In most businesses employees are a key resource, the lifeblood of the company and the ones who determine how - and if - the company is productive and profitable. People aren’t machines, however. They have lives outside of work and limitations on what they can do. Sometimes the challenges they have to deal with in their personal lives affect how well they function at work. This is why a chaplain ministry is valuable in the workplace. Giving employees access to a visible and available resource of personal care and support can make an enormous difference - for both the workplace and the employee.
It may sound cliche, but talking to someone really does help most people who are going through problems. When people keep their feelings and problems to themselves, they often feel more isolated and helpless than they are. Men are much less likely to talk about their personal lives to anyone, including people in their families, so they may not realize that there are real benefits. Here are some:
Talking helps you sort through your feelings - Even if the situation doesn’t change at all, talking about it can help you to mentally process it. Talking allows you to let out negative emotions like fear or anger instead of holding them in and letting them rule you.
Talking helps put things in perspective - Sometimes problems, even relatively small problems can seem overwhelming until you’ve talked to someone who has gone through them or has a different viewpoint on what you’re going through. You may not be able to see clearly because of your emotional involvement, but someone else might.
Talking allows you to brainstorm - Talking is the first step in pinning down a problem and deconstructing it into small, more manageable pieces. If you’re talking to an objective person with experience solving problems like yours, you’ll be able to learn how other people have managed in similar situations. Then you’ll have a place to start doing something to solve the problem instead of being held hostage to it emotionally.
For all the above reasons, D+M Metal Products offers our employees access to chaplains, and we encourage them to use this resource. This chaplain ministry is geared toward improving overall employee wellness. We invite trained chaplains in to give talks about life stress and managing personal problems. We also invite our employees to talk with these chaplains if they have issues they are dealing with. These issues might be:
They might talk about other topics too. All of these conversations are completely private and confidential. We don’t ask for specifics. We don’t judge, and neither do the chaplains. Our goal is to connect our employees up with people who can help them by recommending resources or services they can take advantage of.
People who are in the midst of personal crises need help. Metal fabrication is a male dominated industry filled with workers who may not be familiar with the resources available to them. That’s why D+M Metal brings chaplains into our workplace. We think of this chaplain ministry as a tangible benefit we can give to our employees. We also offer access to female chaplains for the women who work for us in our office and in the manufacturing area so they can feel comfortable and get the listening ear they need too. We are committed to being a business that treats our workers well, and this is one way we accomplish that goal.
Both the U.S. and the Michigan economy are stronger now than they have been, especially earlier in this decade. Unemployment is down significantly, and there is a demand for workers to fill positions in every industry nationwide. In Michigan, manufacturing companies are taking measures to find the skilled workers they need. Here at D+M Metal Products we are too. If you are wondering if working at D+M Metal would be a good fit for you, the below qualities are what we look for in an employee.
Like most companies, D+M Metal Products wants to hire employees who will be honest, hard-working, and reliable. We care about our employees, and we want them to succeed, but we also have responsibilities to our customers. That means we need to have people on our team who will come to work on time, who will be there every day working to the best of their ability, and who will take their work seriously. We need employees who are able to follow instructions, keep up with tasks, and take pride in their work so that the products and components we make will be of the highest quality. Our employees are our best asset as a company.
We look for people who ask themselves, “How can I improve?” Many people go to work and do their jobs as instructed. Far fewer people show the initiative to learn new skills on their own. We like to see employees who invest in themselves and who ask us how can they learn more, do more, and go further in our company.
For example, we have had employees who will come to us in management and tell us that they would like to learn a new skill. D+M Metal Products has a tuition reimbursement program for employees who go back to school to improve their skill sets. For classes that are directly related to skills we need in our business, we pay 100% reimbursement. We don’t expect our employees to do it all on their own. We view the improvement process as a partnership: they invest their time and their abilities. We pay the tuition. This would include classes in welding, engineering, CAD, as well as programming classes for all of our workers - both on the floor and in our offices.
We love it when we meet people who want to solve problems on their own and look for solutions others haven’t found yet. We want to partner with these people and help them to succeed. This is a win-win solution for employers and employees. Investing in people and not just equipment is a sound strategy for any company that wants to succeed.
If the above sounds good to you and you would like to explore working for us, please visit our Jobs page or contact us to see if we have other openings. We are always eager to talk to people who show initiative and have skills or abilities that would benefit our company. If you would like to grow in your career and take on personal responsibility for the work you do, D+M Metal Products may be the right company for you.
Quality control is an essential part of any metal fabrication process. Without defined and established standards and predetermined quality control procedures, it would be very difficult for any metal fabricator to continuously produce high quality products and satisfy their customers’ needs. There are many procedures involved in metal fabrication, including: drawing and specifications, welding procedures and inspections, welder qualifications, materials, handling, storage, and shipping. Every procedure needs to have an established standard as well as an inspection policy. This is why we have a quality control program and why we are ISO certified.
ISO 9001 is the international standard. It was first published in 1987 by the International Organization for Standardization (ISO). ISO is an international agency composed of the national standards bodies of more than 160 countries. ISO 9001 specifies requirements for a quality management system that organizations can use to demonstrate their ability to provide quality products and services that meet customer and regulatory requirements.
The 2015 standard provides a framework for a systematic approach to managing our processes and procedures. Prior to the adoption of the 2015 standard, the underlying approach to quality control could be summed up as “Say what you do, and do what you say.”
With the 2015 standard, the ISO chose to emphasize risk management, changing clauses within the standard and adding more value from a practical standpoint. The new standard’s approach is: “What are the risks? What could go wrong that would cause a quality issue?” From a customer standpoint, this is extremely valuable.
D+M Metal Products is ISO 9001:2015 certified. Our auditor is ASR, American Systems Register. Their regular auditing is part of our checks-and-balances system. It provides evidence that we follow our processes and procedures. We have an internal auditing system in place as well.
The certification is valuable for a number of reasons. First, our compliance with the ISO 9001:2015 standard ensures that D+M Metal Products’ customers receive products that satisfy their expectations for quality manufacture as well as safety. We rigorously test the components and parts fabricated at our facility for quality and durability. They meet predetermined specifications that are agreed upon by both customer and manufacturer.
The ISO certificate is also valuable as it assures our suppliers and all businesses that we deal with that we have processes in place to guarantee quality. This means they do not have to spend their time researching us. The ISO certification provides the information to them already. We are, essentially, vetted as a result of the auditing process and the proof it provides of ISO standard compliance.
If you have questions about D+M Metal’s quality control program, please feel free to contact us. We desire to be transparent with our customers about our policies and procedures, and we are committed to providing our customers with superior quality products that are fabricated to their specifications.
Back in October, we highlighted the FIRST Robotics organization and the team that D+M Metal Products sponsors, That One Team. The team completed their season and sent us some information about the FIRST Robotics competition process and how they finished. They had a very successful 6th season learning, building, and demonstrating their robot.
The FIRST Robotics competition works like this: In January FIRST gives teams around the world a challenge. These teams then have six weeks to build a robot that can accomplish this challenge. When they are finished building, they compete against each other in tournaments to discover which team’s robotic invention accomplishes its goals best. Teams receive awards for design, performance, interaction with other teams, and team spirit.
The FIRST organization describes it this way:
“Under strict rules, limited resources, and an intense six-week time limit, teams of students are challenged to raise funds, design a team "brand," hone teamwork skills, and build and program industrial-size robots to play a difficult field game against like-minded competitors. It’s as close to real-world engineering as a student can get. Volunteer professional mentors lend their time and talents to guide each team. Each season ends with an exciting FIRST Championship.”
That One Team qualified for the state championships and from there went all the way to the FIRST World Championship which was held in Detroit. They earned the Autonomous Award for their efforts. Here’s what That One Team had to say:
“It was an amazing year for our team. We had a few rough times but we still made it through all the way to the World Championships! Our season is now over and we are all very happy with how far we have come.”
D+M Metal Products is proud to have sponsored That One Team and to have fabricated parts used in their robot. The robot achieved these goals:
As we all know, robotics already plays a part in many sectors of the economy and will be a big part of manufacturing in the future. It’s important for kids to learn about robotics and their applications to everyday life and work. That’s why FIRST Robotics and the encouragement and opportunities they give to kids is so vital as a part of our education system.
Last November Michigan legalized marijuana for recreational use. This decision by the state’s voters has already had a number of ramifications for employers. Most people do not understand how legalized marijuana can affect their employment, so here we will talk about that and also how the legalization of marijuana affects the manufacturing sector.
Some in the workforce are under the false impression that because marijuana is now legal for both medical and recreational use that means employers must hire them or continue employing them when they use or consume marijuana products. That is not the case.
Michigan’s adult-use recreational marijuana law, the Michigan Regulation and Taxation of Marihuana Act, states:
“This act does not require an employer to permit or accommodate conduct otherwise allowed by this act in any workplace or on the employer’s property. This act does not prohibit an employer from disciplining an employee for a violation of a workplace drug policy or for working while under the influence of marijuana. This act does not prevent an employer from refusing to hire, discharging, disciplining, or otherwise taking an adverse employment action against a person with respect to hire, tenure, terms, conditions, or privileges of employment because of that person’s violation of a workplace drug policy or because that person was working while under the influence of marijuana.”
Michigan may have legalized marijuana, but the Controlled Substances Act (CSA) is still federal law, and cannabis is still prohibited under the CSA as a Schedule 1 drug. Federal employers and companies in industries regulated by the federal government or that hold contracts with the federal government are expected to administer random drug tests to their employees and test them for drug use when they are hired. If those employees test positive for marijuana, they will take action against them even if employees consumed the marijuana during their off hours or for medical reasons.
Private employers in Michigan have more leeway in their drug testing policies now because of the MRTMA, however. They can continue to enforce drug-free workplace policies that follow CSA guidelines, or they can choose to be more lenient with their workers.
Legalized marijuana is a particularly important issue for workers in the manufacturing industry because so many of them operate heavy machinery. It can be very dangerous to drive a forklift when impaired, for example, and not just for the worker but for other workers, anyone else in the vicinity, and the company itself. The company bears the liability when an accident happens, and it’s the company that must pay for workmens compensation. Higher premiums, lost time, property damage, and downtime in the facility are additional costs the business bears if management does not establish and strictly maintain safety protocols.
No one wants to see workers hurt - not workers and not management. Unlike with alcohol, the majority of people cannot easily determine how impaired people who consume marijuana are or how long that impairment lasts. It’s a hard call for a manager to determine if a worker is sober enough to do his job if he is a regular user, and there is no breathalyzer test for weed - yet.
Workers may believe they are entitled to do what they like on their own time and that they should be able to relax and enjoy marijuana especially now that it’s legal. This is true only as far as it does not affect other people negatively. It is now on employers to make hard calls to determine if marijuana use poses a safety or productivity problem for their companies. They should not be blamed if they decide employing workers who use marijuana is too much of a risk to take.
The bottom line on legalized marijuana is that employers have the authority to fire or not to hire workers who use it. If you are looking for a job or want to keep the one you have, check to see what your company’s policy on marijuana use is and follow it to the letter. While its short term impairment effects pass fairly quickly, marijuana stays in bodily fluids for 1 to 30 days after you consume it. That means it can be detected weeks after you used, again unlike alcohol.
There are many wonderful opportunities in manufacturing right now in Michigan. If you want to be a part of this great industry, be aware of how your marijuana use could impact that.
Page 2 of 8