What Concrete Professionals can do about THE GREAT RESIGNATION

By Wayne Rivers, Co-Founder/President, Family Business Institute Inc.

In early 2021, people began leaving their jobs in droves. Contractors and business owners have reported hiring as their top challenge, and this article lines out how to combat this. 

A new phenomenon is affecting the construction business—and it is called the Great Resignation or the Big Quit.

In early 2021, people began leaving their jobs in droves. In fact, Fortune magazine reported that 4.5 million employees quit their jobs in November alone, and that was followed by over 12 million others who quit during the months of August through October!

What about this is important to you?

We have not talked to a contractor, or any business owner for that matter, in ages who does not report that their number-one challenge is hiring people. Additionally, news sources report that about 50 percent of people are considering job changes right now.

Think about that—half your people might be considering leaving you in the very near future! That is frightening.

McKinsey did a study where they asked both employers and employees the same question: Why are people leaving their jobs? You will be struck by the difference between the employer and employee responses.

How did employers answer the question?

• Compensation
• Work-life balance
• Employees were in poor physical or psychological health anyway

How did employees answer?

• Don’t feel valued by my company
• Don’t feel valued by my manager (a very close second)
• Don’t feel a sense of belonging at work

Employers pointed to tangible things: Money, health, or work-life balance. Employees talked about soft subjects: Not feeling valued and not feeling a sense of belonging. The almost-opposite responses offer a stark contrast. Employers think they know their people, but they just don’t.

How can you combat the Great Resignation? How can you get your people to look at you as their employer of choice so they want to stay and be part of your business family?

First, get all hands on deck right now! I mean now (yesterday, hopefully).

Get on top of this because, in a worker shortage, the worst thing that can happen to you is that your better people leave.

That has got to be terrifying; you’ve got opportunity after opportunity, and suddenly you are unable to staff jobs in a way that provides for clean execution. It is a contractor’s nightmare. Act now! Get together with your team, figure out what you are doing right and what you are doing wrong, and grab this bull by the horns and move!

Second, make employee retention your top goal. Hanging on to your quality people is more important than ever because they are so immensely difficult to replace. Hanging on to even marginal people is more important than ever. You have all seen statistics about how much it costs to replace a departed employee. The costs, including opportunity costs, are outrageous now.

Third, ask your people what they want. One of my consultants sent me a 70-page white paper about the “perfect incentive,” and they had all kinds of data to back up their claims. Basically, they concluded that hunting and fishing trips for project managers and superintendents were the cat’s pajamas. But what if your project managers or foremen don’t hunt or they have young kids at home and can’t afford to be away for days at a time? Zig Ziglar used to say that you can get anything you want in life if you help enough other people get what they want. Take the simple step of asking your employees what they want, and, if it is humanly possible, help them get it.

Fourth, work on your managers. The number-one skill that managers lack is, you guessed it, communication! Get them communication training. Family Business Institute’s Mike Flentje says the difference between managers and leaders is that managers manage tasks while leaders lead and inspire people. Do you see the difference? Help your managers improve their communication, especially the skill they tend to lack the most: listening well.

Fifth: connect! We write about the importance of strategic plans all the time. What we fail to talk about is the day-to-day task of connecting the 30,000-foot strategic plan and its mission, vision, values, and goals to the jobs your employees perform. Your accounts payable clerk, for example, may not see how her job connects to the company’s mission or values. You may have to show how every job, no matter how routine, contributes to the company’s mission and how everyone on the team is important. A technique we have learned from our peer groups and Boot Camp classes is to have some leaders go out and buy a bunch of gift cards. When they see someone exemplifying the company’s values, they reward them on the spot. They then trumpet and share the behaviors that the employee demonstrated and how that person connected to the mission or vision. Give spot rewards to your employees and then talk about them until you are blue in the face so that other people begin to get it, too.

Finally, think about your employees differently. Brian Tracy said that every individual is really the CEO of his or her own personal service company. Every one of your employees can literally take their personal service company, walk across the street tomorrow, and sell those services to your competitor. Think about your employees as the CEOs of their own small companies and view them as peer small business owners with various opportunities.

The Great Resignation is a real thing, and every contractor needs a proactive strategy for attracting and retaining the most valuable asset—people.

Make Your Company ROAR (Recruit, Onboard, Actuate, Retain) Talent

By Bill Humbert, the RecruiterGuy

Is your company having difficulty identifying and recruiting people? You are in good company! Most companies around the United States are feeling your pain. Of course, your company does not have to be the company feeling that pain – you have enough other pains!

Think about Concrete Foundations Association members, like yourself. You are the foundation of every building! In my research of various CFA member websites, I believe several member companies use those words.

My background in the 1970s was in construction in Maryland, Virginia, and Washington, D.C., with two general contractors, Construction General and Horning Brothers. My last job was as field superintendent of the Pentacle Apartment and Townhouse project at 15th and Benning Road, NE. 

After a stint selling fertilizer in Frederick County, Maryland (boy, do I have a funny story), I became a professional recruiter (some people called me a head hunter, a mantle I wore proudly for 11 years). Then, in 1992, my business evolved, becoming more like a consulting/recruiting business.

During the mid-2000s, I recruited on a contract for Acciona Energy. They build and manage large utility-sized wind farms. My responsibility was recruiting the site superintendents and site staff, including technicians fresh out of wind farm technician schools. In 2016, I recruited for Cache Valley Electric in Salt Lake City. They are the 16th-largest electrical contractor in the U.S. 

Cache Valley Electric was fun for me because it took me back to my construction roots. My first job in construction was as a job clerk at the Whiskey Bottom Apartments/Townhouses in Laurel, Maryland, in 1972. At Cache Valley Electric, I also made an important discovery about recruiting construction laborers: they have no filters during interviews. 

During a 30-minute interview with one candidate, I asked, “Do you have a current Utah driver’s license that is clean?” There was a possibility that they would need to drive a company vehicle down the street away from some ditch digging or pick up supplies. 

They responded, “Yes… But.” 

I asked, “What does ‘But’ mean?” 

“Last week, I was cited for speeding, running a red light, and reckless driving.” 

I told him that his license was not clean. 

He replied, “But I haven’t been to court yet!” 

I feel their pain, but sometimes, you just have to laugh!

Important Recruiting Information

Most companies are not aware that recruiting mirrors the sales process perfectly. This knowledge may change your perspective and approach to recruiting new concrete athletes (thank you, Bartley Corp!). The following chart shows how recruiting and sales are related.

Let’s Get Into the Weeds About Recruiting!

There are two main ways to recruit candidates:

1. Through active recruiting, where managers and a recruiter (if you need one) directly network and approach candidates. This approach is the most effective because managers cultivate potential candidates over time – or can do so right now!
   
   Follow the example of university athletic directors. In March 2021, the University of Utah’s athletic director fired the men’s basketball coach. Eleven days later, he announced the name of the new basketball coach. Did he post the position on Indeed? No. He had a shortlist of candidates to call.
   
   This is an important function of leadership. Create a succession plan to fill required positions as they open. Who is in the position to identify and recruit the best candidates, the human resources department or the manager who knows the position this person will fill? Slam dunk! The manager – or they better be!
   
   Where are potential candidates? Everywhere! Keep your eyes and ears open. Ask my wife how many times I have recruited someone who was sitting behind me in restaurants, airports, airplanes, etc. My line is, “Excuse me. I could not help overhearing your conversation. Did I understand that you said you were looking for a new job? Oh, interesting! What would you like to do next? Finish concrete? Amazing! I just happen to know a manager who would love to chat with you. Are you able to interview tomorrow? Let me tell you a little about the company!” – and you are off and running, and it is fun.
   
   Are you aware that 74 to 76 percent of all jobs are filled through networking? This includes candidates who walk up to a jobsite and ask for a job. Many times, a friend suggested that they stop by to see if you have an opening.
   
2. The second method to recruit is the easiest, most painful, and least effective. This is passive recruiting. You post a position on your website or on a job board. Then you pray that the best candidates are looking at your posting when you need them. Is this method easy? Because of how easy it seems, it is the preferred method of “recruiting” by many company recruiters. Yet, according to research by the Career Transition Industry, only 8% of all jobs are filled by this method.
   
   A major problem is that applications and resumes are funneled into a company’s Applicant Tracking System. Then the Applicant Tracking System compares each resume to the posted job description. If the job description is poorly written, the better candidates may be screened out because they did not match the keywords in the job description.
   
   Hourly workers are conditioned to complete applications. If a company tries to hire hourly workers with a six-page application, many great candidates move on to another company – your competition. This is also true of professional candidates. Over the past 20 years, companies have continuously conditioned candidates to spend 20 to 30 minutes completing an application, never to hear from a live human from that company. If they see a six-page application, they are on to the next position.

Make Applying Easy!

Make applying easy! Do not make laborers download applications and then scan and email them back to you. What if an $18/hour laborer does not have a computer with a printer to scan the application? Are you going to force them to take the time to drive to Staples or FedEx? You will lose candidates. Instead, request that they complete a quick online application. Let’s return to Cache Valley Electric. This is their online application – sweet and easy! Journeymen Electrician Hiring Fair (cve.com)

A shout-out to Martinson Construction in Waterloo, IA! Go to their homepage: Martinson Construction – Leading concrete construction company (https://martinsonconstruction.com). Are they hiring? Let candidates know that you want to speak with them! They have a simple one-page application that a candidate can complete and submit online. My only suggestion is to eliminate the clause that says “at least 2 former employers.” I understand the need for experienced employees. However, every once in a while a top concrete finisher candidate is like the NFL quarterback who had to work in a Hy-Vee grocery store to make ends meet before being discovered. They will show up on your website having only had one job. Who was that quarterback? You probably already know: Kurt Warner.

Another CFA member deserving a shout-out is Stephens & Smith. Since recruiting is like a sales process, recruitment marketing goes hand in hand with your candidate sales effort. Congratulations on this line on your website: “Stephens & Smith offers a $3,500 hiring bonus, competitive wages, health and dental insurance, 401(k) and is an employee owned company- Join our team and become an OWNER!” This simple approach answers candidates’ questions before they ask them. More importantly, this sentence builds an applicant’s confidence that this company may be the right company for building a career.

As I read the CFA members’ websites, I noticed that some companies do not have a “careers” tab or even state that they are hiring. That could be because they are fully staffed – in which case, congratulations! If not, however, consider that a person is likely visiting your website for one of two reasons:

1. They are a potential client.
   
2. They are a potential candidate and are indicating an interest in your company by visiting your website. Give them something interesting to look at! Make it EASY to apply!

An additional little tip is to ensure that your website is mobile compatible. Many people are using mobile phones as a replacement for computers, especially in their career search.

Construction workers rarely have resumes. Superintendents, managers, and customer service representatives may have resumes – but even then, they may not pass the Indeed or Applicant Tracking System screen. Look at all submitted resumes because even if they are not qualified for one position, they may be qualified for another of your positions.

One feeling that lingers from my construction days is the instant gratification that I felt every day on a construction site. I was excited when the footings were poured. Foundation walls and slabs were coming soon! You can persuade candidates with these two dreams:

1. The satisfaction of seeing a job well done at the end of the day. 
   
2. This job could be their foundation for a new career!
   

Remember, recruiting is a SALES process!

About the Author:

Bill Humber, The RecruiterGuy is nationally known as an engaging speaker, expert talent attraction consultant, and career transition professional with multiple books published.  He is also the latest consultant member of the Concrete Foundations Association.

Bill@RecruiterGuy.com

Top 10 Frequently Cited OSHA Standards for Construction

By Evolution Safety Resources

Each year, the Occupational Safety and Health Administration releases the Top 10 Most Frequently Cited Standards from the previous fiscal year. By releasing the list, OSHA hopes to bring greater awareness to the standards most commonly cited for violations to help employers focus their employee-safety efforts in the workplace.

“Throughout the pandemic, workplace safety has become more important than ever,” says Julia Kunlo, CSP, vice president of Evolution Safety Resources. “Although incredible advancements are made in safety each year, the OSHA Top 10 list reminds us that we must continue to pinpoint areas where we can improve so we can better prioritize workplace safety in the future world of work.”

OSHA has separate sets of standards with different rules to address safety concerns for the construction, agriculture, and maritime industries, in addition to their general industry standards. OSHA’s website is a great resource, where you can search the Frequently Cited OSHA Standards by North American Industry Classification System Codes as well as by establishment size and by federal or state jurisdiction.

Fall protection (1926.501) remains at the top of the list for the 11th year in a row, followed by respiratory protection (1910.134) and ladders (1926.1053). Hazard communication, which spent the last several years at number two, moved to the fifth spot on this year’s list.

Below is the Top 10 Frequently Cited OSHA Standards for Construction for the 2021 fiscal year. Included are the title, standard number, and number of citations issued.

Top 10 Frequently Cited OSHA Standards for Construction

1. Fall Protection – General Requirements (1926.501)

• Title: Duty to have fall protection
• 5,295 citations

2. Respiratory Protection (1910.134)

• Title: Respiratory protection
• 2,527 citations

3. Ladders (1926.1053)

• Title: Ladders
• 2,026 citations

4. Scaffolds (1926.451)

• Title: General requirements
• 1,948 citations

5. Hazard Communication (1910.1200)

• Title: Hazard communication
• 1,947 citations

6. Lockout/Tagout (1910.147)

• Title: The control of hazardous energy
• 1,698 citations

7. Fall Protection (1926.503)

• Title: Training requirements
• 1,666 citations

8. Personal Protective and Lifesaving Equipment (1926.102)

• Title: Eye and face protection
• 1,452 citations

9. Powered Industrial Trucks (1910.178)

• Title: Powered industrial trucks
• 1,420 citations

10. Machine Guarding (1910.212)

• Title: General requirements for all machines
• 1,113 citations

Key Takeaways

The 2021 list is close to being identical to the 2020 list in terms of which citations made the Top 10. In fact, the list has been fairly consistent for years, with most of the same standards topping the list for citations year in and year out. Employers should take note of this list and try and incorporate these concerns in their safety training and toolbox talks. Violations for standards revolving around fall hazards continue to dominate the list, which is not surprising since falls are the leading cause of construction worker deaths every year. Six of the 10 standards making the list have to do with fall protection, ladders, and scaffolding.

While OSHA citations are costly in themselves, the potential costs of hazardous conditions on the job are far greater than just potential fines. Costs of unsafe workplaces may also include employee injury, property damage, increased insurance premiums, bad publicity, employee turnover, and more.

Avoidable, Yet Costly, Safety Violations

One of the reasons companies find themselves in violation of health and safety mandates is because rules change, but companies do not always keep themselves appraised of these changes. It follows that they do not make sure their employees’ know of health and safety legislation, rules, and regulations.

Failure to keep current and to ensure employees receive appropriate, regular, training and recertification can have disastrous results. Employees may be hurt or killed. Expensive equipment may be damaged or destroyed. Lost work hours due to preventable injuries may result in loss of production, increased insurance premiums, and bad publicity for the company.

It is also important that your team feels comfortable reporting close calls in the workplace in order to prevent a possible incident in the future. OSHA defines a near miss as an incident in which no property was damaged and no personal injury was sustained, but where, given a slight shift in time or position, damage or injury easily could have occurred. To learn more, read our blog post, “How Reporting Close Calls Can Prevent Future Incidents.”

If you need assistance understanding OSHA standards or you are interested in learning about the steps we take to ensure workplace safety and compliance, let’s get the conversation started today. Our experts at ESR are ready and available to help. We offer free consultations and will develop complimentary improvement plans.

THE CFA WELCOMES NEWEST MEMBERS & SALUTES LONG STANDING MEMBERS

Welcome New CFA Members

WE ARE, THE CFA

Repositioning Your Anchor

Staying calm and focused during times of stress, challenge, and change.

By Mary C. Kelly, ProductiveLeaders.com

People who have not spent much time on boats or ships are often surprised to learn that the boat’s anchor does not hold it in place. The anchor is not tied to the bottom of the ocean. The anchor is dropped and positioned, and the weight of the chain is what keeps the boat from drifting away.

Boat anchors are checked and repositioned when the tides, winds, and drifting causes the boat to move. Sometimes the anchor gets snagged on coral or debris, and when the crew goes to pull the anchor up, it can get stuck. In this case, the boat must be repositioned to release the anchor from the unseen hazard. What is normally a tool of stability, and a valuable part of the ship, becomes a challenge, so the anchor must be repositioned.

Sometimes we need to evaluate our sense of stability and reposition where we are, like repositioning a boat’s anchor. The practice of repositioning allows us to decrease stress, increase focus, and ignore irritations. Here are four ways to stay grounded and focused, regardless of the situation.

1. Breathe!
   During times of stress or irritation, it is natural to take shallow breaths. To anchor in the moment, pay attention to your breathing. Make a conscious effort to breathe in slowly and deeply, following the path of your breath with your mind. Feel the air [move your body as it moves] through your body. Breathe out slowly and gently, again paying attention to the movement of your body as air passes through it. Concentrate on feeling a subtle energy shift of calm.
2. Check in with your five senses
   If you are finding it a little tricky to access your inner peace or you are distracted, try the five senses check-in. Make a conscious decision to disconnect from distractions and focus your awareness, one sense at a time, on what you can see, feel, hear, smell, and taste in that moment. This grounds you in the present moment by making you more aware of what is impacting your space. This can be especially helpful when you feel stressed or harried.
3. Mind like water
   Take every opportunity that comes your way to practice being calm, especially during a crisis, when others are feeling frantic. Being calm puts us in a place where we control our mental and physical reactions during challenging moments. Some people find it helpful to picture the surface of a calm body of water and think, “mind like water.” Great times to practice this are times when you might feel frustrated and impatient, like waiting in line or sitting in traffic. Put a half-smile on your face and remind yourself to remain calm.
4. Use repositioning techniques to create thinking space
   No matter how busy you are, you can use repositioning techniques to build more space into your day. Before you send an email, take time to breathe, notice your breath, then decide if you want to send the email.

Choose to ignore or switch off your devices. Schedule five-minute breaks to reposition between activities and projects. Practice being present around other people. Give other people your full attention and respect, and you will have more meaningful and productive conversations.

Concrete Foundations Association Continues to Lead

By Skye Kelley

Over the last decade, CFA has documented in numerous articles in our magazine the interpretations for certification requirements in operating the staple equipment of the foundation contractor referred to as knucklebooms or truck cranes.  The Occupational Safety and Health Administration (OSHA) requires employers in the construction industries to comply with a requirement for crane operator certification.  The final rule became effective November 9, 2017.  While debate took place over the proper application of the exemption for “material delivery”, repeatedly Association leadership has met with OSHA in Washington D.C. to determine and affirm that it cannot be applied to the delivery of forming equipment, staging it into convenient positions and returning to remove that equipment (forms) from the hole when the foundation walls are completed.

Therefore, a proactive position has been developed in recent years to advance the professional development of the foundation contractor members of the Association.  Taking place both in-person and using virtual platforms for the education component, dozens of key company operators have already experienced the significant advantages of becoming an NCCCO (National Commission for the Certification of Crane Operators) Certified operator.  NCCCO is one of the three certification bodies approved by OSHA to offer and manage this requirement.

In April, the Concrete Foundations Association partnered with Irving Equipment to host a multi-day crane certification event.  The NCCCO class focused specifically on Articulated Boom Cranes, the standard knuckle boom.  

Lane Irving states “we choose to host the certification classes because we firmly believe it’s a good thing to have.  Even if you don’t technically need it, it helps with piece of mind.  Mark Irving and 2 of our shop guys signed up for certification because we figured if we were selling the equipment, it only makes sense for us to have the education too.  We understand it can be costly, but the benefits outweigh the price”. 

Employers that invest in workplace safety and health can expect to reduce injuries, fatalities and illnesses.  This can result in cost savings in a variety of areas, such as:

• Lowering workers’ compensation costs and medical expenses
• Avoiding OSHA penalties 
• Reducing costs to train replacement employees
• Reducing cost to conduct accident investigations 

Several CFA member employees joined the Irving’s in Ohio and walked away feeling empowered.  Aaron Dubeck from Thompson Concrete Foundations states “The instructor was very knowledgeable and explained things thoroughly.  Irving Equipment was a great host with great hospitality.  I would recommend any crane operator take this class to gain a better education.”  

Similarly, Michael Bates from Rite-Way Foundations said “Mark and Lane Irving were very welcoming with their facility and Overton Safety did a fantastic job in further educating me on safely and efficiently operating our crane truck on a daily basis”. 

Both Thompson Concrete Foundations (OH) and Rite-Way Foundations (GA) had two representatives each from their company attend the course.  The investment into further educating their team members not only provides stronger confidence but a greater appreciation for the company they call home. 

Have you been considering taking a leading position in the industry while insulating your company from potential citation?  If so, an upgrade from this thought is to use crane certification to invest in one or more of your key employees.  Contact me for more information on the waiting list for an upcoming class opportunity today, skelley@cfaconcretepros.org.

MAX New Battery Announcement

MAX USA CORP. would like to announce our new MAX JPL91450A /JPL92550A 5.0Ah batteries. The increased Ah allows for more ties and cuts per charge for our rebar tying and cutting tools.

Features

• Replacing the current 14.4V batteries, our new 5.0Ah JPL91450A batteries will allow RB441T and RB611T to tie up to 5,000 ties, RB401T-E to tie up to 4,500 ties, and RB398S to tie up to 4,000 ties in one charge.
• Replacing the current 24.4V batteries, our new 5.0Ah JPL92550A batteries will allow PJRC160 to cut up to 310 times on #5 rebar.
• Chargeable in current MAX JC925A chargers.
• Batteries in our TWINTIERs, Rebar Tiers and our PJRC160 rebar cutter products will be switched to the new JPL91450A /JPL92550A batteries in a running change.

Euclid Chemical Acquires Cement Grinding Aids and Additives Business

Euclid Chemical Company, a leading manufacturer of concrete and masonry construction products, announced today that it has acquired Chryso’s North American cement grinding aids and additives business. Terms of the transaction were not disclosed.

The acquired technologies are sold to cement manufacturers to enhance the performance of cement and to reduce CO2emissions during its production. Cement is the key ingredient in concrete, the world’s most widely used building material.

“This is a strategic acquisition that more closely aligns Euclid Chemical with the cement industry, while complementing our strong offering in the concrete industry,” said Euclid Chemical President Tom Gairing. “In addition, the sustainability benefits of these products support customer demand for more environmentally friendly solutions, as well as our mission to build a better world for all of our stakeholders.”

Marsh McLennan Agency Acquires Pelnik Insurance Expands Presence in Mid-Atlantic Region

Marsh McLennan Agency (MMA), a subsidiary of Marsh, today announced the acquisition of Pelnik Insurance, a leading independent agency in North Carolina. Terms of the acquisition were not disclosed.

Founded in 1994, Pelnik Insurance, led by CEO Chris Pelnik, offers business insurance, employee health and benefits, and private client services to midsize businesses and individuals throughout the Mid-Atlantic. Pelnik has 19 employees across offices in Cary and Greensboro, North Carolina, all of whom will join MMA.

“Pelnik Insurance has a talented team dedicated to delivering quality client service. With the addition of Pelnik Insurance, we continue to expand our reach and broaden our client offerings across North Carolina and the region,” commented John Stanchina, CEO of MMA’s Mid-Atlantic region.

Mr. Pelnik added: “Joining MMA is an opportunity to provide our colleagues growth opportunities and give clients access to the capabilities of an organization respected for its expertise and resources.”

Euclid Chemical Wins 2022 Top Products Award from Concrete Contractor

Euclid Chemical, a leading manufacturer of concrete and masonry construction products, recently took home the 2022 Top Products Award from Concrete Contractor in recognition of its Dural Aquatight 100 Plus product.

Presented by Concrete Contractor, a nationally recognized magazine serving concrete construction professionals, the 2022 Top Products Award recognizes the industry’s best products that have gained interest from end-users and concrete professionals alike. Award winners are chosen by Concrete Contractor’s editorial team based on factors such as innovation, dependability and user engagement.

A solvent-free, modified epoxy coating, Dural Aquatight 100 Plus was designed to combat water-related damage and ensure optimal concrete protection and repair. This reduces moisture vapor emissions from concrete surfaces prior to applying a finished flooring system. Dural Aquatight 100 Plus can be applied to new and existing concrete slabs across applications such as a warehouses, industrial/retail facilities, office spaces, supermarkets and food processing plants. This low-VOC coating exceeds the requirements of the ASTM F3010-13 industry standard by providing up to 25 pounds of moisture vapor reduction, as well as a barrier against high-alkaline conditions at the highest level.

“The modern concrete industry pushes contractors to work smarter, more productively and be as efficient as possible,” said Jonathan Kozlowski, editor of Concrete Contractor. “These solutions were designed to not only help overcome the challenges contractors face on a daily basis, but do so with innovative ideas and the ingenuity for them to be successful in the years to come.”

Additional information on award recipients can be found in the April/May/June issue of Concrete Contractor and via forconstructionpros.com/concrete.

About Euclid Chemical

Headquartered in Cleveland, Ohio, Euclid Chemical has served the global building market for more than a century as a leading manufacturer and supplier of specialty products and technical support services for the concrete and masonry construction industry. Euclid Chemical’s expansive product line includes admixtures, fiber reinforcement, concrete repair products, flooring materials, decorative concrete systems and more. Learn more at www.euclidchemical.com.