Question #1: Lock out tag out during mold setting, purging, jams…

1. Question #1: Lock out tag out during mold setting, purging, jams… • Estops on each machine – how would OHSA handle this at inspection. They have the 3 state lockouts? • Adkev: Visible tag • Possible Resources • DA, Inc.; Safety Coordinator • Wayne Piltz • Troy: Contact Wayne Piltz of Five Star Plastics and Ice Miller to obtain a ruling on the lock out tag out issue

2. Question #3 continued… Wellness Programs: • Jennifer: Richardson Molding: How effective are these types of programs? • Brad – Micro: Organization is coming in once per year to do testing. No follow-up calls. • Renae– Metro Plastics: Monthly a health coach meets with employees. One on one contact and each month. Employees are relatively active and do take advantage of this program. • Kassy – Dekalb: 3 year journey. Counseling annually. Offer employees quarterly challenges like weight loss and fitness contests. Encourage employees to participate in community activities; walk-a-thons, etc… Partnered with vendor companies in order to offer better food choices. Offer weekly Zumba classes to employees and also weekly a message therapist visits. Employees are on wait list for the message therapy. Participation varies in the other activities • Susan – Team one – rate of participation? • Kassy – messages are the most utilized with a waiting list. 10 employees participate in the Zumba; Other activities ranged from about 25% - 75%¼ for our challenges • Sara – PRD – how did this start? • After a 40% increase, we realized we needed to get active in employee health. This program has evolved and Dekalb has a wellness committee. This mission of the program is in our CORE focus of the company. Number of employees - 125

3. Question #4:Employment Agencies • Trying to find temporary help and continue to struggle with finding good agencies. • Brad-we use up to 3 agencies at any one time so we don’t “drive them up.” We struggle verifying the legality of the temps working for us. Beginning to use the military as a source for good people. • Jenny – Custom Profile – if time permits, we ask each agency for the 5 best candidates and go through the interview process. • Brad – how long until a temp should become permanent? • 90 days, (90 – 180 days), 90, 90….seem like the consensus is about 90days.

4. Absenteeism – Any positive Approaches??? • Brad – we don’t provide sick days. $50 bonus per employee per month for perfect attendance (not late or leave early) Not offered to the contract staff • Charlotte – 4 hours of paid time off that accumulates over time without limitation. Ends up with 6 additional days per year. You can call in 2 hours before shift to use these hours. • Amanda – Parish Mfg…Have a no fault attendance policy – every 4 weeks employees earn 4 hours. Points are either accumulated or subtracted. This program caps at 32 hours and its use or lose. This applies to production employees. Spreadsheet is used on a weekly basis to manage the program. (Technically it’s the employees responsibility to monitor the program)

5. NLRB Posting – Anybody posting or not posting? • NLRB is fighting to have a poster put up on April 30th to “promote” unionization. Mandate coming directly from the NLRB. • Susan – plan on posting but also give the companies opinion. • Brad – We will follow the mandate, but we are also going to ensure that our employees understand ALL aspects of the NLRB mandate as there is truly another side they don’t want us to share.

6. Pre employment testing and post offer testing for production… • NBP- • Roseanne – pre-employment testing • ICE Miller Issue: Troy check with Ice Miller to see about the challenges to post offer testing of employees.

7. 12 hour work days • Lori from Global Plastics is interested in the Pros and Cons of going to a 12 hour shift format. • Resources: • Susan: Team One Plastics • Roseanne: PTA • MAPP Website: Great deal of information if you use “search” in the Member communications area of the website after you log in.