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The Environmental Protection Agency has proposed the first federal limits on two chemical compounds that were used widely in everyday products for decades, The Wall Street Journal (subscription) reports.

What’s going on: “The agency is proposing maximum allowable levels in the nation’s public drinking-water systems for two compounds in a class of chemicals known as perfluoroalkyl and polyfluoroalkyl substances, or PFAS, which were used for decades in carpeting, clothing, food packaging, firefighting foam and other consumer and industrial products. The EPA also said it would regulate four other PFAS chemicals by requiring treatment if the combined level reaches a certain concentration.”

• The suggested limits under the Safe Drinking Water Act are part of a larger move by the EPA to tighten rules around “forever chemicals”—so known because they take years to break down—owing to “a growing number of studies [that] have shown links to a variety of cancers, thyroid disease, high cholesterol and other issues.”
• The two individual chemicals under discussion are known as PFOA and PFOS, which various industries began using in the 1940s for their ability to resist grease, corrosion, water and stains, as well as to douse fires.

Why it’s important: While the EPA says the change would prevent numerous deaths and illnesses, not everyone is assured of the soundness of the science behind it—and others say it would cost companies unnecessarily.

• Critics of the new proposed standard say the chemicals are still necessary components of numerous products, from cell phones to medical devices, and there are no viable alternatives. Moreover, when used correctly, PFAS compounds do not pose a significant health risk to humans or the environment, they say.
• One source told the Journal the new limits “would cost water systems $40 billion” in compliance-related spending.

 Our take: “Everyone deserves access to clean drinking water, and manufacturers continue to do their part to ensure we achieve the highest levels of environmental stewardship,” said NAM Director of Energy and Resources Policy Chris Morris.

• “Manufacturers in America are committed to the communities in which they live and serve and are dedicated to protecting the health, safety and vibrancy of those communities. The EPA’s proposal leaves many questions unanswered on the feasibility of meeting these new standards and the economic impacts this will have on communities, especially rural communities and consumers. The NAM looks forward to continuing to work with the EPA to ensure everyone has access to clean drinking water.”

It’s been nearly a month since a devastating earthquake hit Turkey and Syria, killing at least 50,000 people—but manufacturers haven’t stopped lending a hand.

What’s going on: Through NAM Emergency Response Committee partners Project HOPE and Good 360, as well as other avenues, manufacturers in the U.S. were among the first to offer supplies and services to survivors. Here is just a sampling of the aid they provided.

Transport help: Manufacturers in the logistics sector stepped up to help ship necessary goods and supplies.  

• The UPS Foundation has committed $1 million in global logistics support and employee-contributions matches.
• FedEx has committed more than $1 million of in-kind shipping so far.

Funds: Others are giving sizable monetary donations to the relief efforts.

• The Caterpillar Foundation is donating $400,000 to support relief efforts.
• Boeing Charitable Trust is giving a $500,000 donation.
• Novartis is donating $1 million.
• Rockwell Automation is donating $50,000 to the American Red Cross.
• Siemens has donated more than $1 million.

Supplies: Many manufacturers have also been donating much-needed goods to the earthquake victims.

• In addition to donating $1.2 million, the PepsiCo Foundation has partnered with nonprofits Tider and Ahbap to deliver essentials, including food, water, sanitation and hygiene products, along with container shelters, blankets and other emergency supplies.
• The Kraft Heinz Foundation is sending food and care products and donating $500,000 to the Red Cross.
• The Abbott Fund has committed $1.5 million in grants and product donations.

How to help: If you’d like to help those in need in Turkey and Syria, the NAM Emergency Response Committee offers options:

• To donate needed products—including hygiene kits, cold-weather clothing or health supplies—please visit Good360’s goods-donation page.
• If you want to give funds to support humanitarian relief, you can do so via the NAM’s partnership with Project HOPE.

Share your story: The NAM Emergency Response Committee is looking to hear from manufacturers about how they may have been affected by the earthquake and how they may be helping. To share your stories, please contact the NAM Emergency Response Committee at [email protected].

Few things are more quintessentially Louisianan than seafood and Tabasco sauce, and on the third stop of the NAM’s Competing to Win Tour on Thursday, NAM President and CEO Jay Timmons got to spend some time with both.

The first stop: Laitram LLC, the Harahan, Louisiana–based manufacturing leader in seafood and nuts processing equipment, played host to Timmons, Louisiana Rep. Garret Graves (recently tapped by House Speaker Kevin McCarthy as Elected Leadership Committee chair) and Louisiana Association of Business and Industry President and CEO Stephen Waguespack.

• Laitram President and CEO Jay Lapeyre (who also serves as chairman of the Cato Institute Board of Directors) and his team led the group through a facility tour of Intralox, a subsidiary of Laitram specializing in conveyer belts and equipment that improve productivity, food safety and reliability in high-speed package sorting.
• Timmons, Rep. Graves and Waguespack spoke with line employees across the facility, and Timmons was impressed by the company’s successes in employee retention: “Nearly everyone I met had been there a decade or more … One team member recently marked 46 years with the company,” he noted afterward.

Talking policy: Timmons moderated a roundtable discussion on manufacturing policy opportunities and challenges with Laitram’s senior staff, Rep. Graves and Waguespack after the tour.

• Lapeyre and his team expressed concerns about pass-through tax rates, which impact Laitram given that it is an S-Corp. They also raised alarms about the recent phaseout of pro-growth tax deductions for research and development and bonus depreciation.
• Trade emerged as a top priority for Laitram and its global enterprise, and Lapeyre also shared his perspective on the need for more regulatory certainty, particularly in the light of a potential new rule from the Federal Trade Commission limiting the use of noncompete agreements.
• Meanwhile, Rep. Graves emphasized the continued importance of protecting tax reform and pointed to ongoing efforts in Congress to advance permitting reform.

The second stop: The NAM team then headed to Avery Island, about two hours outside of New Orleans, where they visited McIlhenny Company, the maker of the iconic red-and-green-bottled Tabasco pepper sauce.

• Timmons was given a full tour of the 155-year-old company’s facilities, which included stops at the manufacturer’s barrel-aging warehouse, blending facility, bottling and packing plant and its onsite restaurant.
• McIlhenny Chief Operating Officer Michael Terrell—a fourth-generation employee of the company—and Agricultural Manager Christian Brown—a sixth-generation employee—guided the tour around the facility, which showed off some of the manufacturer’s recent bottling-plant innovations. These included label readers, case packers and a packet line, as well as several sustainability initiatives.

The last word: As Timmons said at the outset of the competitiveness tour, “The story of manufacturing in America is one of resilience and defying the odds. All manufacturers ask is that in Washington, when it comes to policy, don’t stack those odds against us.”

Recent tax law changes that increase the costs of research, machinery purchases and key business investments will harm manufacturers “at a time when 62% of manufacturing leaders already expect a recession in 2023,” the NAM told congressional leaders Monday.

What’s going on: Beginning in 2022, businesses that had for decades been allowed to immediately deduct research and development expenses had to begin amortizing these costs over years, making innovation more expensive.

Why it’s important: The change creates a competitive disadvantage for manufacturers in the U.S., as “China, which has made no secret of its ambition to become the world leader in advanced manufacturing, currently provides a 200% deduction for R&D expenses for manufacturers,” NAM Senior Vice President of Policy and Government Relations Aric Newhouse told the Senate Finance Committee and the House Ways and Means Committee.

What can be done: Congress should reverse course to avoid harming manufacturers, Newhouse said. Here’s what lawmakers should do:

• Reverse the R&D amortization provision: Policymakers should allow manufacturers to go back to being able to deduct 100% of their R&D expenses in the same year in which they are incurred.
• Protect interest deductibility: Congress must reverse the new, stricter limit on interest deductibility (the earnings before interest and tax, or EBIT, standard) and return to the “standard in place prior to 2022, which was based on earnings before interest, tax, depreciation and amortization.”
• Return to full expensing: Lawmakers should go back to allowing businesses to take 100% deductions for equipment and machinery purchases in the tax year of purchase.

 The last word: By making these changes, Newhouse said, “Congress can help ensure that manufacturers, especially small manufacturers, can continue to invest in their operations, their workers and America’s future.”

With 200,000 people transitioning out of the military annually in addition to veterans, reservists and military spouses, the military population represents a highly skilled workforce. At a recent roundtable, panelists from Smithfield Foods, Dow and National Gypsum discussed how the manufacturing industry can leverage this population’s strengths.

Key Insights

• Manufacturers should identify a leader with military background in their organization to support the hiring process, particularly in parsing military and manufacturing lingo in job descriptions and resumes.
• Manufacturers should communicate if they will accept military experience as an equivalency to an associate’s or bachelor’s degree in their job descriptions.
• Networking can be the determining factor in getting an interview and landing a job offer. The MI will be hosting a virtual hiring fair in late February. Keep an eye on our website for more updates!
• Employee resource groups can be an excellent resource for newly hired military talent and can advocate for population-specific needs.

Read the full article here.

With one-in-four Americans possessing a criminal record, manufacturers who pursue “second chance hiring” are accessing a diverse and motivated talent pool. What do they need to know to begin?

At the Manufacturing Institute’s inaugural Workforce Summit, held in Cincinnati, Ohio, last October, panelists from manufacturers Saint-Gobain and JBM Packaging and from Envoy, a social impact advisory firm specializing in fair chance employment, shared tips on how to create such hiring programs.

Risk assessment: While safety is a concern, panelists emphasized that there is a difference between perceived risk and actual risk.

• “The data shows that second chance individuals are retained longer, have higher productivity and engage in more training than the average individual that you bring in,” said Cassi Zumbiel, managing director at Envoy.
• Saint-Gobain uses “a framework for background checks which we have developed in collaboration with our legal team. Candidates in the second chance hiring programs demonstrate higher level of commitment and a proactive approach to job searching, setting themselves up for success in future roles. We like to collaborate with our community partners in order to provide a good candidate experience and a seamless recruiting process,” explained Magda Dexter, senior vice president of communications and human resources at Saint-Gobain.
• For JBM Packaging, it’s about having honest and transparent conversations with candidates about their backgrounds. JBM also works with case managers to get referrals and assess candidates’ fit with the company.

How to get started: Dexter recommended that companies start with a pilot program, then scale it up, noting that it’s important to select a site that has the right culture, an engaged plant manager and HR support.

• Saint-Gobain has also tried out a variety of different support systems across their company, including hiring a part-time social worker as well as instituting a buddy system and a mentoring program.
• Zumbiel encouraged companies to do background checks only after a conditional offer has been made, recommending that companies should limit the look-back period to three to seven years. “That helps eliminate some of that bias and makes you really look at the candidate holistically.”
• Panelists also noted that it was important to review job descriptions to make sure they specify that second chance candidates are welcome.

From jobs to careers: Ninety percent of JBM’s second chance hires are entry-level production workers; the other 10% have mechanical or machinist skills and fill entry-level technical roles. However, Valerie Plis, director of human capital and culture at JBM, realized there was a lot of experience that the company wasn’t tapping into.

• Plis shared a story of a second chance hire who started as a machine operator. As Plis got to know her, she realized that the new hire had a background in training. The new hire progressed from an operator trainer to a lead trainer, then joined the HR team. In addition to leading training across the company, she now helms the second chance recruiting initiative, coming back full circle.
• Plis added, “At JBM, we started working on putting together some very defined career paths. It’s changed the way we conduct our performance reviews, so now we’re focused on growth and development.”

Succeed by partnering: While second chance hires come with a lot of benefits, there are also some challenges that are unique to this population. Partnering with community organizations can help, the panelists said.

• For Dexter, it’s about figuring out what the company will offer and what the community partners will offer. “We will support with on-the-job training. We will support with [providing] structure at work. We will rely on [our community partners] for job readiness and life skills training.”
• Zumbiel noted that “the community partner can advocate for the employer about the great opportunities and the benefits of working in manufacturing” and also prepare candidates to ace their interviews.

 The last word: “A lot of the things we implemented, we thought we were doing just for our second chance population, but they actually ended up becoming a huge benefit for our entire workforce,” Plis said.

How does an expert in one facility guide an engineer halfway across the country through implementing a new technology? Food and beverage packaging manufacturer Crown Holdings found an innovative answer during the pandemic, when its employees couldn’t travel freely: it equipped them with smart glasses.

This pilot program, the subject of a new case study by the Innovation Research Interchange (the NAM’s innovation division), has shown a great deal of promise. Here’s some of what the company has learned so far.

How it worked: The glasses make it possible for experts to connect with on-site workers in real time, thanks to their built-in cameras, microphones, speakers and high-resolution display. The glasses can even be integrated with Microsoft Teams.

• “When the pandemic started, we were trying to coordinate commissioning activities through email and WhatsApp messaging,” said Crown Holdings Project Industrial Engineer Leon Azzi. “Tasks that normally took two to three days were taking weeks.”
• But with the glasses, “[The workers] could share with each other the PLC (programmable logic controllers) electrical diagrams and pictures using the glasses viewer, and the remote experts could point them to areas to focus on in real time,” said Crown Holdings Digital Optimization Team Head Alberto Rodriguez.

Working out the kinks: The company is still perfecting its use of the glasses, which do need some optimization for a manufacturing environment.

• One issue is with the Wi-Fi, since the glasses need a consistent connection that is sometimes hard to find in a manufacturing facility.
• In addition, the integrated noise cancellation headphones that come with the glasses need some upgrades, as the workplace can be incredibly loud and impede easy communication.
• Workers also found the weight of the glasses on their heads to be uncomfortable at times, especially as they were already wearing other safety equipment.
• And last, the screen in the smart glasses is relatively small, which can make it difficult for workers to read.

The path ahead: Crown Holdings considers the program to be a success and plans to expand its use of smart glasses in other areas, including worker training and the mapping of visual data onto equipment. It also hopes the glasses can improve worker interactions with machines via their voice recognition technology, which could allow remote workers to zoom in or capture photos from afar through voice commands.

Learn more: Read more about Crown Holdings’ experience at the IRI Learning Center.

On Dec. 21, 2021, the Ball family from Winston-Salem, North Carolina, received devastating news: their son Maxx had Ewing sarcoma, a rare form of bone cancer that typically occurs in children and young adults.

Maxx’s wish: As he battled the potentially life-threatening disease, 10-year-old Maxx, whose cancer is now in remission, had one wish: to travel to Wisconsin to learn about the cheese-making process.

• “Most kids choose Disney World or a trip to Hawaii, but not my son,” said his mom Lauren. “He loves cheese and all things dairy, so he wanted to come to Wisconsin.”

From wish to reality: The Make-A-Wish Foundation contacted Plymouth, Wisconsin–based Sargento—a leading manufacturer of shredded, sliced and snack natural cheese products—which was thrilled to grant Maxx’s wish.

Sargento has been a longtime supporter of the Make-A-Wish Foundation, partnering with other local businesses on an annual golf-related fundraiser that provides substantial support for Make-A-Wish Wisconsin. Sargento’s Executive Vice President of Operations and third-generation family owner, Mike McEvoy, has also served on the board of Make-A-Wish Wisconsin.

The itinerary: After arriving in Madison the Friday before Thanksgiving, Maxx and his family visited the Center for Dairy Research at the University of Wisconsin–Madison. He also met Wisconsin Gov. Tony Evers, visited

the Wisconsin State Capitol building, checked out the House on the Rock and then traveled to Green Bay to tour Lambeau Field. But the final day of his Dairyland tour was a stop at Sargento’s new location: Baker Cheese in St. Cloud, Wisconsin.

The visit: Sargento General Manager Brian Baker and Master Cheese Maker Jeff LeBeau provided a tour of the facility and explained the cheese-making process in detail. Maxx helped with making cheese curds, learned the documentation process and even operated one of the facility’s computer systems.

• “On our tour, he kept saying, ‘This is awesome,’” said Baker. ‘It really put Thanksgiving into perspective. They are a wonderful family, and what he’s gone through, to be here and to be so engaged and on the other side of his diagnosis, shows what’s really important.’”

The last word: “It was a great day, and it was a pleasure to help make Maxx’s wish come true,” said Sargento Vice President of Human Resources and Community Relations Karen Lepisto.

What should manufacturers know about cybersecurity threats? NAM COO Todd Boppell recently appeared on Mandiant’s “Defender’s Advantage Podcast” to explain how cyber criminals are targeting manufacturers today and what companies can do to protect themselves. Here’s some of his advice.

The threat today: While cyberthreats are nothing new, in recent years there has been a sea change, Boppell said.

• “I think what’s really changed in the past five years, especially—it probably started in the past 10, but it’s massively accelerated—is that cybercrime as a business model is on the rise,” he said.
• “A lot of the bad guys, whether their motivations are political or purely economic, have realized that ransomware and other forms of pure disruption are sometimes just as helpful or just as lucrative as stealing any sort of intellectual property.”

Manufacturing as a target: Manufacturers get victimized by ransomware attacks “because manufacturing is one of the least tolerant industries of any sort of downtime,” Boppell continued.

• “Over the past five years, manufacturing was always in the top three [sectors targeted by cyber criminals], typically with medical and financial services … but really over the past 18 to 24 months, all the data I have seen says that manufacturing has jumped to number one and has stayed there.”

What small businesses need to know: Small businesses may believe that they are beneath notice for cyber criminals, but that’s not the case, said Boppell.

• Once they come to terms with that depressing reality, small companies should take a look at their staff and operations, he said. “Do they have the talent on staff to understand what they should do, what their risks are, which systems they currently have that need to be addressed? Do they understand all the acronyms at play? Do they understand the different threat vectors?”

• And last, once the company generally knows what it’s doing and perhaps has some IT support, it should consider its budget, and how it can “get the most bang for its buck.”

What large businesses need to know: “Larger companies want to be helpful, and they want to help secure their supply chain partners, because it is absolutely in their best interests. … However, they are unbelievably busy just protecting their own boundaries and just worrying about all the attacks they’re facing,” Boppell said.

• “And of course, it’s always a little bit frustrating for smaller companies to have a larger company try to tell them what to do … so you have to really manage those relationships and figure out the right way to go in and help.”

The most important thing: “The number-one thing I’m trying to get through, and the number-one myth I want to dispel, is that a lot of small manufacturers believe that … they have no IP to protect,” said Boppell. “Maybe they make screws and fasteners, or maybe they make mattresses or whatever. … They feel like cyber is not a big deal for them.”

• “What we’ve seen with ransomware is that’s absolutely not true. Their ransomware risk is just as high as anyone else’s because they can’t tolerate downtime. And if they haven’t taken the steps to secure their networks and their equipment, then they’re going to be even more prone to falling victim to ransomware.”

Listen to the whole thing: You can find the entire interview with Boppell here.

Protect yourself: Interested in safeguarding your company? NAM Cyber Cover was designed specifically to give manufacturers and their supply chains enhanced risk mitigation and protection. Find out more here, and check out this webinar on the state of cybersecurity for manufacturers.

For Christopher Wilf, joining the armed services is a family tradition.

“When I was growing up, my dad was in the military, his dad was in the military, and my mom’s side of the family had people in the military,” said Wilf. “When I was 16 and trying to plan out my future, my high school had a recruiting station with all four branches. I went in asking for information and went from there.”

Wilf had a four-year plan: to join the military, gain some skills and earn some money. But as he prepares to exit his role as a warrant officer in the U.S. Army more than 21 years later, it’s clear that the experience was a better and more long-lasting fit than he expected.

The next step: After two decades working in military aviation, Wilf wanted to try his hand at something else—and when he was introduced to the MI’s Heroes MAKE America program at Fort Stewart, outside Savannah, Georgia, he saw an opportunity for a new career.

• “Heroes gives you a whole range of opportunities, whether it’s within your existing specialty or not,” said Wilf. “If you’re looking for something new, they’ll provide you some references for that new area.”
• “We’re in Savannah, and logistics is huge here—lots of Fortune 500 companies that need logistics support. I understood logistics, but had no background in it, so the Heroes program I chose provided me with some of that training.”

The program: The MI designed Heroes MAKE America as an integrated certification and training program that helps prepare transitioning service members, veterans, National Guard members, reservists and military spouses for careers in the manufacturing and supply chain industries. It offers in-person and remote training options, as well as career guidance and placement support.

The results: Through the Heroes program, Wilf is working as a warehouse distribution manager at the Target distribution center in Midway, Georgia—and he credits Heroes with offering him the training to succeed.

• “As a guy coming in with no formal logistics knowledge, it gave me everything I needed,” said Wilf. “I’m currently working in the logistics field, and now I have some framework for how logistics works. When a concept comes up at work, I have a frame of reference—I can say, tell me about the specifics of this job, but I understand the general theme.”

Good advice: “Go into Heroes seriously, with a mindset of ‘I am doing this for myself and my career, to better myself and gain knowledge that makes me marketable in the civilian world,’” said Wilf.

• “For me, that was the most beneficial aspect of the course—that I became immediately marketable, even though it was only a two-month program. Employers know that I have some knowledge, and I’ve proven that I’m someone who can lead.”

The transition: It’s clear from Wilf’s experience that the skills he gained in the military make him a strong fit for manufacturing—and that the industry can provide him with a long-term career.

• “In just two months, I’ve already seen how my skills transfer,” said Wilf. “I’ve gone through a lot of interviews, and those characteristics of a military person—to be reliable, to be safety-conscious and to be a leader—that’s what people are looking for.”
• “Picking Heroes MAKE America provided me with the ability to stay on an upward trend and find a career, not just a job.”

A pitch for manufacturing: “If you’re looking for a field where you can get a job, with potential for upward growth, then manufacturing is it,” said Wilf. “From being at the warehouse level to working in management at headquarters, that potential for growth is real.”