ing program and in the implemen-tation of PPE has made us safer and more safety conscious. We are also environmentally con-scious recycling when we can to minimize waste. Most importantly, we coach and train our staff through rotational assignments and training opportu-nities to enrich our workforce’s skill set.

Lastly, we reward em-ployees that embrace performance driven atti-tudes, val-ues and achieve-ments that help us build and expand our busi-ness. Undoubted-ly, Dyplast raised the bar and our team met its

objectives staying true to our cor-porate vision. Did we pass our review? Sure did, by a land slide.

Here we are again with another issue of What’s Happening. This issue highlights Dyplast’s building blocks taking into account where we’ve been, where we are now and where we are heading. It’s review time. What have we done right and not so right so far? We begin by reviewing our com-pany’s vision. Dyplast made a com-mitment to itself and to its customers to manufacture insula-tion products that are structurally sound, safe and superior in its class. We’ve ac-complished that goal and independent third party testing labs can attest

to that. We do not take shortcuts and what we put on paper reflects the true value of our product specification.

The same level of commitment is expected of our workforce. We embrace a culture where employee values, actions and principles demonstrate honesty, commitment, drive and enthusi-asm even when no one is watch-ing.

It means doing the right thing for the right rea-sons at all times.

Having a safe workplace is part of our vision. The Dyplast we were three years ago is not to-day’s Dyplast. Improvements in our engineering controls, train-

Our Vision Under ReviewOur Vision Under ReviewOur Vision Under ReviewOur Vision Under Review AUGUST 12, 2012

VOLUME 2 ISSUE 2

President’s ColumnPresident’s ColumnPresident’s ColumnPresident’s Column

The first six months of 2012 has been interesting. In May

and July we had our second and third best sales months ever but April and June saw

over a 25% declines in ISO sales versus May and July.

July was a record month for both board feet and dollars sold in ISO. Our customers across the country and overseas are

reporting upward trends in sales.

While our economy is still relatively weak our industry is showing strength. Manage-

ment is committed to contin-ued growth and as has been illustrated over the past year

we invest in Dyplast.

Inside this issue:

Employee of The Quarter 2

Play and Win Trim Line 2

Meet the Crew 3

Dyplast on Wheels 3

Citizenship Ahoy! 4

No to Workplace Violence 4

Rainmakers 4

Name the New Trim Line Suggest and Win! Go to http://www.surveymonkey.com/s/6QPJHQV. Check inside for contest rules. Hurry contest ends August 18!

• We listen hard and talk straight

• Trust is built on honest and timely communica-

tions and openness

• We strive for the highest standards of ethical

behavior and integrity.

Integrity

PAGE 2

VOLUME 2 ISSUE 2

Employee of the QuarterEmployee of the QuarterEmployee of the QuarterEmployee of the Quarter

Congratulations to Santiago Mendoza

Santiago has been named Em-ployee of the Quarter. He has been part of the Dyplast family for the last 4 years. He serves dual roles within the organization. He is the mill operator for the EPS Depart-ment and he also helps maintain the cleanliness of all common areas on off days when the cleaning crew is not scheduled to come in.

Recently he was assigned to the ISO production line on run days. Santiago responds to all of his assignments quickly and with a positive attitude no matter what the nature of the as-signment is. He performs his job well, is pleasant, reserved, trust-worthy and is a respectful employee. He follows all the safety rules and has a clean safety record. Employees at Dyplast are expected to maintain a pro-active, conscientious atti-tude toward issues of safety and health, to accept re-sponsibility for their own safety and for the safety of those with whom they work.

Santiago’s disposition towards work, dedication to his roles and his commitment to Dyplast shows the company values all should imitate.

Thank you Santiago for the com-mendable service you have demonstrated over the years and for your safety conscious atti-tude.

Play and win! Trim line

Suggest and Win!

Name the trim line

for a chance to win

a $75 gift card.

Offer expires

August 18!

Heath, Safety & the Environment

Accidents are preventable

a zeroa zeroa zeroa zero----accident workplace is our goal!accident workplace is our goal!accident workplace is our goal!accident workplace is our goal!

Training and continuous improvement is part of our

employee's focus.

Environmental impact is part of our decision process.

On another note, this issue focuses on our vision and

values.

Probably the most im-portant one is our people. Dyplast has a track record of

promoting from within and supporting our fellow em-ployees.

When I travel one of the most rewarding parts is when our customers talk

about our people. I hear a lot, “your staff is the best!”

A special congratulations to Armando Saucedo on his

U.S. citizenship and Yamilet Ramirez for earning the Pro-

fessional in Human Resources credential on June 9. The accreditation in addition to her

Master’s degree in Human Resources demonstrates her commitment to Dyplast and

her competency in HR man-agement.

Dyplast is looking to name the new trim line. Some call it

Baumer; others call it the Trim line. We want to find a

name for it just like we found one for Big Blue. Log on to

the link below to submit your ideas by August 18.

http://www.surveymonkey.com/s/6QPJHQV.

CONTEST RULES CONTEST RULES CONTEST RULES CONTEST RULES ---- Log on and suggest!

1. All entries become the property of Dyplast Products once the winner

is selected.

2. Multiple suggestions are allowed but it does not improve your chances

of winning.

3. If the name you suggest is selected, you win a gift card. If more

than one person makes the same winning suggestion, a drawing will be

held to select a winner.

President’s ColumnPresident’s ColumnPresident’s ColumnPresident’s Column

PAGE 3

VOLUME 2 ISSUE 2

Meet the CrewMeet the CrewMeet the CrewMeet the Crew

Dyplast congratulates the em-ployees that have transitioned to the Dyplast family; Luis Gomez, Willie Davis, Dick Smith and Kike Gomez. Luis Gomez and Willie Davis were hired to work under the new set of requirements we implemented in December for all warehouse employees. They were interviewed, tested and tried out over the course of several months in different shifts and in different capacities before an offer to convert them into Dyplast employees was presented. Today both em-ployees work in the ISO De-partment. Willie is an opera-tor for the ESCO machine in the first shift and Luis Gomez is a helper for the ESCO machine in the second shift. Dick Smith was hired the first week in June. He is working for the Sales Department as a Senior Specifications Manager. His job is to work directly with engineers, contractors, owners and fabricators to get our prod-uct line specified, to get more brand recognition, and to help our Account Managers increase sales. Kike Gomez was hired last month as an IT Help and Net-work Administrator. His job is to make sure all the techy is-sues with our server, hardware and software are working in perfect harmony. We wish all four success in their current positions. We are confident that they will embrace our high driven and safety conscious learning or-ganization where collectively we can achieve excellence.

Dyplast on WheelsDyplast on WheelsDyplast on WheelsDyplast on Wheels By Joseph Hughes

Last quarter, Senior Ac-count Manager Claude Hartdegen went on the road to educate end users on Dyplast and the bene-fits of our ISO-C1® foams. The visits Claude

has embarked in have been well received by the industry.

In June, at a seminar sponsored by North Val-ley Mechanical in the Pacific Northwest, which was held to provide safety training to local and regional technicians, Claude was invited to speak along with Mike Orendoff of Bay Insulation (a Dyplast customer) and Chad Larson of Three Rivers Custom (an installer of the Dyplast/Bay pipe insulation).

The seminar proved to be an excellent venue to educate the “hands-on” operators about Dyplast and the valuable reasons why insula-tion is needed.

Claude presentation lasted about one hour and included the following topics:

• A Dyplast introduction-Who we are, what we do, and our role in the manufacturer/fabrication/contractor chain of supply

• The purpose and benefits of insulation Why use ISO-C1 versus “other” insulations

• Why Dyplast ISO-C1 versus “other” polyiso manufacturers

• Job/Project References of ISO-C1® in refrigeration market

The seminar received positive feedback from attendees who seemed shocked by the value of one inch of insulation versus no insulation at all.

Based on the response and attendance of the seminar, North Valley Mechanical decided on hosting the seminar on annual basis and have asked Dyplast to support the event.

This is a good example of how Dyplast demonstrates a commitment to the industry that results in more awareness of Dyplast and of our product range.

Claude Hartdegen, as well as the rest of the sales team, is certified as an Insulation Energy Appraiser. The accreditation and years of ex-perience that Claude has under his belt, distin-guishes him and demonstrates his competency as a subject matter expert. Claude is also a mentor to his peers within the sales depart-ment. Together we are learning to excel at what we do; masters and students alike.

People

• We respect and encourage diversity

• We expand our people's skills through

challenging tasks, coaching and training

• We reward performance - - demonstration

of our values, achievement and behavior

.

current or former employees and 4) violence of a personal nature by someone who does not work here, but who is known to, or has a personal relationship with, an employee. Dyplast takes the health and safety of its employees serious-ly. To this end, building securi-ty measures have been rein-forced by: • Adding video surveillance

cameras in the warehouse and common areas.

• Implementing the use of security badges by visitors and general contractors.

• Securing the premises after

Workplace Violence Dyplast has a zero-tolerance policy towards workplace violence

against or by employees. Workplace violence are violent acts (including physical assaults and threats of assaults) directed toward persons at work or on duty. The violence act could be by 1) people who enter the work-place to commit a robbery or crime, 2) violence directed at employees by customers, 3) violence against co-workers, supervisors, or managers of

hours to prevent breaches. • Identifying our workforce

through the use of uniform. Uniforms helps to differenti-ate between an employee and people that do not be-long on the premises.

Likewise Dyplast also expects you to take a role in preserving our workplace free of violence by: • Maintaining cordial and re-

spectful relationships with your peers.

• Reporting in writing any incidents that makes you feel uncomfortable or has intimi-dated you in any way.

Rest assured that all claims of workplace violence will be inves-tigated and remedied immediate-ly.

Say No To Workplace Vio lenceSay No To Workplace Vio lenceSay No To Workplace Vio lenceSay No To Workplace Vio lence

PAGE 4

Cit izensh ip Ahoy!Ci t i zensh ip Ahoy!Ci t i zensh ip Ahoy!Ci t i zensh ip Ahoy!

Armando Saucedo Congratulations on becoming a U.S. citizen. Armando be-came a U.S. citizen a couple of months ago.

He is now able to take ad-vantage of the benefits of citi-zenship that we sometimes take for granted like the right to

of his goals. The process that he went through has involved a financial sacrifice and a huge commitment towards learning. Armando had to learn US histo-ry, civics and English to pass the citizenship exam. We are very proud of his achievement and wish him the very best in his future plans to reunite with his daughter.

supervisor to ensure it was alright. After receiving approval of using this quick fix alternative, Rembert utilized his idea for all jobs pre-venting us from wasting material.

Dyplast investment on the new line was to maximize our organiza-tional capabilities combining tech-nology sophistication with our intellectual capital. It promised to increase our volume output and cut material at a higher level of precision our customers expect. However, to get to where we are today in comparison to where we were at year end, Dyplast has come a long way turning a threat into a learning opportunity and transferring skill sets to prevent problems in the future.

Most learning in the workplace is incidental. You learn through a process of trial and error, improv-ing processes from lessons learned until you reach personal and or-ganizational mastery. Learning cannot be forced upon on an individual who is not receptive to learning or who does not have the desire to do anything more than what he’s already doing. This behavior leads to extinction.

However, if you go the extra mile, your ideas are rewarded, you grow as an individual and all of us benefit in return.

Rembert’s suggestion has been rewarded and recognized by the entire organization. He found an opportunity to advance, to learn and be a part of Dyplast’s evolving transformation. We ask all of you, to do the same and strive for excellence every step you take.

vote, the ability to reunite with his daughter Rosana, and the ability to travel freely in/out of the United States. Armando has been in the United States for the last 11 years. He immigrated into the U.S in 2001 as a politi-cal refugee. Today he works in the EPS Department as an oper-ator for the expander machine. We encourage you to congratu-late Armando for reaching one

Rainmaker (cont . )Ra inmaker (cont . )Ra inmaker (cont . )Ra inmaker (cont . )

RainmakersRainmakersRainmakersRainmakers computer, set the line to a speci-fied dimension, and ultimately press a button to get the line to cut bun stock. Sounds simple enough, right? WRONG!

When the new trim line program presented differences in cutting the bun stock, Rembert tried the machine in different ways until he discovered a way to reverse the cutting pattern that we typically used. This trick made it possible to cut the dimensions we needed without wasting material. He of course, ran his idea with his

Rembert Rodriguez has shown characteristics of a Rainmaker in the short period that he has been with us.

He came to Dyplast from a staffing agency in January after being rigor-ously screened and tested. His original assignment was in the se-cond shift as a helper for the ISO Department after undergoing a week long training on the new trim line. The training was pro-vided to a group of 15 employees. The focus of the training was on how to call a program from the

Rembert

Rodriguez

Keep up the

Good Work!

Dyplast Rainmakers are those employees whose com-mitment to Dyplast and own initiative helps the company meet or exceed its goals. You had a chance to meet some of our Rainmakers in our inaugural issue.