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Are You SGP Certified?

Posted Thursday, March 9, 2017 by Jules VanSant.

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As a PPI and PIA Member, you have access to a wide variety of benefits, business tools, market data, and discount programs including discounted SGP (Sustainable Green Printing) Certification. The Sustainable Green Printing Partnership (SGP) is a non-profit organization that certifies printing facilities’ sustainability best practices, including and beyond regulatory compliance. SGP advocates best practices and innovation among print community stakeholders, aligning the printing industry and its customers in the pursuit of a more accountable sustainable supply chain.

SGP is different than other certification programs in that it is a multi-attribute certification that was created by the printing industry specifically for the printing industry. It takes into account the entire print facility, its process, product and social areas. SGP certification elevates a printer into an elite group of top sustainable printers, recognized by both print buyers and the printing industry. Printing facilities of all types and sizes in the United States and Canada are eligible to become SGP certified.

Learn more about the certification process HERE.

Sustainable Green Printing Partnership Brings a Vision for a Sustainable Future to Global Shop 2017. Read More HERE.

Sustainable Green Printing Partnership Announces Four New Board of Directors Members. Read More HERE.

Join their newsletter for email updates Here.

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UPDATE from Barran Liebman: BOLI’s Revised Guidance on Daily and Weekly Overtime Requirements

Posted Monday, March 6, 2017 by Jules VanSant.

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Source: Barren Liebman Attorneys

Earlier this month, we reported that BOLI had issued a new interpretation of the interplay between daily and weekly overtime requirements for employees working in a “mill, factory, or manufacturing establishment.” Under that new interpretation, BOLI stated that the two overtime laws operate independently, requiring the employer to pay overtime under both laws, not simply the greater of the two amounts (as stated in BOLI’s previous interpretations).

Interaction with the CBA Exemption

One open question was whether this new interpretation would impact employers who are parties to a collective bargaining agreement. While the daily overtime statute contains an exemption for “employees who are represented by a labor organization for purposes of collective bargaining with their employer,” BOLI’s Technical Assistance states that “a valid collective bargaining agreement may set aside the provisions of ORS 652.020.” While the language used by Technical Assistance could be clearer, BOLI has confirmed that the collective bargaining exemption is unchanged under the new interpretation.

Scope of Definition of “Manufacturing Establishment”

What is still unclear is the extent of the reach (for BOLI enforcement purposes) of the definition of “mill, factory, or manufacturing establishment.” The pending court case at the center of the overtime dispute involves a commercial bakery, Portland Specialty Baking. Most would not consider a bakery to fall into one of these three classifications. An expansive reading opens the door for additional enforcement actions against unsuspecting employers engaged in businesses that are not typically considered to be a mill, factory, or manufacturing establishment.

BOLI Enforcement

While a claim for unpaid overtime can go back two years, BOLI’s Wage and Hour Division has stated that it will only apply the new interpretation to time worked on or after January 1, 2017, and it will not seek to apply the new interpretation prior to that date. However, employees may still choose to pursue a private right of action including on time worked prior to January 1, 2017.

Calculation Corrections

BOLI’s Frequently Asked Questions page regarding manufacturing establishments now includes revised examples showing how to calculate how much is owed to employees working both daily and weekly overtime in the same workweek. In short, employers should pay the regular rate on all hours worked, plus half the regular rate on all daily overtime hours worked, as well as half the regular rate on all weekly overtime hours worked.

Going Forward

The Portland Specialty Baking case is still being litigated and a decision could create even more changes in the world of overtime. Additionally, we could see a legislative fix out of Salem this session. Accordingly, employers should keep a close eye on this issue and, in the meantime, consider eliminating situations where employees work both daily and weekly overtime in the same workweek. In situations where this can’t be avoided, employers should check whether a collective bargaining agreement may include an exemption and review overtime pay practices and policies to confirm that employees are paid in accordance with BOLI’s new interpretation.

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Preserving the Art and Craft of Letterpress Printing

Posted Tuesday, February 21, 2017 by Jules VanSant.

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PPI Members, WCP Solutions, donates The Thorniley Collection, one of the largest private collections of type, to the University of Puget Sound and Pacific Lutheran University.

Source: WCP Solutions

Kent, WA- February 9, 2017 – Pacific Lutheran University, with a little help from The University of Puget Sound, is resuscitating the Thorniley Collection of Antique Type, a Northwest graphic arts community treasure, thanks to its donation to the two universities by WCP Solutions.

The Thorniley Collection is one of the largest private collections of pre-1900 type in the United States. It features 64 wood and over 1,000 metal fonts (variations of the alphabet by size and style), eight presses, reference books, and many associated tools dating from as early as the revolutionary war.

“When we began to look for a new home for the Collection, we had four objectives in mind: keep it in the Pacific Northwest, keep it intact, preserve it for future generations, and place it in the hands of experts who would convert it from a mostly hands-off ‘museum’ into a working and teaching treasure,” said Teresa Russell, Chairperson for WCP Solutions. “I am thrilled to be achieving these four objectives and to be putting the collection into very enthusiastic and capable hands.”

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WCP purchased the core of the collection from William “Bill” Thorniley in 1975. Thorniley had been collecting type since his birthday in 1909 when he turned ten. After considering a sale to the Smithsonian, Thorniley realized that he would rather see the collection stay in the Northwest. This thought was shared by his friend, Dick Abrams, then Chairman of WCP. Abrams named John DeNure as curator and WCP purchased Thorniley’s life work of collecting. Over the course of the next several decades, WCP expanded and rounded-out the collection through direct investments and with items from over 60 donors.

The type ranges from the oldest in the collection, Union Pearl cast in 1690, to one used to print Gold Rush papers in Alaska, to Antique Pointed which was once hidden from Sherman’s troops during the Civil War. The type collection also includes many borders, ornaments, and etchings. R.Hoe & Co. Washington Hand Press, circa 1868 “Carl Montford, a local wood engraver and proprietor of the private Montford Press, was a tremendous help. His passion for the collection and for placing it at an academic institution ignited efforts at Pacific Lutheran and at Puget Sound to find space large enough to hold the collection,” according to Russell. “Happily, those efforts paid off.” On January 24th and 25th, thebulk of the collection was moved into The School of Arts + Communication in Ingram Hall atPacific Lutheran University and a few pieces were moved into the Collins Memorial Library atThe University of Puget Sound.

Events and opportunities for staff, students, and the public to view and work with the collection are being planned by Pacific Lutheran University and will be announced in spring 2017.

About WCP Solutions®

Formerly known as West Coast Paper Company, WCP Solutions is a privately-held wholesaledistributor serving customers in the manufacturing and service industries since 1930. Thecompany offers a wide range of products and services, including paper, packaging, facilitiessupplies, and equipment. The company serves customers in Alaska, Washington, Oregon, Idaho,Montana, Wyoming, and Northern California from twelve distribution facilities.

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PIA Opens Nominations for the Naomi Berber Memorial Award

Posted Monday, February 20, 2017 by Jules VanSant.

alt textSource: Printing Industries of America

Warrendale, Pennsylvania—Printing Industries of America (PIA) is now accepting nominations for the 2017 Naomi Berber Memorial Award. This award honors outstanding women for their exceptional record of accomplishments in graphic communications, significant contributions toward the development of the industry, and for having furthered the interests of the field. Nominations are due on June 16, 2017.

Why Nominate Someone?

Recognize a woman who has displayed outstanding dedication to the industry. Berber Award recipients join over thirty years of outstanding women from the graphic communications industry, such as Laura Lawton-Forsyth, Diane Romano, Sue Baylin, Laura Gale, and Betty Maul. An engraved plaque is presented to the recipient to commemorate her accomplishments.

The Berber Award will be presented at Printing Industries of America’s Fall Administrative Meetings, November 18-20 in Kansas City, MO. This forum hosts an impressive audience of industry leaders, including boards of directors and committee members from Printing Industries of America, its Ben Franklin Honor Society, and the Print and Graphics Scholarship Foundation (PGSF).

Eligible candidates must have worked in the graphic communications industry for ten years or more and have an outstanding record of accomplishments that demonstrate her remarkable contributions toward the development of the graphic communications industry. Such contributions could be in the form of extraordinary leadership, direction, and/or support of programs or projects that have furthered the interests of the industry. A candidate’s activities must also have extended over a period of time, and her contribution should not be confined to a single project, development, or program.

More consideration will be given to candidates with significant volunteer work in the graphic communications field or whose accomplishments have been outside of their job description. Previous winners are not eligible for a second award. Candidates do not have to be Printing Industries of America members.

To make a submission, follow the instructions on this nomination form. The Berber Award will be presented at Printing Industries of America’s Fall Administrative Meetings on November 10–12 in Concord, NC. Previous winners are not eligible for a second award. Candidates do not have to be Printing Industries of America members.

For more information on PIA’s Naomi Berber Memorial Award, visit

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Risk Magagement Corner

Posted Wednesday, February 15, 2017 by Jules VanSant.

alt textSource: Federated Insurance

Good Reasons to Have a Drug- and Alcohol-Free Workplace Program

In its simplest form, managed care describes a variety of techniques that, when properly deployed, can help support an effective risk management program. These strategies can be most effective when they concentrate on both injury prevention and post-injury techniques.

Testing May Equal Savings

One effective managed care strategy is a drug-free workplace program, which, when used where appropriate, often includes pre-employment, random, or post-incident drug testing. An appropriately utilized and compliant program can help monitor and prevent drug and alcohol use. A drug-free workplace program can also offer benefits over and above its initial intent.

Direct savings may come in the form of premium credits. Some states offer work comp discounts for a certified drug-free workplace program. Insurance carriers in other states may have discretionary underwriting credits available.

Indirect savings are those realized by simply reducing the negative consequences of workplace drug and alcohol use. Intuitively, it makes sense that employees who are under the influence of drugs or alcohol are more likely to experience a workplace injury. These workers jeopardize their productivity, safety, and the safety of others. Estimates indicate more than 70 percent of illegal substance users are employed. Few businesses are immune from this issue.

What Can a Drug/Alcohol Policy Impact?

An effective drug-free workplace program can have an impact on your business in a few different ways.

  • Pre-employment drug testing can help sidestep the risk before you hire it into your business.

  • Random drug testing sends a strong message to employees that workplace substance abuse will not be tolerated. It may also help you identify and manage employees with risky behavior.

  • Post-incident drug testing can be a critical component of claims management. The mere presence of this type of test may result in fewer claims.

The End Result

When using any of these drug testing measures, a worthwhile goal is to help eliminate negative consequences of drugs and alcohol. You’re not testing to “catch” anyone; in fact, it could be argued that the best testing program is one that catches no one. Success can be defined by the absence of these substances.

Taking appropriate measures to help reduce the number of claims could create a distinct competitive advantage, not to mention the overall positive effect on your business. A compliant and well-managed program is a technique you can use to enhance your work environment. It is important to note, however, that legal rules and restrictions may apply to policies that involve workplace drug use or testing; therefore, be sure to seek qualified legal counsel before developing and implementing a policy.

Federated Insurance offers clients access to vendors who provide drug and alcohol testing resources. For more information, contact your local Federated representative or log in to Federated’s Shield Network®.

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