By Rick Mullen
Broom, Brush & Mop Magazine
Speaking to an audience of cleaning industry business owners recently, Beth Borrego, business consultant and co-founder of See Dirt Run!™, of Germantown, MD, shared some “do’s and don’ts” when it comes to hiring and evaluating employees.
“One of the biggest challenges we all face as employers, is hiring quality employees,” Borrego said. “And, of course, once a person is hired, you want to keep him or her.”
Before a quality employee can be hired, a company must first find candidates for the position. Borrego offered some tips when it comes to mining for good people. While there are many online sources to help employers find people, she also suggested thinking outside the box in the hunt for employees.
“You can go to colleges to post jobs. You can go
to high school job fairs. These are things you can
do outside of the normal online postings,” she
said. “Sometimes takes a little more creativity
to find people.
"Once ads and postings begin bearing fruit and resumes start coming in, Borrego separates them into three categories — the ‘noes,’ the ‘maybes’ and the ‘yesses.’ She then starts making phone calls.
“I’m not going to bring anybody in and meet with them until I have had a talk with them first,”
Borrego said.
Borrego listed several laws employers must be familiar with in hiring employees:
Relevant Labor Laws:
■ Title VII of the Civil Rights Act of 1964;
■ Age Discrimination in Employment Act;
■ Americans with Disabilities Act;
■ Equal Pay Act; and,
■ Immigration Reform & Control Act of 1986.
“Employers need to make sure they are following these laws when hiring,” Borrego said. “Depending on the size of the business and the number of employees, some of these laws may not apply in every case. Make note, employers should familiarize themselves with these laws to make sure they don’t get into any trouble.”
The “Goes” And “Stops” When
Interviewing Candidates
In the interview process, there are certain areas of discussion that are off-limits, Borrego said. See the topics below:
Off-limits:
■ Race;
■ Age;
■ Religion;
■ Color;
■ Place of birth;
■ Disability;
■ Marital Status; and,
■ Children.
“You can’t talk or ask about these topics,” Borrego said. “There should be no questioning concerning these subjects. Now, if through the course of the interview, the candidate happens to bring one of these subjects into the dialogue, and you did not ask about it, don’t say a thing. Let the candidate finish what he or she is saying, and move on. It is not up for discussion.
“There are some things you can and can’t ask. In some cases it is the way you ask the question as to whether are not you are going to get yourself in trouble when interviewing.”
Borrego broke down what can be discussed and what cannot be asked into two categories — “go” and “stop.” The “go” category designates what is acceptable to ask, and in the “stop” column are forbidden topics. Listed below are some “goes”
and “stops:”
Go: If they are over the age of 18.
Stop: Their age and date of birth.
“You can ask someone if he or she is over 18, but you can’t ask the age or date of birth of a person,” Borrego said.
Go: What schools a candidate attended and if he or she completed a degree.
Stop: Year of graduation.
“You can ask what schools candidates attended and if they graduated. You can’t ask the year of graduation, because that would be an indication of how old a candidate might be. Stay away from the year,” Borrego said.
Go: If they are able to perform specific functions or tasks related to the job they will perform.
Stop: If candidates have disabilities or physical conditions.
“You can ask if they are able to perform specific functions related to a task within the job they will be performing, but you can’t ask if they have any disabilities or physical conditions,” Borrego said.
Go: If they are legally authorized to work in the United States.
Stop: If they are a citizen, what is their birthplace?, or what is their national origin?
“You can ask if they are legally authorized to work in the United States, and you should,” Borrego said.
“However, you can’t ask if candidates are citizens, what their birthplace is, or national origin, because you don’t have to be a citizen of the United States in order to be here legally working,”
Go: What languages do you read, speak or
write fluently?
Stop: What is your native tongue?
“You can ask people what languages they can read, write and speak fluently, but you can’t ask them what their native tongue is, because that would be profiling,” Borrego said.
Go: What is their current address or phone number and do they have any alternate locations where they may be reached.
Stop: How long have they lived in a particular location.
“You can ask what their current address and phone number are, and if they have any alternate ways you can reach them,” Borrego said.
She also explained an employer cannot ask if a person is transient or has a hard time staying in one place, etc.
Go: What days are you available to work?
Stop: What religion do you practice?
“You can ask what days a person is available to work, to determine if their schedule will work with your schedule — that is very fair,” Borrego said. “However, you can’t ask what religion a candidate practices. You can ask if he or she is available for work all days of the week and to work overtime.”
Go: Are you able to work with our required schedule?
Stop: Which religious holidays do you observe?
“You can ask candidates if they are able to work the required schedule — that’s fine; however, you can’t address whether or not they would be able to work because of a religious holiday,” Borrego said.
Go: Are you able to start work at (insert start of business time)?
Stop: How far is your commute, or do you live nearby?
“You may certainly ask them if they are able to start work on time,” Borrego said. “We can ask, for example, are you able to come to work at 7 a.m?, but we can’t ask where candidates live and how long of a commute they have.”
Go: If the applicant has ever been convicted
of a felony.
Stop: You may not ask about arrests that did not lead to convictions.
“You can ask a candidate if he or she has ever been convicted of a felony, but you cannot ask about arrests that did not lead to convictions,” Borrego said.
Go: How many days of work did you miss last year?
Stop: How many sick days did you take last year?
“People take off work for a lot of reasons. It doesn’t mean they have a medical condition,” Borrego said. “A person could have had a family member who was ill who needed care. It doesn’t mean the candidate was sick. You can ask how many days a person missed last year, but you can’t inquire about his or her health or well-being.”
Go: In the past, have you been disciplined for violating company policies forbidding the use of alcohol or tobacco products?
Stop: Do you smoke or drink?
“You may ask if candidates have ever been disciplined for violating company policies that, for example, forbid the use of alcohol or tobacco products; however, you can’t actually ask if they smoke or drink,” Borrego said.
Go: Do you use illegal drugs?
Stop: Do you take drugs?
“This distinction is important,” Borrego said. “You can ask candidates if they use illegal drugs. ‘Illegal’ is the important word. You can’t ask them if they take drugs, because just asking if they take drugs includes prescription medication. Therefore, the word ‘illegal’ has to be in there if you are going to make that inquiry.”
Go: Are you able to reach a shelf 5 feet tall, and are you able to lift 50 pounds?
Stop: How tall are you and how much do you weigh?
“You can’t ask candidates how tall they are or how much they weigh, because you can’t physically profile someone to get an idea of their body type,” Borrego said.
(Continued in top right column. |
Beth Borrego
She also suggested asking “open-ended” questions as the best way to get to know a candidate.
“You need to start doing a little digging. Get to know the person sitting across from you. Get a feel for if he or she is going to be a good fit for your company,” Borrego said. “Furthermore, get a feel for if what is on the person’s resume is real or if it is made up. Let’s face it, we all probably have had somebody, at some point, who really didn’t tell us the whole truth.”
Ten common interview topics
and/or questions:
■ Tell me about yourself;
■ Tell about a difficult situation with which you were faced and how you dealt with it;
■ Tell about a time when you were confronted with an unpleasant customer and how you dealt with it;
■ What do you know about the company?;
■ What is your greatest achievement?;
■ Why should we offer you a job?;
■ What are your strengths?; and,
■ What are your weaknesses?
“The important thing here is to ask questions and then be silent,” Borrego said. “Give candidates a chance to answer the question. If they want to skip out on a question, don’t let them. There are some questions you might ask that are open-ended they are not going to want to answer, especially the one about a person’s greatest weaknesses. People hate that question, and I ask it every time. Every-one wants to skip it, but I won’t let them. What I typically do is give them a couple of my own weaknesses, and then I ask again.”
Borrego said it is common when an employer is interviewing a prospect to ask about his or her prior employer, asking such questions as, “What did you like about this job? What didn’t you like about this job.”
“When I see the reason a candidate left his or her former job was due to a personal conflict, I ask, ‘What do you mean? Can you elaborate on this?’ — and I listen very carefully,” Borrego said. "In addition, Borrego suggested, in the case of a job opening that requires a certain amount of experience, the interviewer “do some
fact checking” on the candidate’s claim of
prior experience on his or her resume.
“As a business owner, you probably know every facet of every job in your company,” she said.
“Therefore, when you have somebody sitting in front of you and he or she has on their resume that they have performed this specific task for the past three jobs, I don’t know about you, but I’m going to ask them about it. I make them tell me everything and I listen very carefully.
“Sometimes a person will give a vague description of the job. In that case, I dig a little deeper. A lot of times I find out the candidate was kind of along for the ride, but he or she really didn’t do all the work. So, you have to dig and ask questions and
probe deeper about the skills a candidate says
he or she has.”
For those candidates who were in the running for a particular job opening but were not hired, Borrego said she always follows up to let them know she cares and understands how hard it is to look for a job. There is also an added benefit in keeping lines of communication open in case she might want to tap them for future employment.
“Personally, I want my business to be well thought of. I want to be professional, and I want the people who interview with me to know that I care about the employees I hire, so I follow up,” Borrego said. “I let them know if they are unsuccessful. I thank them for their time. You may have a half dozen people who are pretty darn good. You may hire two. The other four will be really grateful that they heard from you, because you may be the only one to follow through and let them know they were in the running. Furthermore, if those first two don’t work out, you may find yourself going back to the four.”
Before pulling the trigger and hiring a prospect, Borrego said there are some tasks that are important. Indeed, she will not hire a person until these matters are looked into.
“Background checks are important. Contacting a prior employer to see if the candidate is eligible for rehire is important. Also, checking references is important,” Borrego said. “However, most important, in my opinion, is drug testing.”
A Guide To Evaluating Employees
After an employee is hired, sooner or later it will be time for an evaluation. In preparing an evaluation form, Borrego said one method is to compartmentalize specific work attributes.
“Each segment would include definitions. The scores would act as a guide to pinpoint areas at different levels of achievement,” she said.
On a scale of 1 to 4, the numbers might be
defined as:
■ 4 = Exceeds expectations;
■ 3 = Sometimes exceeds expectations;
■ 2 = Meets expectations; and
■ 1 = Fails to meet expectations.
Borrego outlined the traits of employees using the traditional “A, B, C, and F” grading scale, coinciding with the 1 to 4 number scale.
“The grades relate to the number scale on an evaluation form, as a way to define them,”
Borrego said.
They are as follows:
Meets expectations (A):
■ Consistently excellent quality;
■ Excellent ethical business practices;
■ Accurately follows instructions;
■ Very high quality work;
■ Actively seeks improvement, makes suggestions; and,
■ Requires little or no re-do or correction.
“The ‘As’ are your shining stars,” Borrego said. “These are people who you grow and train to possibly become managers themselves. Move them up. These are the ones you really want to retain.”
Sometimes exceeds expectations (B):
■ Produces high quality work;
■ Makes few errors;
■ Minimal re-work required;
■ Strong commitment to quality of work; and,
■ Strong commitment to company principles.
Meets expectations (C):
■ Mostly follows established work methods;
■ Mostly follows guidelines and policy;
■ Mostly works toward quality outcomes;
■ Produces acceptable work; and
■ Has minimal errors, some re-work required.
“We’ve all had ‘average’ workers. There is nothing wrong in having average employees,” Borrego said.
Fails to meet expectations (F):
■ Difficulty embracing and adhering to quality standards;
■ Difficulty performing tasks as directed;
■ Marginal to unacceptable work;
■ Frequent errors requiring repetitive redoing; and,
■ Constant explanation of a job previously explained many times.
“If you have somebody who scores ‘Fs’ across the board, you have a big problem on your hands,” Borrego said.
While anyone can have a bad day from time-to-time, Borrego said, the “Fs” are consistent, day-in and day-out, in their failure to meet expectations.
“Nobody is perfect. As business owners, we tend to want everybody to work as hard as we do,” Borrego said. “We want to hire miniature versions of ourselves. Guess what — that is not reality. It doesn’t work like that. You are going to be very frustrated if you think you can hire someone and create a ‘mini-me.’
“The best thing you can do is to set up productivity standards; have an established, regimented system written down; train people; and make sure everyone is on the same page with methodology how to do the job. In addition, employees need to know what their expectations are, and then we can help them succeed. We must nurture and help people get better, while giving them positive reinforcement. Let your employees know where they are falling short, and how to correct their mistakes. And, at the end of the day, thank them for their hard work.”
Contact: See Dirt Run! Inc.,
13616 Warrior Brook Terrace,
Germantown, MD 20874.
Phone: 301-540-1243.
Email: beth@seedirtrun.com.
Website: www.seedirtrun.com.
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Rick Mullen, Broom, Brush & Mop Magazine Associate Editor
U.S. government trade figures for the first nine months of 2016 indicated raw material imports were down in three categories outlined: hog bristle, broom and mop handles and metal handles compared to the first nine months of 2015. For September 2016, three categories outlined reported decreases: hog bristle, brush backs and metal handles, compared to September 2015.
Import totals for the first nine months of 2016 were up in four finished goods categories outlined: brooms of broom corn valued at more than 96 cents per broom, toothbrushes, paint rollers and upright brooms, compared to the first nine months of 2015. In September 2016, four categories outlined recorded increases: brooms of broom corn valued at more than 96 cents per broom, hairbrushes, shaving brushes and upright brooms, compared to September 2015.
– RAW MATERIAL IMPORTS –
Hog Bristle
The United States imported 5,375 kilograms of hog bristle in September 2016, down 85 percent from 36,772 kilograms imported in September 2015. During the first nine months of 2016, 153,338 kilograms of hog bristle were imported, down 22 percent from 195,717 kilograms imported during the first nine months of 2015.
China sent 153,160 kilograms of hog bristle to the United States during the first nine months of 2016.
The average price per kilogram for September 2016 was $33.08, up 30 percent from the average price per kilogram for September 2015 of $25.43. The average price per kilogram for the first nine months of 2016 was $23.19, up 13 percent from the average price per kilogram of $20.53 for the first nine months of 2015.
Broom And Mop Handles
The import total of broom and mop handles during September 2016 was 1.5 million, up 15 percent from 1.3 million for September 2015. During the first nine months of 2016, 13 million broom and mop handles were imported, down 7 percent from 14 million for the first nine months of 2015.
During the first nine months of 2016, the United States received 6.5 million broom and mop handles from Brazil, 3.9 million from Honduras and 1.8 million from China.
The average price per handle for September 2016 was 83 cents, down 13 percent from the average for September 2015 of 95 cents. The average price for the first nine months of 2016 was 89 cents, down 7 percent from 96 cents for the first nine months of 2015.
Brush Backs
September 2016 imports of brush backs totaled 631,164, down 11 percent from 712,651 for September 2015. During the first nine months of 2016, 5.4 million brush backs were imported, up 2 percent from 5.3 million for the first nine months of 2015.
Sri Lanka sent 2.5 million brush backs to the United States during the first nine months of 2016, while Canada shipped 2.3 million.
The average price per brush back was 46 cents during September 2016, up 12 percent from 41 cents for September 2015. For the first nine months of 2016, the average price per brush back was also 46 cents, up 1 cent from the average price for the first nine months of 2015.
Metal Handles
The import total of metal handles during September 2016 was 1.3 million, down 50 percent from 2.6 million for September 2015. During the first nine months of 2016, 18.8 million metal handles were imported, down 8 percent from 20.5 million for the first nine months of 2015.
During the first nine months of 2016, China exported 8.5 million metal handles to the United States, while Spain sent 7.1 million and Italy shipped 2.2 million.
The average price per handle for September 2016 was $1.06, up 25 percent from the average price for September 2015 of 85 cents. The average price for the first nine months of 2016 was 94 cents, down 5 percent from the average price for the first nine months of 2015 of 99 cents.
– FINISHED GOODS IMPORTS –
Brooms Of Broom Corn
Valued At More Than 96 Cents
The United States imported 615,087 brooms of broom corn valued at more than 96 cents per broom during September 2016, up 10 percent from 560,799 for September 2015. During the first nine months of 2016, 5.8 million brooms of broom corn were imported, up 4 percent from 5.6 million for the first nine months of 2015.
Mexico shipped nearly all of the brooms to the United States during the first nine months of 2016.
The average price per broom for September 2016 was $2.44, down 1 cent from the average price for September 2015. The average price per broom for the first nine months of 2016 was $2.50, down 2 percent from the average price for the first nine months of 2015 of $2.55.
Brooms & Brushes of Vegetable Material
The import total of brooms and brushes of
\vegetable material during September 2016 was 168,220, down 73 percent from 623,804 brooms
and brushes imported during September 2015. During the first nine months of 2016, 2.8 million brooms and brushes were imported, down 42 percent from 4.8 million for the first nine
months of 2015.
Sri Lanka exported 1.4 million brooms and brushes to the United States during the first nine months of 2016, while Canada sent 642,643.
The average price per unit for September 2016 was $1.04, up 11 percent from the average price for September 2015 of 94 cents. The average price for the first nine months of 2016 was $1.14, up 16 percent from 98 cents for the first nine
months of 2015.
Toothbrushes
The United States imported 84 million toothbrushes in September 2016, down 4 percent from 87.1 million imported in September 2015. During the first nine months of 2016, 821.9 million toothbrushes were imported, up 5 percent from 782.8 million imported during the first nine months of 2015.
China sent 618.2 million toothbrushes to the United States during the first nine months of 2016.
The average price per toothbrush for September 2016 was 26 cents, up 13 percent from the average price for September 2015 of 23 cents. The average price for the first nine months of 2016 was 22 cents, down 8 percent from the average price for the first nine months of 2015 of 24 cents.
Hairbrushes
September 2016 imports of hairbrushes totaled 4.3 million, up 8 percent from 4 million for September 2015. During the first nine months of 2016, 33.5 million hairbrushes were imported, down less than 1 percent from 33.3 million for the first nine months
of 2015.
China shipped 33.1 million hairbrushes to the United States during the first nine months of 2016.
The average price per hairbrush was 27 cents during September 2016, the same as for September 2015. For the first nine months of 2016, the average price per hairbrush was 25 cents, also the same as for the first nine months of 2015.
Shaving Brushes
The United States imported 7.9 million shaving brushes in September 2016, up 4 percent from 7.6 million imported in September 2015. During the first nine months of 2016, 59.5 million shaving brushes were imported, down 8 percent from 64.6 million imported during the first nine months of 2015.
China sent 38.6 million shaving brushes to the United States during the first nine months of 2016.
The average price per shaving brush for September 2016 was 11 cents, down 21 percent from the average price for September 2015 of 14 cents. The average price for the first nine months of 2016 was 13 cents, up 18 percent from 11 cents for the first nine months of 2015.
(Continued on Top Right Column)
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Paint Rollers
The import total of paint rollers during September 2016 was 4.5 million, down 12 percent from 5.1 million for September 2015. During the first nine months of 2016, 53.5 million paint rollers were imported, up 1 percent from 52.9 million during the first nine months of 2015.
China sent 43.4 million paint rollers to the United States during the first nine months of 2016, while Mexico shipped 3.6 million and the Czech Republic exported 2.5 million.
The average price per paint roller for September 2016 was 54 cents, down 5 percent from the average price for September 2015 of 57 cents. The average price for the first nine months of 2016 was 49 cents, down 6 percent from the average price for the first nine months of 2015 of 52 cents.
Paintbrushes
U.S. companies imported 18.5 million paintbrushes during September 2016, down 8 percent from 20 million for September 2015. Paintbrush imports for the first nine months of 2016 were 190.9 million, down less than 1 percent from 192.4 million for the first nine months of 2015.
China shipped 180.2 million paintbrushes to the United States during the first nine months of 2016, while Indonesia sent 8.2 million.
The average price per paintbrush for September 2016 was 33 cents, down 1 cent from September 2015. The average price for the first nine months of 2016 was 31 cents, down 6 percent from 33 cents for the first nine months of 2015.
Upright Brooms
The total import of upright brooms for September 2016 was 1.6 million, up 23 percent from 1.3 million for September 2015. During the first nine months of 2016, 12.7 million upright brooms were imported, up 10 percent from 11.5 million imported during the first nine months of 2015.
China sent 11.1 million upright brooms to the United States during the first nine months of 2016, while Sri Lanka shipped 786,642.
The average price per broom for September 2016 was $1.28, down 17 percent from the average price for September 2015 of $1.55. The average price per broom for the first nine months of 2016 was $1.37, down 4 percent from $1.43 for the first nine months of 2015.
– EXPORTS –
Export totals for the first nine months of 2016 were down in three categories outlined: brooms and brushes of vegetable materials, shaving brushes and artist brushes, compared to the first nine months of 2015.
In September 2016, three categories outlined reported decreases: toothbrushes, shaving brushes and artist brushes, compared to September 2015.
Brooms & Brushes Of Vegetable Materials
The United States exported 8,230 dozen brooms and brushes of vegetable materials during September 2016, up 1 percent from the September 2015 total of 8,137 dozen. Exports of brooms and brushes of vegetable materials during the first nine months of 2016 were 51,957 dozen, down 23 percent from 67,118 dozen for the first nine months of 2015.
The United States sent 22,626 dozen brooms and brushes to Canada during the first nine months of 2016, while Germany received 3,688 dozen.
The average price per dozen brooms and brushes was $33.97 in September 2016, down 38 percent from $54.60 for September 2015. The average price per dozen brooms and brushes for the first nine months of 2016 was $47.95, down 4 percent from $50.07 for the first nine months of 2015.
Toothbrushes
During September 2016, the United States exported 11.8 million toothbrushes, down 12 percent from the total recorded in September 2015 of 13.4 million. During the first nine months of 2016, 138.4 million toothbrushes were exported, up 9 percent from 126.7 million exported during the first nine months of 2015.
The United States exported 56.2 million toothbrushes to Canada, 17.2 million to Germany and 16.7 million to Mexico, during the first nine months of 2016.
The average price per toothbrush for September 2016 was 54 cents, up 10 percent from 49 cents for September 2015. The average price per toothbrush for the first nine months of 2016 was 45 cents, down 6 percent from 48 cents for the first nine months of 2015.
Shaving Brushes
The United States exported 762,528 shaving brushes during September 2016, down 58 percent from 1.8 million for September 2015. During the first nine months of 2016, 13 million shaving brushes were exported, down less than 1 percent from 13.1 million for the first nine months of 2015.
Brazil imported 5.6 million shaving brushes from the United States during the first nine months of 2016, while Canada received 2.8 million.
The average price per shaving brush for Sep-tember 2016 was $1.71, up 58 percent from $1.08 for September 2015. The average price for the first nine months of 2016 was $1.17, up 5 percent from $1.11 for the first nine months of 2015.
Artist Brushes
September 2016 exports of artist brushes totaled 937,146, down 5 percent from 991,351 for September 2015. During the first nine months of 2016, 7 million artist brushes were exported, down 24 percent from 9.2 million for the first nine months of 2015.
Canada received 4.7 million artist brushes from the United States during the first nine months of 2016, while the United Kingdom imported 517,582.
The average price per artist brush was $4.97 during September 2016, up 108 percent from the average price for September 2015 of $2.39. For the first nine months of 2016, the average price per artist brush was $4.17, up 73 percent from the average price for the first nine months of 2015 of $2.41.
Paintbrushes
The export total of paintbrushes during September 2016 was 291,392, up 203 percent from 96,019 for September 2015. During the first nine months of 2016, 2.5 million paintbrushes were exported, up 108 percent from 1.2 million for the first nine months of 2015.
Canada imported 1.3 million paintbrushes from the United States during the first nine months of 2016.
The average price per paintbrush for September 2016 was $5.35, down 62 percent from $13.90 for September 2015. The average price for the first nine months of 2016 was $5.41, down 57 percent from $12.61 for the first nine months of 2015.
Click here for the entire September 2016 Import/Export Statistics. |
Dorden’s Moss Squeegees Now Available
Bruce Gale, managing director of DordenSqueegee said, “Th ere has been an overwhelming positive response to our decision to warehouse and to be able to ship, almost immediately, Belgian Moss Squeegees from a centrally located warehouse, for all of our new and existing customers. Dorden’s Detroit, MI, facility is located on the border with Canada and shipping to Canada as well as Mexico is easily arranged.”
A variety of sizes and rubber types can be made available as the customers demand. Red neoprene or synthetic rubber, both light and heavy-duty, can be made available for warehouse direct shipments if requested. Dorden can also accommodate Color Coded Plastic Moss Programs.
Dorden also manufactures and distributes a full line of American-made floor squeegees. These are the traditional squeegees that move liquids well. Dorden’s floor squeegees are made with non-rusting aluminum frames and retainers.
DordenSqueegees offers private label programs for manufacturers and buying groups.
Dorden Window Squeegees are geared toward the commercial and industrial markets. Dorden said they are heavy-duty, rugged and are also “Made in America.” Dorden is considering adding a high end, cost effective precision German window squeegee to its offerings.
Dorden & Co., Inc., a/k/a DordenSqueegee can be reached at its Detroit, MI, warehouse and manufacturing facility located at 7446 Central Ave., P.O. Box 10247, Detroit, MI, 48210-0247,
PH: (313)-834-7910, Email: MMfgcoinc@aol.com, Web: www.dordensqueegee.com.
Malish Introduces The Sonic Scrub Mal-Grit Scrub™
The Malish Corporation recently introduced its Sonic Scrub Mal-Grit Scrub™. The Sonic Scrub™,
which was introduced in 2015, now is available with grit.
The Sonic Scrub Mal-Grit Scrub™ is a 14-inch x 20-inch brush featuring a nylon grit filament designed
for heavy-duty wet scrubbing or light stripping on VCT, quarry, grouted tile and Terrazzo flooring. Recommended usage is for removal of tough dirt and scuff marks from heavily soiled floors.
The Sonic Scrub™ brushes are designed specifically for the oscillating floor machine industry.
Malish Corporation Vice President of Sales and Marketing Fred Lombardi said, “This innovative, patent pending design from Malish offers the option for the user to replace their green floor pads.”
Headquartered in Mentor, OH, The Malish Corporation operates manufacturing facilities in
North America and Asia as well as a distribution center in Europe.
Visit http://malish.com/sonicscrub/Sonic-Scrub-Mal-Grit-Scrub.html
to learn more about the Malish Sonic Scrub Mal-Grit Scrub™.
Wooster Launches Professional Gold Edge™ Paintbrush Line
“Over the years, some painters have expressed a desire for a brush with increased rigidity; Wooster's
new Gold Edge brush line is a direct response to that demand,” said a Wooster spokesperson.
Utilizing a filament blend of 100 percent CT™ (chemically tipped) polyester means that Gold Edge paintbrushes are able to offer super-smooth finishing capabilities. They're also built with added firmness which allows Gold Edge brushes to push paint farther — increasing production.
Gold Edge enters the paint applicator market as one of Wooster's largest lines — 22 SKUs that include angle sash, thin angle sash, semi-oval angle sash, flat sash, varnish, and wall styles as well as a variety
3-pack. This is the first Wooster professional paintbrush line to include the new semi-oval angle sash
style in its launch.
Based in Wooster, OH, Wooster, a privately held company with 550 employees, produces
more than 2,000 products for both professional and DIY painters.
Visit www.woosterbrush.com for more information.
From Shurhold Industries:
Bucket Grate For Cleaner Vehicle Washing
Shurhold Industries’ new Bucket Grate sits in the bottom of a standard five-gallon pail and allows contaminates to settle, keeping the wash mixture and tools cleaner, according to the company.
An integrated baffle system in the Bucket Grate reduces water movement and is designed to trap dirt
and debris as tools are rinsed. It also provides an effective way to clean brush bristles.
“The Bucket Grate has been designed to provide the best wash experience. It even includes two
built-in 3-oz. measuring cups for accurate proportioning of soaps and solutions. Using too much
cleaning product can be the cause of residual water spots on cars, trucks/motorcycles and stripped wax.
“The Bucket Grate is part of the One Bucket System, a group of tools that nestle together into
Shurhold’s 5 Gallon Rope Handle Bucket,” said the company.
Visit www.shurhold.com/auto for more information.
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