Flashings

Be prepared for prowlers

Unfortunately, we live in a society in which letting your guard down can be dangerous. It especially is important to keep your employees safe when they're working alone in warehouses and reception areas or walking through your parking lot. The following tips can help protect your employees if a burglar or prowler is in their midst:

Ensure rooms are secure. If possible, each office should have a lockable door with a peephole so employees can check the hallway before exiting. If it is impossible to have locks installed on all office doors, the doors leading to an office suite should be easily lockable. In addition, ensure one room or office in large areas, such as warehouses, has a lockable door.
Install telephones. When workers must walk through parking lots or from one building to another, you should install telephones in well-lit areas. Consider making cordless telephones available so workers can carry them when they walk in areas where telephones cannot be installed.

Source: Adapted from the British Columbia Institute of Technology's Web site, as cited by The Manager's Intelligence Report, January issue.

Polyether polyols and MDI prices increase

Effective the first of this month, The Dow Chemical Co., Midland, Mich., has increased North American off-list prices for VORANOL polyether polyols, PAPI* polymeric methylene diphenyl diisocyanate (MDI) and ISONATE* pure MDI by 6 cents per pound.

"Tighter supply and elevated prices for propylene and natural gas continue to put significant upward price pressure on rigid polyether polyols and MDI," says Richard Beitel, Dow Polyurethanes' commercial director. "We anticipate this trend could continue through 2007 based on industry indicators, such as new capacity announcements."

Important depreciation ruling made

A depreciation-limit victory was won in the case Thomas J. Northen Jr. and Shirley Cox v. Commissioner of Internal Revenue. Northen and Cox co-own a commercial property in Belmont, Calif. The case resulted when the Internal Revenue Service (IRS) found a $13,854 deficiency in Cox's 1998 federal income tax return. In the case, Cox claimed roof system repair work was a deductible expense but the IRS said it was a capital expenditure. (For more information about Internal Revenue Code [IRC] provisions, see "Depreciation limit," July issue, page 22.) The U.S. Tax Court was asked to determine whether Cox was "entitled to deduct the cost of removing and replacing the roof-covering material and related expenses on her commercial building."

In 1998, the building's roof had leaked damaging materials stored in the building. Upon inspection, a roofing contracting company determined the roof was "intact" except for one area. The company tore off the damaged roof area, replaced 28 plywood sheets because of dry rot and reinstalled the roof system. To avoid potential liability, the company applied a spray polyurethane foam coating to the entire roof system instead of just the repaired area. This was a company policy.

Pursuant to IRC Section 7463 and referencing the 1967 case Oberman Manufacturing Co. v. Commissioner, the court ruled the roof system was repaired to prevent further leaks, not to prolong the property's life, increase the property's value or adapt the property for another use. Cox, therefore, could deduct the expenditure.

Although the court ruling is important as the roofing industry tries to get the depreciation limit lowered, the U.S. Tax Court said "this opinion should not be cited as authority."

Say "no" diplomatically

Every manager must deny an employee's request at some point. To prevent jealousy in the office, make sure you avoid favoritism. For example, if your best worker asks to leave early and you grant his request and your worst worker asks to leave early and you deny his request, employees may perceive favoritism.

Also, avoid being abrupt when denying a request. Learn why the employee is making the request and how important it is before explaining that you would like to help and why you cannot. However, when there is an emergency, you always should grant an employee's request. You can determine how to reassign assignments later.

Source: Adapted from Win-Win Management, as cited by Communication Briefings, March issue.

Incentives to stay

If you've been wondering how to keep your best employees, a survey by human-resources consulting firm Manchester Partners International, Boston, may have the answer. Four hundred U.S. companies' employees participated in the survey and revealed that better compensation and benefits are what keep them most interested in remaining at their current jobs. Other incentives include careful selection in hiring, tuition reimbursement, stock options, profit sharing, casual dress codes, improved training and flexible hours.

In addition, Irvine, Calif.-based BridgeGate LLC, a management research firm, polled 660 U.S. workers to determine what makes them remain with their current employers. Nearly 51 percent of workers cited factors other than money. The study found 17 percent of women and 11 percent of men find flexible work schedules most important. Twelve percent of men and 5 percent of women are motivated by stock options. Fifty-two percent of workers ages 25 to 34 value raises compared with 43 percent of other age groups. Thirty percent of 45 to 54 year olds and 37 percent of 55 to 64 year olds say they value benefits the most. Younger workers, ages 18 to 24, appreciate training opportunities by a ratio of 11 percent compared with 5 percent of other age groups.

Source: Adapted from Business First Buffalo and employee Recruitment & Retention, as cited by employee Recruitment & Retention, sample issue.

Name that product

The following photos feature roofing industry products you might use daily. Can you identify them? (Click on the image to get the answer.)