UMA CHANGES FOCUS OF ANNUAL AWARD – SEEKS NOMINEES
September 13, 2010 – Utah Manufacturers Association
The nearly 40 year old tradition of honoring a UMA Business Executive of the Year is being modified in 2010 to focus on manufacturing companies rather than a single executive of that company.
“It seems prudent to recognize the many folks who make a company great and cause it to stand out among its peers not just the top executive”, said UMA President Tom Bingham. “In almost every instance over the past forty years, recipients of this award have acknowledged and praised the team effort that qualified them as UMA’s Business Executive of the Year. For that reason, UMA is seeking to recognize outstanding manufacturing companies in their prestigious annual award of excellence,” Bingham concluded.
The following is an invitation for Utah manufacturing companies to apply for this award together with the criteria and selection process. We encourage you to submit an application for your company to receive this prestigious award from fellow manufacturers in Utah.
The nearly 40 year old tradition of honoring a UMA Business Executive of the Year is being modified in 2010 to focus on manufacturing companies rather than a single executive of that company.
“It seems prudent to recognize the many folks who make a company great and cause it to stand out among its peers not just the top executive”, said UMA President Tom Bingham. “In almost every instance over the past forty years, recipients of this award have acknowledged and praised the team effort that qualified them as UMA’s Business Executive of the Year. For that reason, UMA is seeking to recognize outstanding manufacturing companies in their prestigious annual award of excellence,” Bingham concluded.
The following is an invitation for Utah manufacturing companies to apply for this award together with the criteria and selection process. We encourage you to submit an application for your company to receive this prestigious award from fellow manufacturers in Utah.
UTAH MANUFACTURERS ASSOCIATION
“MANUFACTURER OF THE YEAR” – 2010
INVITATION TO APPLY
“MANUFACTURER OF THE YEAR” – 2010
INVITATION TO APPLY
Since 1969 Utah Manufacturers Association (UMA) has annually presented the “UMA Business Executive of the Year” award to a top executive in Utah. The UMA Board of Directors, recognizing that there are many people responsible for the success of manufacturing businesses, has decided to change the focus of this prestigious award and recognize a “manufacturer of the year” in lieu of a business executive. So, beginning at this year’s Awards and Installation Banquet in November, the award will be for the manufacturer of the year and will recognize an outstanding manufacturer and all who have played a part in making it a success.
Criteria
The criteria for awarding this newly-revised award include outstanding performance in the following areas:
· Operational Performance and Best Practices
· Economic Achievement
· Workplace Safety
· Community and State Involvement and Outreach
· Fidelity to the Principles of Free Enterprise
· Economic Achievement
· Workplace Safety
· Community and State Involvement and Outreach
· Fidelity to the Principles of Free Enterprise
Consideration points will be awarded by the UMA selection committee in each of the foregoing categories.
Selection Process
The award is presented at the annual UMA Banquet in November to an outstanding manufacturing company in Utah.
Nominations for the award can come from any person or group.
Each nomination should include information deemed pertinent to qualify the company for the award.
All nominations must be submitted to the UMA office prior to October 1st.
A committee of UMA members makes the selection. The committee members are appointed by the UMA Chairman and confirmed by the UMA Executive Committee. The committee membership remains anonymous.
The announcement will not be made public until the November Banquet. An executive of the company being honored must be present at the Banquet to accept the award.
BUFFETT, BALLMER SEE BRIGHT ECONOMIC FUTURE
September 13, 2010 – LateWire from Today in Manufacturing.net
Biggest names in business say they see a bright future for the economy, with Warren Buffett declaring the U.S. won't fall back into the grips of recession ... continue
Biggest names in business say they see a bright future for the economy, with Warren Buffett declaring the U.S. won't fall back into the grips of recession ... continue
IMF: CRISIS ISN'T OVER UNTIL JOBS RETURN
September 13, 2010 – LateWire from Today in Manufacturing.net
International Monetary Fund says the number of unemployed worldwide has increased by more than 30 million during the crisis to about 210 million people ... continue
International Monetary Fund says the number of unemployed worldwide has increased by more than 30 million during the crisis to about 210 million people ... continue
DO YOU DIRECT OR COACH?
September 13, 2010 – Employers Council
Do you direct – or coach – your employees? Directing is a method of command and control – telling employees exactly what to do, when to do it and even how it should be done; the boss is in charge, has all the answers, and fixes all the problems. In contrast, coaching is a method of guiding, instructing and training an employee, with the aim of achieving a goal or developing specific skills.
Directing may get faster results, but the time and effort put into coaching will achieve lasting, long-term results that provide greater employee satisfaction AND create workers willing to go the extra mile for your company!
Do you direct – or coach – your employees? Directing is a method of command and control – telling employees exactly what to do, when to do it and even how it should be done; the boss is in charge, has all the answers, and fixes all the problems. In contrast, coaching is a method of guiding, instructing and training an employee, with the aim of achieving a goal or developing specific skills.
Directing may get faster results, but the time and effort put into coaching will achieve lasting, long-term results that provide greater employee satisfaction AND create workers willing to go the extra mile for your company!
September 13, 2010 – Quick Manufacturing News
MAPI predicts 6% growth overall in 2010 and 5% in 2011. Click to continue
MAPI predicts 6% growth overall in 2010 and 5% in 2011. Click to continue
NEW IRS EMPLOYEE VS. CONTRACTOR TIPS
September 13, 2010 – Employers Council
Again this summer, the IRS published tips to help employers determine whether a worker is an employee or independent contractor. The seven tips are:
1. The IRS uses three characteristics to determine the relationship between businesses and workers:
(a) Behavioral Control covers facts that show whether the business has a right to direct or control how the work is done through instruction, training or other means,
(b) Financial Control covers facts that show whether the business has a right to direct or control the financial and business aspects of the worker's job, and
(c) Type of Relationship covers facts that relate to how the worker and the business owner perceive their relationship.
2. If you have the right to control or direct not only what is to be done, but also how it is to be done, then your workers are most likely employees.
3. If you can direct or control only the result of the work done – and not the means and methods of accomplishing the result – then your workers are probably independent contractors.
4. Employers who misclassify workers as independent contractors can end up with substantial tax bills. Additionally, they can face penalties for failing to pay employment taxes and for failing to file required tax forms.
5. Workers can avoid higher tax bills and lost benefits if they know their proper status.
6. Both employers and workers can ask the IRS to make a determination on whether a specific individual is an independent contractor or an employee by filing a Form SS-8, Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding, with the IRS.
7. Employers can learn more about the critical determination of a worker's status as an independent Contractor or Employee at IRS.gov...Additional resources include IRS Publication 15-A, Employer's Supplemental Tax Guide, Publication 1779, Independent Contractor or Employee, and Publication 1976, Do You Qualify for Relief under Section 530?
Source: IRS Summertime Tax Tip 2010-20, 8/20/10, www.irs.gov/newsroom/article/0,,id=173423,00.html
Again this summer, the IRS published tips to help employers determine whether a worker is an employee or independent contractor. The seven tips are:
1. The IRS uses three characteristics to determine the relationship between businesses and workers:
(a) Behavioral Control covers facts that show whether the business has a right to direct or control how the work is done through instruction, training or other means,
(b) Financial Control covers facts that show whether the business has a right to direct or control the financial and business aspects of the worker's job, and
(c) Type of Relationship covers facts that relate to how the worker and the business owner perceive their relationship.
2. If you have the right to control or direct not only what is to be done, but also how it is to be done, then your workers are most likely employees.
3. If you can direct or control only the result of the work done – and not the means and methods of accomplishing the result – then your workers are probably independent contractors.
4. Employers who misclassify workers as independent contractors can end up with substantial tax bills. Additionally, they can face penalties for failing to pay employment taxes and for failing to file required tax forms.
5. Workers can avoid higher tax bills and lost benefits if they know their proper status.
6. Both employers and workers can ask the IRS to make a determination on whether a specific individual is an independent contractor or an employee by filing a Form SS-8, Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding, with the IRS.
7. Employers can learn more about the critical determination of a worker's status as an independent Contractor or Employee at IRS.gov...Additional resources include IRS Publication 15-A, Employer's Supplemental Tax Guide, Publication 1779, Independent Contractor or Employee, and Publication 1976, Do You Qualify for Relief under Section 530?
Source: IRS Summertime Tax Tip 2010-20, 8/20/10, www.irs.gov/newsroom/article/0,,id=173423,00.html
September 13, 2010 – Quick Manufacturing News
"Do you sometimes get the feeling that you're spending too much for transportation, technology and energy? You may be right..." Click to continue
"Do you sometimes get the feeling that you're spending too much for transportation, technology and energy? You may be right..." Click to continue
SMEAD TO EXPAND OPERATIONS
Company moves to consolidate operations in Cedar City
September 13, 2010 – St. George Spectrum
September 13, 2010 – St. George Spectrum
CEDAR CITY — Smead Manufacturing Company recently announced plans to consolidate its business operations. The move is expected to improve the operational performance of the company while maintaining customer service expectations.
The consolidation means a significant increase in business for Smead’s Cedar City facility. Cedar City was targeted for expansion because it is a highly efficient facility with a strong commitment to excellent customer service according to Gordon Goodall, Cedar City general manager.
“We are very fortunate to have such highly dedicated associates who are actively involved i n supporting our strong focus on Continuous Improvement,” Goodall said. “Over the past several years we have embraced the principals of Lean Manufacturing and coupled with our team focus we have been able to consistently achieve operational objectives. This made our facility a logical choice for business expansion when the consolidation decision was made.”
The increase in business is good news for Smead’s Cedar City operations. Since we will be servicing a larger market area, we’ll be adding additional converting equipment to the facility in order to meet the increased business demand.
Bob Graul, Cedar City human resources manager said, “Over the next few months, Smead will be recruiting approximately 40 skilled associates with a solid work ethic and manufacturing experience to join our Cedar City team.” Area residents can watch our signs on Lund Highway and Highway 56 for hiring opportunities. Openings will also be posted with the Utah Department of Workforce Services, and in the local newspapers.
“We are excited about the announced business expansion and the positive impact it will create for the Cedar City area. Being able to provide good career opportunities with competitive compensation and great benefits helps Smead maintain its reputation as a great place to work in Cedar City,” Graul said.
Smead is a leading manufacturer of office filing products headquartered in Hastings, Minn. Smead has grown to be the premier supplier of office filing products in the United States, boasting a product line of more than 2,000 organizational products.
LEGAL BRIEFING: UNEMPLOYMENT BENEFITS
September 13, 2010 – Employers Council
Utah's unemployment rate is higher than it's been in decades. Ex-employees seem to receive unemployment insurance benefits for months on end. How does an employer control these increased costs? At this briefing, Attorney Geoffrey Landward, General Counsel for the Utah Department of Workforce Services, will explain what happens with an extension of unemployment insurance benefits (and who pays). He will also address unique unemployment insurance challenges employers face during tough economic times, such as the impact of layoffs, furloughs, reductions in work hours, and temporary shutdowns. The briefing (available to Council members and Utah attorneys only) is Wednesday, September 29, from 8:00 to 9:30 a.m., at the Radisson Hotel in Salt Lake City.
The cost is $85. However, there is still time to take advantage of our special discount offer: Register for the entire 5-session Legal Breakfast Briefing series and save $100!
For details and a registration form, contact the Council or go to www.ecutah.org/lbb.pdf.
Utah's unemployment rate is higher than it's been in decades. Ex-employees seem to receive unemployment insurance benefits for months on end. How does an employer control these increased costs? At this briefing, Attorney Geoffrey Landward, General Counsel for the Utah Department of Workforce Services, will explain what happens with an extension of unemployment insurance benefits (and who pays). He will also address unique unemployment insurance challenges employers face during tough economic times, such as the impact of layoffs, furloughs, reductions in work hours, and temporary shutdowns. The briefing (available to Council members and Utah attorneys only) is Wednesday, September 29, from 8:00 to 9:30 a.m., at the Radisson Hotel in Salt Lake City.
The cost is $85. However, there is still time to take advantage of our special discount offer: Register for the entire 5-session Legal Breakfast Briefing series and save $100!
For details and a registration form, contact the Council or go to www.ecutah.org/lbb.pdf.
OBAMA: WASHINGTON HAS 'STOPPED THE BLEEDING'
September 13, 2010 – LateWire from Today in Manufacturing.net
President is imploring voters to support his party's economic policies, even though those policies haven't brought about a recovery fast enough for many Americans ... continue
President is imploring voters to support his party's economic policies, even though those policies haven't brought about a recovery fast enough for many Americans ... continue
September 13, 2010 – Quick Manufacturing News
"So says the United Steelworkers..." Click to continue
"So says the United Steelworkers..." Click to continue
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