to prohibit smoking in most public places but would have exempted bars, bowling alleys, and restaurants from the prohibition Issue #5, which passed, while not a constitutional amendment prohibits smoking in any public workplace.

3. Although it is widely believed that smoking has a major impact upon health care costs, a key study by Hillary Smith, “The High Costs of Smoking”, found that the premium differences were only $198 for non-smoking and $229 for smokers. Given these lower costs for non-smokers, it is legal for an employer to charge more for health care coverage for smokers. It is also possible that the employer may include some reimbursement in the health care policy for services that assist employees in their efforts to quit smoking.

4. Employers do have the right to decide not to hire smokers. The ACLU has established a National Workrights Institute to research legal rights of smokers in the workplace. More than 6000 companies in the U.S. refuse to hire smokers. Usually arguments to not hire smokers look to higher costs however studies have not found a consistent cost differential for smokers versus non-smokers. However, studies have shown that smoker productivity is affected; most probably for the number of smoke breaks required during the workday. On the issue of excessive absenteeism for smokers, no reputable studies have been performed to measure the validity of this claim.

5. On August 17, 2006, President George W. Bush signed into law the Pension Protection Act of 2006. The reform act makes significant changes in defined benefit pension programs as well as defined contribution programs. For example, for single employer defined benefit plans; employers now have seven years to reach 100% funding. So-called “at risk” plans must make accelerated contributions. The new law restricts the use of deferred executive compensation for severely under-funded plans. Finally, in the case of bankruptcy, the employer is required to pay $1250 per employee as a termination premium.

6. For multi-employer plans, the Pension Protection Act of 2006 establishes benchmarks to improve under-funded plans. New notice requirements and actuarial standards for under-funded plans are tightened. The amortization of multiemployer defined benefit plans is changed from 30 years to 15 years. Finally, plans that are presently funded at less than 80%, must improve by 1/3 in ten years.

7. Miscellaneous changes made in the Pension Protection Act of 2006 include new disclosure requirements, new retirement plan investment advice rules, and new rules for payout and rollovers. Make sure you check with your pension plan advisor to determine how the changes may affect your pension plan.

8. Regarding the Family Medical Leave Act (FMLA) the employer has numerous notice obligations. The employer with 50 or more employees is required to meet posting requirements for a DOL poster, and employee rights under the FMLA should be outlined in the employee handbook. The employer must provide a requesting employee with notice of their rights and obligations. It is the duty of the employer to determine whether the leave qualifies for FMLA. This determination must be made within two business days after notification. If the employer is unable to make a determination in the two-day time period due to, for example, not enough information, a “preliminary designation” can be made. After researching the matter further, the employer can then make a retroactive determination.

9. An employee is required to provide advance notice to the employer if the leave is foreseeable. If it is unforeseeable, the employee need only advise the employer that the leave is needed as soon as practicable. In giving notice, it is not the responsibility of the employee to mention whether the leave is FMLA qualifying. It is the employer’s responsibility to make that determination. The employer can discipline an employee for failing to give complete information regarding a leave request that may qualify for FMLA except in those cases where the leave was unforeseeable. Examples of foreseeable leave include, scheduled surgery and maternity leave. The employer can require a 30-day notice under these circumstances.

10. An employer may require certification by the health care provider of the existence of a serious health condition requiring medical leave for either the employee or a family member. An employer may also require a second and even a third opinion. The employer may also require recertification every 30 days. This tactic may be useful when the employer believes that an employee is abusing his/her leave. It is important to note that the employer cannot contact the physician unless the leave applies to a workers comp injury.

11. For serious health conditions, the employer may require certification when the leave is requested; when the employer has reason to question either the appropriateness or the duration of the leave; and when an employee requests an extension of leave. The certification should include the date the illness commenced, the probable duration of the condition, medical facts, need of care of others, employee’s ability to perform functions of job, and intermittent leave dates (if applicable).

12. If an employee fails to provide certification, in the cases of foreseeable leave, the employer may deny the leave until certification is provided. For unforeseeable leave, the employer may allow additional “reasonable” time, or deny continuation of leave, and need not provide position or benefit protections.

13. Employer record-keeping requirements include FLSA-required payroll records, the date of FMLA leave (and hours of leave, if appropriate), and policy documents such as those found in an employee handbook. Employers should also keep the employee notices requesting leave, benefit information, and records of disputes with employees over leave requests.

14. It is recommended that employers utilize standard FMLA forms. Samples of the forms may be found on the U.S. Department of Labor or other human resource organization websites. The forms may include, request for leave, designation of leave, medical certification, authorization for release of medical information and a sample letter.

Rebecca’s PowerPoint presentation is available from the OCMA office.

Carol Wooldridge, McGohan Brabender, accepts her OCMA Speakers Award from OCMA President George Deckebach, Miami-Cast, Inc.

Carol Wooldridge, Director of Training & Processes, McGohan Brabender, described the development of her company’s wellness program. The wellness program came about as McGohan Brabender worked with their clients to improve wellness at the workplace. Carol volunteered to head up the program and the rest is history. Key points of her presentation are provided below:

1. Fortunately at McGohan Brabender (MB), senior level management was supportive of the wellness program from its inception. The top management realized that a successful program at McGohan Brabender could translate into assistance for their clients.

2. The wellness program began with the formation of an employee committee. Carol was the Chairperson of the committee comprised of six volunteers. The employee committee of volunteers had both advantages and disadvantages. The advantage was that all of the employees had volunteered because they had a genuine interest in the committee and for achieving results. The disadvantage was that since the committee duties were not part of their regular job and were done on their own time, it was often difficult to get people together and to coordinate various responsibilities.

3. It is not necessary that the wellness program begin with a formal event or project. One of MB’s clients encouraged exercise by purchasing a ping-pong table and sponsoring tournaments. At MB, one of the first projects was a Weight Loss Challenge similar to the TV program “Big Loser” except that the employees were placed on two teams. They signed up in January and 42 employees were placed on two teams. Each week employees would report weight loss or gain and the weekly totals stoked a lively competition. After twelve (12) weeks the total weight losses were compiled and a winner declared. For the 42 persons participating the cumulative weight loss was 526 or an average of ten pounds per participant. There was an additional prize for the largest weight loss and the winner lost 75 pounds. During the contest, the lunch room was full of employees eating more healthy lunches prepared at home and there was much less consumption of fast food.

4. Further action was stimulated by a simple survey. On a pink piece of paper (MB employees are mostly female!) three questions were asked. 1) Would you participate in a one-day health screening? 2) Would you be willing to pay $25 for the screening? 3) What programs would you like to see? Nearly 75% of the employees responded to the survey and nearly 75% of them indicated that they would participate in such a health-screening event. The top 3 activities outlined in the survey were: 1) formation of a walking club; 2) have a personal trainer available; and 3) healthy cooking classes.

5. The first health-screening event took place in July 2004 and the screenings have been an annual event since. MB management encouraged participation for the health screening by picking up 50% of the cost and creating an individual employee incentive. Any employee who participated in the health screening would receive a $10 per month reduction in their personal health insurance payment each month for a year or $120 annually. The screening offered:

> Cholesterol and diabetes screening;
> Height and weight;
> Body fat analysis;
> Derma scan – screening for skin cancer on the face (this service was provided by the local hospital);
> Personal wellness profile.

6. MB Health Screening Results

2004

> 81% participation;
> Discovered 2 pre-cancerous skin conditions.

2005

> 84% participation;
> Discovered 1 pre-cancerous skin condition;
> Diverted a stroke by detecting early warning signs.

2006

> 83% participation;
> Discovered 2 pre-diabetes conditions.

7. MB received a written report from the health screening company. The top six (6) risk factors for MB employees were the following:

1. Better Nutrition – 89% of employees;
2. Cancer Risk Reduction;
3. Improving Fitness;
4. Weight Management;
5. Coronary Risk Reduction;
6. Reducing Cholesterol Levels.

8. Importantly, MB employees have shown significant progress in nearly all of the six categories since the health-screening program began. Especially significant was a reduction in those employees needing to reduce cholesterol levels from 52% in 2005 to 32% in 2006. Employees also improved significantly the nutrition numbers from 89% in 2004 to 75% in 2006.

8. MB’s goal was to develop a program that offers fun, fitness, and improved well-being for MB employees and to make the program self-sufficient. No funds were available for the program from general revenues so the committee had to devise moneymaking activities. They began with trying to place healthier food in the vending machines. That did not work. What did work was having food and drink available for sale on the honor system in the employee breakroom. The refrigerator was stocked with fruit juices, water and healthy snacks.

9. The original six-member team has grown to seventeen members and they divide into subcommittees by topic. They have the following topics with activities outlined by topic:

> Nutrition and cholesterol awareness. Individual employees have actually volunteered to cook healthy lunches for everyone for a fee of $6 and on average 40 employees partake in these “healthy cafe lunches”. Another project provides for free oatmeal every morning in the breakroom. About twenty (20) employees take advantage of this benefit every morning.
> Fitness. The subcommittee developed a program that calls for an employee marking a monthly calendar every day that they exercised more than 20 minutes. At the end of the month the calendar is turned in and “wellness dollars” are earned based upon the amount of exercise and these dollars can purchase food and drink in the lunchroom.
> Weight management.
> Cancer Risk. The subcommittee creates a new theme each month. For example, October is always breast cancer month since the Breast Cancer Marathon is held in October in Cincinnati.
> Finance. Subcommittee members are responsible for re-stocking the refrigerator and keeping track of money.

10. Other activities:

> Monthly chair messages – paid by employees these are generally over-subscribed;
> Safety demo by the Kettering Police Department that was done without cost;
> Advanced directives from the Kettering Medical Center such as a living will and organ donation issues;
> Community blood mobile; and
? A hand washing campaign – December has a national hand-washing week.

11. MB has worked hard to create a supportive working environment. Although donuts are not banned (and never could be) there are fewer of them brought in and fruit and bagels are more prevalent than ever. Importantly, service companies that used to bring donuts, cookies, etc. are no longer bringing in unhealthy food when they provide treats for the employees.

12. Although MB has not been able to determine an ROI for the wellness program, it can see viable results such as more healthy lifestyles. An unexpected benefit has been the improved camaraderie and espirit de corps that the wellness program has stimulated.

Carol’s PowerPoint presentation is available from the OCMA office if you are interested. Just contact the office by phone or e-mail.

Ron Suttles, Ohio BWC, listens intently to a question from the audience

Ron Suttles, Business Consultant, Ohio Bureau of Workers’ Compensation (BWC), provided an update of activities at the Ohio BWC. Since much of the news about the Bureau has been negative lately, the OCMA HR Committee wanted to provide an opportunity for a more up-beat report. The key points of his presentation are presented below:

1. The new Ohio BWC Administrator Bill Mabe has established an “Agenda 2006” program that has as its centerpiece, the improvement over 2005 of more than $400 million in costs savings. During the first six months of 2006, the Ohio BWC has improved its bottom line by more than $200 million. Claims are down and medical costs have decreased by $43 million compared to 2005. The Ohio Attorney General’s office has increased its collection efforts this year to the tune of an additional $60 million. Finally, gains from investments are up year to year by more than $100 million.

2. Ohio BWC has been promoting its on-line premium reporting system. During the January 2006 reporting period nearly 15,000 employers took advantage of the program, a 22% increase over last year.

3. Ohio BWC is negotiating a new Managed Care Organization (MCO) contract to improve efficiency and reduce costs. The contract will only be for one year versus the previous two-year renewals. There will be a reduction in the reimbursement rate and the audit process will be enhanced. The new contract will expand the use of technology for all transactions and provide assurance that the MCO’s systems of internal controls are operating as designed.

4. The Ohio General Assembly enacted a workers’ comp reform bill this year, S.B 7. The new legislation addressed a number of problems confronting the Bureau. Despite the fact that the bill was a compromise between the Ohio BWC, employers, and employee representatives, the UAW and the Trial Attorneys began a referendum process to remove those changes that affected employees. The final outcome of these provisions will depend upon the legal action now being adjudicated.

5. Major provisions of S. B. 7 taking effect on June 30, 2006 include the following:

> Strengthens employer fraud enforcement by increasing penalties and providing a felony sanction;
> Reduces the 40 week waiting period for the filing of an application for permanent partial disability to 26 weeks;
> Payment of medical only claim up to $1,000 program has been increased to $5,000 medical only claim;
> The inception of an Alternative Dispute Resolution (ADR) program;
> Acceptance of Electronic Fund Transfer (EFT) payment of fees, benefits, etc.
> Increased penalties for Self-Insured and State Fund Employer abuses.

6. Major provisions of S. B. 7 that will take effect after final adjudication of the Secretary of State’s decision to declare the signature petitions invalid include the following:

> Changes the amount of time an employee may receive payments for wage loss;
> Specifies reasons an employee is not entitled to permanent total disability compensation (PTD);
> Specifies that “injury” includes psychiatric conditions where the claimant’s psychiatric conditions have arisen from sexual conduct in which the claimant was forced by threat of physical harm to engage or participate;
> Specifies that if a condition that pre-existed an injury is substantially aggravated by the injury, and that substantial aggravation is documented, once that condition has returned to a level that would have existed without the injury, no compensation or benefits are payable because of the pre-existing condition.

7. Another major legislative accomplishment of the 2006 Ohio General Assembly was the enactment of S.B. 227, which reinstated new BWC subrogation rights effective for claims with date of injury on or after April 9, 2003. Presumption is now eliminated and BWC is entitled to a proportional share of the injured worker’s insurance settlement including future claim costs. Employers are now not considered a third party unless the employee is able to prove intentional tort was committed.

8. The Ten-Point Premium Discount Program (PDP) focuses on the “Big Three:”

> Frequency – number of claims;
> Severity – number of days missed; and
> Lag Time – number of days between the date of injury and filing date.

The PDP provides discounts of 10% in Years 1 & 2 and a 5% premium discount in Year 3. It
also provides incentives such as a 10% premium rebate for a 15% claim severity reduction or
a 5% premium rebate for a 15% claim frequency reduction.

9. The Ohio BWC “One Claim” Program affects those employers who had participated in a group-rating program in the previous year, but will not be renewed because of a significant claim in the present year. The One Claim Program provides a 40% discount for an eligible employer who has a maximum of three (3) medical only claims along with one (1) significant claim at any point in time while in the program.

10. Successorship Liability Effective September 1, 2006, if a successor takes all or a portion of an operation, there is a transfer of financial responsibility and workers’ comp experience. Previously, there was a transfer of experience, but transfer of financial responsibility was optional.

Ron’s PowerPoint presentation is also available from the OCMA office.

ENVIRONMENTAL UPDATE

OCMA Vice President for Environmental Affairs Dennis Baker, Flowserve Corporation, presents the Environmental Update.

OCMA Vice President for Environmental Affairs Dennis Baker, Flowserve Corporation, presented the environmental report. The PowerPoint environmental report is available from the OCMA office, just call or e-mail. Key issues are outlined below:

Generally Available Control Technology-Area Source Rules

• USEPA is preparing to introduce the Son of MACT or GACT. GACT will apply to area sources; those with a potential to emit less than 10 tons/yr for a single HAP or less than 25 tons/yr for any combination of HAPs. USEPA views area sources as important contributors of HAPs especially in urban areas. The USEPA is operating under Section 112(k)(1) which states that USEPA shall “achieve a substantial reduction in emissions of HAP from area sources”. Section 112(k)(3) requires USEPA to prepare a national strategy for urban air toxics.

• Pollution prevention programs (PPP) will not be addressed in the GACT rule. It is likely that the Agency will promote the use of low emission binders in the future, but it does not fit under the authority outlined in the Federal Register. This means there will be no trade-offs between organic and metallic HAPs.

• For those foundries using cupolas the AFS Working Group has proposed that a cupola controlled by a wet scrubber shall be operated in accordance with an O & M plan, as required by this subpart, which shall include monitoring of scrubber operating parameters as required to demonstrate compliance with the applicable state rules or permit requirement for particulate matter emissions from the cupola.

• For those foundries using Electric Arc Furnaces (EAF) or Electric Induction Furnaces (EIF) GACT rules will vary. For EAF’s, particulate matter or metallic HAP emissions shall be limited to 0.01 gr/dscf of PM or 0.0008 gr/dscf of total metal HAPs. This requirement does not apply to EAFs with melting capacity equal to or less than 1.0 tph and annual production rates of less than 925 tpy. For EIF’s, no controls are considered to be the generally available control technology, but there may be different requirements based upon the size of the furnace.

• For fugitive emissions, for each building or structure housing foundry operations, you must have a trained employee conduct a weekly visual inspection and record whether emissions are normal or abnormal. “Normal” means those conditions prevailing, or expected to prevail, eighty percent (80%) of the time the process is in operation, not counting startup or shut down. A “trained employee” is an employee who has worked at the plant at least one (1) month and has been trained in the appearance and characteristics of normal visible emissions for that specific process. Visual inspection must be part of the O & M plan. The Rule does not apply to fugitive emissions or emissions from roof fans, roof vents, or equivalent that are subject to a specific PM emissions limit.

• Initial Compliance – Each iron or steel foundry covered by this area source rule will be required to have a certified reader conduct a one-time Initial Performance Test (IPT) to certify that “normal” operating opacity for the entire building or structure housing foundry operations is less than or equal to 20%. One reading will be taken on each building or structure housing foundry operations and record whether emissions are greater than or less than 20% opacity.

• For TEA control, each phenolic urethane cold box mold or core-making line using triethylamine (TEA) at an iron or steel foundry must control TEA emissions with a wet acid scrubber where:

• The pH of the scrubber blowdown does not exceed 4.5 for the pH of the scrubber blowdown, as measured once every operating day;
• If applicable, the recirculating pump is operating properly as determined once every operating day.

S. B. 265 New Air Toxic Rule

o Anticipated or Hopeful Outcomes

> More efficient air permitting system;
> Permit timing and content more predictable; and
> Simplified permit for business to understand and comply.

• Selected “wins”

• Ohio EPA must consider cost when developing rules;
• If modeled air toxics concentrations are less than 80% of the standard, air toxics terms will not be included in the PTI;
• Sources subject to MACT are exempt from Air Toxics Policy;
• By July 31, 2007, Ohio EPA must specify pre-construction activities that can occur prior to receipt of a PTI;
• If there is a federal or state rule prescribing M/R/R, Ohio EPA cannot add additional conditions unless agreed to by owner;
• State Best Available Technology (BAT) phased out over three (3) years, apply only to criteria pollutants. Ohio EPA will replace by rule.
• Effective July 31, 2007, BAT does not apply to sources with less than 10 tpy of post-control PTE criteria pollutants.
• Due to comments made in August, the list of proposed air toxics was reduced from 639 compounds to 303 compounds. This action removed compounds that were listed only because they were irritants, but had limited evidence of toxicity in humans. Consumer products removed included pesticides and cosmetic products. Others removed include acetone, MEK, delisted HAPs, and gasoline. Finally, some compounds were listed because of ACGIH TLV value, but no other indication of toxicity. For example, Ohio EPA removed any with ACGIH TLV greater than 1000 mg/ft3.

New Proposed Industrial Waste Rules

o As described by Ohio EPA Administrator, the Agency has been working for two years to create a “common sense approach for the regulation of industrial waste disposal”.

o Proposed rule is under review, but it was put together with no input from industry;

o One notable change, the maximum allowable limit for constituents (lead, arsenic, mercury, total of ten) has been reduced by 30% from former Ohio EPA Policy 400.007.

o OCMA submitted formal comments on the proposed industrial waste rules on October 30, 2006 and also signed on to the comments prepared by the Ohio Manufacturers’ Association.

Beneficial Reuse

• Ohio EPA has released its proposed beneficial use rules for comment. The comment period ends, Friday, December 8, 2006, however it is likely that an extension of this comment period will be requested by industry. OCMA members can review the proposed rules at the Ohio EPA website under the Surface Water Section.

• OCMA will comment on the proposed rules. The Environmental Affairs Committtee is presently reviewing the proposed rules to develop our comments. If you have a suggestion or concern about the proposed rules, please contact OCMA Environmental Affairs Vice President Dennis Baker at 1-800-543-9528, Ext. 4270 or OCMA Executive Director Russ Murray at 614-876-5100.

Larry Boyd, Energy Industries of Ohio, presents an update on DOE Best Management Practices programs.	OCMA Past President John C. Vaught, Tri-Cast, Ltd. warns OCMA members about the OSHA Local Emphasis Program (LEP) affecting foundries.

Energy Industries of Ohio (EIO) Update

Larry Boyd, EIO, announced that EIO has received new funding to present additional Best Practices Seminars of 4-5 of the most needed programs in manufacturing.

He also discussed a program in its preliminary stage in which the DOE is looking for information about major energy users, their practices, and whether by pooling together they would create adequate demand for an alternative energy project. The DOE is looking at the potential for the use of Ohio coal for the production of synthetic natural gas that would be used by pooled industrial companies.

OCMA Environmental Air Issues Workshop

OCMA Vice President for Environmental Affairs, Dennis Baker, Flowserve Corporation, presents an update on the area source/GACT rule development.

On October 31, 2006, the OCMA Environmental Affairs Committee sponsored an Air Issues Workshop and more than twenty-five OCMA members attended. OCMA Vice President for Environmental Affairs, Dennis Baker, Flowserve Corporation, provided an update on the latest area source rule proposals and the status of low-emission binders. He also introduced OCMA Trustee Craig Schmeisser, RMT, Inc. as well as OCMA members Cliff Glowacki, Technikon LLC, Jim Schifo, Keramida Environmental Inc., and Kim Myers, Griffin Wheel Company who provided important information about the newest environmental challenges facing the metal casting industry in Ohio. These issues include the implementation of SB 265 and how it will affect air permitting, the implementation of the PM 2.5 and ozone restrictions, and USEPA Subpart UUU application to foundries. Craig introduced Bill Hayes and Kristin Watt, Vorys, Sater, Seymour and Pease LLP who addressed how to avoid legal problems in permitting and compliance. Our thanks again to Ashland Casting Solutions for providing the training room and for picking up the cost of lunch. With these valuable contributions, the seminar was both an educational and financial success.

Craig Schmeisser, RMT Inc., discusses the potential impact of recently enacted S.B. 265.	Bill Hayes, Vorys, Sater, Seymour and Pease addresses legal issues confronting those companies involved in the permitting process.

Golf, Golf, and more Golf

Last year’s OCMA Golf Outing was such a monumental success that very few individuals believed that the 3rd Annual outing could top it. But top it we did with 101 golfers attending the outing held on Monday, August 28, 2006, at the Cumberland Trails Golf Club, the site of last year’s success. The amazing aspect of this turnout was the absolutely horrible weather conditions in which the hardy golfers played. If a hurricane had hit the course it may have been worse, but not much. Despite the poor conditions, participants enjoyed the golf, camaraderie, food & refreshments, and only one foursome did not complete their 18 holes. (Our lips are sealed.) OCMA earned an addition to its bottom line of nearly $20,000. An outstanding performance by “rookie” OCMA Golf Committee Chairman Dan Salak, Foseco Metallurgical Inc. and the OCMA Golf Committee, garnered thirteen (13) major sponsors, forty (40) hole sponsors, and 101 golfers! With Fairmount Minerals Ltd. once again providing a grand prize of a day of golf at the award winning Sand Ridge Golf Club the task of recruiting golf enthusiasts was pretty easy.

The winning team from Ashland Casting Solutions comprised of Bill Hitchcock, Dayo Kehinde, Ed Krohn, and Tom Oliver. The team’s winning score was fifteen (15) under par and included three (3) eagles. Of particular note, one of the eagles came on the 15th hole, a short par where Dayo’s drive ended up less than three feet from the hole! Enjoy your trip to Sand Ridge Golf Club guys, you have definitely earned it.

The success of the outing this year was beyond our expectations and we can hardly wait until next year. Dan Salak, Foseco Metallurgical Inc. will lead the Golf Committee again and we are confident that next year will be even better.

Volunteers

Lynn Bierly, OCMA Trustee, Mansfield Castings Co.
Bob Walrod, Foseco Metallurgical Inc. (retired)

OCMA PAC Golf Outings

The OCMA PAC golf outings were especially productive this year with more than $1300 added to the OCMA PAC. Although we only had one foursome participate in the Northeast OCMA PAC golf outing held on Thursday, July 20th, at Fox Meadow Country Club, due to the generosity of host Dan Salak, Foseco Metallurgical Inc.: he made an in-kind contribution of the green fees and luncheon, the outing earned nearly $500. The Southern Ohio OCMA PAC outing on Thursday, June 22, 2006 was one of the most successful outings ever. Held at the prestigious Coldstream CC, the tradition and grandeur enticed twelve (12) golfers to accept the challenge. Host David Greek Jr., Hill and Griffith Company was even able to hold off the thunderstorm until the last foursome finished. Pretty impressive. All and all we had a great time while supporting the OCMA PAC.

OCMA Executive Director Russ Murray received the prestigious 2006 AFS Keating Founders’ Freedom Award for significant contributions to the metalcasting industry and active participation in the fields of government affairs, human resource management, safety, health and education.

“Russ Murray has been a staunch supporter of the metalcasting industry for years,” said Jerry Call, Executive Vice President of AFS in the press release from the AFS Executive Conference in Napa Valley. “He has always made significant contributions and provided excellent leadership for the industry at the state and federal levels.” As an active member of the AFS Government Affairs Division and a leader whenever AFS storms Capitol Hill to confront legislative issues, Murray has always served on the “front-lines” when the metal casting industry needed foot soldiers.

AFS Awards Committee Chairman Don Huizenga congratulates OCMA Director Russ Murray as the recipient of the prestigious Keating Founders’ Freedom Award in 2006.

Join Us This Winter

• The next OCMA meeting will be held on Tuesday, January 16, 2007, at the Columbus Convention Center. The focus of the Winter Meeting will be on Ohio OSHA’s new local emphasis program for the Primary Metals Industry including foundries and your 401 (k) retirement plan: what you need to know to minimize your costs and to comply with USDOL regulations.

• We have also invited 2006 Indy Car Winner Sam Hornish to come spend some time with us. Hornish Bros., Inc. is an OCMA member and OCMA Trustee Walt Chaput has spoken to his mother about the meeting. It is a long shot, but we did not get a “no” so we are in the running. Contact Russ Murray at 614-876-5100 for more information.