Arkansas HVACR NewsMagazine June 2018

Published by Arkansas HVACR Association

Table of Contents

Chapter Meeting Schedule

PG 3

A Message to Baby Boomers About Millennials

Feature Article

PG 6

Editorial & Opinion And the Committees Role On

PG 11

De-Licensing & De-Regulation Groups work to end many licenses Summary of Occupational De-Licensing Committees and Work Groups

PG 13

Code, Regulation, Legislation Transfer Grills Are Now Optional

PG 21 PG 22 PG 23

Memorandum from Health Department About Transfer Grills

Free Public Access to Arkansas Code Manuals

PG 24

It’s A Done Deal

Little Rock Requires Duct Blaster Tests on New Construction State, national, chapter news ENCAPSULATED ATTICS – Keeping Your Tail Out of a Crack

PG 25

Ferguson & Geothermal – Up to 29.5 SEER Payroll – A Small Business Headache

PG 29 PG 31 pg 33

Give a Podcast a Try (Parish Hurley with Ed’s Supply)

Lennox Expands Big Time

pg 35

Tech News What’s So Wrong With “Beer Can Cold”? Bryan Orr with HVAC School for Techs

PG 39

Rebate Programs & Incentives

PG 45

Education News

PG 47

Training Programs ASU Mountain Rolls Out Apprenticeship Fall 2018

PG 48

Premier Dealer Program

PG 53

Recipes, Eateries, Huntin’, Fishin’ & Fun Nana’s Carmel Brownies

PG 57

News Magazine June 2018 Chapter Meetings (Fall 2018 – Spring 2019)

Central Chapter 4th Tuesday 6:00 Dinner : 6:30 Program Location: Whole Hog 2516 Cantrell Road Little Rock, AR 72202

October 23 November 27 February 26 March 26 April 23

September 4 October 2

Fort Smith Chapter 1st Tuesday 5:30 Dinner : 6:00 Program Location: Golden Corral 1801 S. Waldron Road Fort Smith, AR. 72903

November 6 December 4 January 8 (changed due to calendar conflict February 5 March 5 April 2 May 7

Hot Springs Chapter 2nd Tuesday 6:00 Dinner : 6:30 Program Location: Smokin’ N Style BBQ 2278 Albert Pike Hot Springs, Arkansas 71913 North Central Chapter 4th Thursday 6:00 Dinner : 6:30 Program Location: Western Sizzlin' 905 US-62 Harrison, AR Chapter occasionally meets in Mtn. Home. Contact or a local chapter officer for more information

October 9 November 13 February 12 March 12 April 9

September 27 October 25 February 28 March 28 April 25

News Magazine June 2018 Chapter Meetings (Fall 2018 – Spring 2019)

North East Chapter 3 rd Tuesday 6:00 Dinner : 6:30 Program Location: Western Sizzlin' 2405 Highland Jonesboro, Arkansas

October 16 November 20 February 19 March 19 April 16

Northwest Chapter 2nd Thursday 6:00 Dinner : 6:30 Program Location: Golden Corral 2605 West Pleasant Crossing Drive Rogers, AR 72758

October11 November 8 February 14 March 14 April 11

South Central Chapter 1st Thursday 6:00 Dinner : 6:30 Program Location: Western Sizzlin'Location: Ouachita Partners for Economic Development Southwest Chapter 3rd Thursday 6:00 Dinner : 6:30 Program Location: Rotating Restaurants Watch for the email announcement or contact a Chapter Officer for Location or 625 Adams Avenue Camden, Ar ansas

October 4 November 1 February 7 March 7 April 4

October 18 November 15 February 21 March 21 April 18

News Magazine June 2018


First, Curiosity! “Over 70% of Millennials identify themselves as “extremely” or “very” curious.” This is great for the HVACR industry. We need employees that

A Message to

Baby Boomers About Millennials

think—that want to know what makes it work and how to fix it; however, the survey found that many Millennials are “hesitant in exercising their curiosity at work.” Why? 42% “fear

SurveyMonkey did an amazing survey of millennials and came up with some very interesting responses that a heating and air conditioning contractor can use to help him connect with that group

looking stupid” and 28% say they won’t “get real answers when they ask questions”. Think back, many of these young folks did not feel comfortable in traditional classroom education and were treated as though they weren’t too smart. That is one of the reasons they did not want to go to college. They’d had enough—and they like working with their hands. One thing every HVACR contractor can do is give them the opportunity and patience in hands-on training that will spur their curiosity rather than quench it. It takes time to teach a Millennial or anyone but it is much easier than going back to correct their mistakes because they were not properly trained. The training process is an investment in the future. Just remember that an investment takes time and therefore takes money—but it will pay back. If the survey is true, you have a curious employee that will learn fast if

of young folks that everyone seems to be talking about these days. Many, if not most, HVACR contractors are in the Baby Boomer generation. As such they are nearing or have passed retirement age and may not understand the differences between their generation and this immerging Millennial group. According to the non-profit Brookings Institution , b y 2020, Millennials will comprise more than one of three adult Americans. It is estimated that by 2025 they will make up as much as 75 percent of the workforce. So, if 75% of your workforce is going to be Millennial, it might be good to know what makes them tick. After all, the primary job of management is to facilitate the success of the employee and thereby create the desired growth of the company. Back to the SurveyMonkey findings. They found five key takeaways.

News Magazine June 2018


given the necessary encouragement and real world input. Second, Flexibility! Millennials like flexibility. “Some feel most productive in the early morning hours while other prefer to work during the evening.” This really requires the right company with the right work load to accommodate that Millennial proclivity. How ya’ gonna work with that? Here’s a couple of ideas that will require the right work flow and may not be possible in most companies. 1. It is inconvenient for homeowners to take off work for you to be at their home in the 8 – 5 normal schedule. Yet, if you have service contracts, you are asking a homeowner to accommodate your schedule rather than theirs at least twice a year. Let’s say you have a person that doesn’t do mornings very well, consider giving them a 10 to 7 p.m. schedule. Sounds crazy but it is a thought. If this survey is right, it might be an option. 2. Lots of Millennials are single parents. They really need to get their kids to school and pick them up in the afternoon. That creates a 9-3 schedule. This could be great for service contracts where the homeowner doesn’t mind the inconvenience of a day call. Think about it. Where else can a single parent get a schedule like this? If you can provide one, they will be loyal. Along with their child’s school schedule, they may need to be off frequently to stay home with a sick child. Service contracts can be rescheduled with little inconvenience even in the case of

commercial accounts. Since you need help and these single parents need a job, it might be a convergence of opportunity for both of you. Third, Opportunities for Professional Development No one wants to be stuck in a dead in job—or the perception of a dead in job. Regretfully, that is pretty much the way we run our businesses--come to work, work hard, finish up on Friday, and repeat it again next week. That sounds too much like factory work. It isn’t just about money and that is certainly part of it; but, usually money is linked to a progression in ability and value. Millennials value professional development. Professional development can be a webinar or workshop, attending a conference, completing a course. In a survey of Millennials women, “38% said that opportunities for career growth would be the MOST important thing they’d consider when mulling over a job offer.” The desire for Professional Development is much like the curiosity discussed in #1. People / Millennials don’t want to get stuck. They want to learn. Of course, it is motivated by curiosity but also by the opportunity to move up and earn more pay. The combination of curiosity and professional development will develop a better trained individual who can provide better service to your customer which turns into more profit for you. Everyone wins. All employees should be able to see a path to success, given the opportunity to work toward that path--learn toward that

News Magazine June 2018


path—and arrive at that path. Remember that you do not have to pay a person to attend a night class. It is part of their own investment in their future. If you require it, well, you may have to pay; but, if it is optional but valuable to their growth within the company, pay not be required. Fourth, Develop a Purpose-Driven Mission Statement Here’s one that we usually minimize or completely forget. Creating a mission statement is simply stating what your company is about. What is your company about? If it is only about getting out there and fixing air conditioning, it’s kind of mundane. Not much to get excited about. What makes you different from the many others in your area? Are you the fastest, the cheapest, the best, the ….? You and your employees need to know what you are about so they can embrace and be proud of what you do. Everyone in the HVACR industry needs to understand the difference between features and benefits. OK, maybe the customer wants their home to maintain 72 degrees on the hottest summer day. Why is that important to them? That is what your mission is about. Do they have a challenged child that gets agitated when the temperature is too warm? Maybe they have a person with emphysema and the air needs to be cool and crisp for them to breath more easily. A commercial freezer needing attention can be the difference between a profitable year and one that barely survives. It can be about employee security and healthy food for the grocery customer. Do you maintain a surgical

room or hospital—a classroom or theater? First an employee needs to understand and be proud of the work they do and then they need to know, endorse, and reinforce the brand of the company. Create a mission statement that’s authentic, true to your brand, and purpose-driven. Help them be proud of the company and what they do. Fifth, Give Your Company an In-Person Presence. Millennials like to see your company represented in the marketplace and the community. Be present at hiring fairs and community functions. This is broader than just being seen. This is participating—not just in the community but also in their lives. Know them, appreciate them, re-inforce them. Regardless of the amount of online activity that Millennials are involved in, Facebook, Twitter, You-Tube, etc, there is no substitute for a physical, in person, handshake, pat on the back, recognition of a job well done, a conversation about their family or hobby. It says you care— about them. It says that even the newest employee is part of your business family. Especially if you are a family business, each employee needs to feel that they are part of the “business family.” They need to know that they also have a future at your company. And remember, without them, you’d have no business. So, everyone says that Millennials bring a different set of skills, interests, and wants; but, do they really? Have we talked about anything that is that

News Magazine June 2018


uncommon or foreign? Maybe they are us with a computer and cellphone. They need expectations, limits, and opportunities. Baby Boomers were told to sit down and shut up while Millennials were told that they should explore and express themselves; but, isn’t that what we all want to do--be challenged, be prepared, be incentivized? Maybe Baby Boomers and Millennials can work together better than we have been told. ( Data of this article was taken from “Curiosity at Work”,

And the Committees “Role On” No, role is not misspelled. It has to do with the role that the three licensing and regulation reduction committees are taking in their plan to reduce “un-necessary licensing and regulation”. The roles are as follows. (1) Methodic, data driven : (2) Methodic, data driven but I

already know the answer and (3) we don’t need no !$x(*@-&^!! licensing or regulation. I won’t say who is taking each of the three roles but it is obvious after one sits through a couple of meetings. I was recently asked a legitimate question regarding the electric and plumbing licensing apprenticeship programs. As you may know, Arkansas requires a 4 year electrical and plumbing apprenticeship to work in those

trades. To open a business, offering one’s service as a plumbing or electrical company, one needs an additional year of experience as a journeyman electrician or plumber. At that point, one can pass a test, become a Master and open a business. Back to the question. “How long do you think the apprenticeship program should be?” Great question, fair question, valid question. My response, “I don’t know. I am not an electrician or a plumber. Maybe you should ask them. They probably know if the program has been loaded with unnecessary study and field experience. After all, it could be— AND-- it could be just right; but, that answer should not come from me—a person without any knowledge of the curriculum, lab activities, or work experience of those apprenticeship programs. I don’t know the proper balance between consumer need and necessary education and experience. Here is what I do know. I fear that we are opting for a dart board decision matrix mentality. While the committees use terms like data driven, my sense is that data will only “How long do you think the apprenticeship program should be?” Great question, fair question, valid question.

be considered applicable if it reinforces ones opinion. After all, we know that people are smartest when

….dart board decision matrix

they agree with us. It is the extreme that scares me. One member said in all sincerity, “I believe in freedom. I just believe that a consumer should be able to choose the contractor they want.” (That may not be verbatim but it is really close.) They meant that a consumer should have the right to choose between a person with a license or one without a license. (This usually means a person that knows what they are doing versus one that thinks they know what they are doing.) It is the buyer beware concept. In other words, if a contractor burns down a house or kills someone from carbon monoxide poisoning because they did not know what they were doing, our family and friends won’t buy from them next time. Show them, hugh? As these hearing progress, I want to believe that reason and a desire to protect the public health and safety will prevail. I must admit that I am paranoid about these hearings. You and I must stay informed and involved. Also, you must stay ready to contact your state senator and representative.

News Magazine June 2018

Summary of the Occupation De-Licensing Groups in Arkansas The history of the effort to eliminate or reduce occupational licensing in Arkansas began at least in the 2015 legislative session and was repeated in the 2017 legislative session with Representative Richard Womack leading the way with HB1551. The bill was formed from a template prepared by the Institute for Justice with changes / exclusions to accommodate some political interests in Arkansas. The bill failed in the House Public Health and Welfare Committee by one vote. HB1551 supporters presented the bill as a way to provide opportunities for the poor, previously incarcerated, migrants, military personnel and their spouses. Those opposed felt that it would reduce the regulation needed to protect the health and safety of the public. The opposition to HB1551 stated that there was no lack of opportunity for employment and that the bill would only create new companies owned and operated by persons without sufficient training and knowledge of their craft . The effort gained significant strength and credibility when, in December 2017, the National Conference of State Legislators sponsored the 2017 Multi-State Learning Consortium Meeting in Tucson on Dec. 4-6, 2017. It was funded by a 7.5 million dollar grant from the US Department of Labor. Eleven states, including Arkansas, were chosen to participate in the Occupational Licensing Policy Learning Consortium which has been funded by the US Department of Labor with an additional 7.5 million dollar grant . Project goals and time table can be found at Occupational Licensing ASSESSING STATE POLICY AND PRACTICE . One thing that most parties state when discussing the elimination of licensing is similar to Governor Hutchinson’s comments. “I want to do everything reasonable to help all Arkansans have the opportunity to pursue an occupation or start a business,”…”In some occupations, testing and a license are necessary for the safety of consumers.” Many use the phrase “unnecessary or overly burdensome licensing” as their focus for reform. The question is, “What is unnecessary—What is overly burdensome?” NCSL’s, Nation Conference of State Legislatures, 25 page report entitled, “The State of Occupational Licensing Research, State Policies and Trends,” stated on page 3, “When designed and implemented carefully, licensing can benefit consumers through higher quality services and improved health and safety standards…,” according to the 2015 “Occupational Licensing: Framework for Policymakers” report from the U.S. Council of Economic Advisers and departments of Labor and Treasury. However, they want on to say, “… current licensure rules impose burdens on workers, employers and consumers, and “too often are inconsistent, inefficient, and arbitrary.” So again, the question is, “What is unnecessary and what is burdensome.” I suggest that you read the February Issue of the Arkansas HVACR NewsMagazine article, “When Does Health and Safety Take Precedent?” It presents the need for licensing in the heating, ventilation, air conditioning, and refrigeration industry. It also states that the HVACR industry agrees that there may well be some licenses and regulations that need to be reevaluated. On the other hand, it is imperative that any reevaluation be objective and therefore a matrix needs to be established to grade the need or lack thereof. We find ourselves in a rush, a group think that fills the political

News Magazine June 2018

halls with calls for “economic freedom” and “opportunity”. Who can be against such appeals to our American spirit and core values? Certainly not anyone in the HVACR industry; however, when it is followed by efforts to allow, even encourage good folks to enter a trade for which they have no or little training, we have concerns. Not only are they encouraged to enter the trade for which they are unprepared, they are encouraged to open a business, “hang out their shingle” and present themselves to the public as professionals. After all, the public believes that a business must have some training to perform the promised task. The public believes that a business must be qualified and insured or the state would not permit their existence. Most do not ask for proof of proficiency or insurance. Arkansans just trust. Regretfully, it is all too often to their detriment. Even the Governor’s mansion is not exempt, April Issue, Arkansas HVACR NewsMagazine, pg 12. Those that believe in less regulation and fewer licensing are sincere in their efforts to help Arkansans and reduce government’s burden on its citizens; however, the well intentioned effort should have limits. For example, one representative stated, “I believe in economic freedom. I believe that the consumer should be able to hire whomever they want.” That makes superficial sense and is almost defensible; however, it is the same thing as “buyer beware” which we heard in the 2015 session. Buyer beware says that it is the buyers responsibility and right to choose whatever contractor they desire and gain the benefit or pay the price for their decision. That is a little like saying, “if ABC contractor improperly installs a furnace and kills my grandparents with carbon monoxide poisoning, I’ll know not to buy from them next time.” When it so clearly involves health and safety, do we really want to go down that road? Shouldn’t Arkansans be able to expect that in “some” businesses and trades, the government has the right and the responsibility to assure that the business has some modicum of knowledge and experience. Shouldn’t the consumer be able to assume that the business is staying current with their trade and is able to provide a product or service that serves the need of the homeowner or business in a manner that is effective and safe? It is inconceivable to expect consumers to know about or be able to make informed decisions about some purchases without the safety net of the government assuring that the pool of service providers from which they can choose have some level of competency. We do not doubt this when it comes to doctors, but some assume that trades like HVAC, electrical, and plumbing can be learned and practiced without risk to the consumer or need for the government to require a license and continuing education. It is frequently a lack of knowledge or respect for the complexity and inherent danger in the HVAC, electrical, or plumbing trades that supports these opinions. We would encourage anyone to ask a local HVAC municipal or state inspector what they think about the need for HVAC licensing. These inspectors are on the front line of protecting the consumer by enforcing code. They have firsthand experience of how important training and licensing is for the HVACR industry. As these hearings move forward, it is imperative that we compliment their sincerity yet reinforce the need for protecting the public health and safety as a matter of conscience and responsibility.

News Magazine June 2018

Three committees or working groups in Arkansas that grew out of the Consortium . 1. The Consortium / Core Committee The Core Committee consists of Ateca Williams, Governor’s Office Senator John Cooper Representative Bruce Cozart Daryl Bassett, Department of Workforce Services Senator Lance Eads Senator Trent Garner Robert Brech, Arkansas Department of Health

Representative Roger Lynch Representative Robin Voss Representative Richard Womack

2. The Advisory Committee Functions as a broader base advisory committee to the Core Committee. The Advisory Committee consists of

Department of Labor

Ron Baker Don Berry Alana Boles

Arkansas Veterans Coalition

State Board of Private Career Education

Arkansas Racing Commission Contractors Licensing Board NWA Community College

Smokey Campbell

Gregory Crow

Michael Dewberry E. Ray Hackworth Bob Higginbottom Aaron Howard Alan Hughes Gary Isom Becky Keogh Johnny Key Connie Melton Austin McCollum Mary Claire McLaurin


Arkansas Department of Health

Arkansas Manufactured Home Commission

Arkansas AFL-CIO

Arkansas Real Estate Commission

Arkansas Department of Environmental Quality Arkansas Department of Education Arkansas State Board of Cosmetology Arkansas House of Representatives Arkansas State Police-Regulatory Division Arkansas Department of Career Education American Institute of Architects(Arkansas)

Randy Prather Brent Stevenson

Arkansas State Board of Nursing Arkansas Veterinary Board

Sue Tedford Cara E. Tharp

News Magazine June 2018

3. The Red Tape Reduction Work Group Formed by the Governor. In a press release dated 2/16/2018…“ I want to do everything reasonable to help all Arkansans have the opportunity to pursue an occupation or start a business,” Governor Hutchinson said. “Where possible, I want to cut the red tape and costs of entering a new occupation. In some occupations, testing and a license are necessary for the safety of consumers. But the cost of a license or certificate for some trades may be an unnecessary financial barrier for someone who wants to pursue that occupation.”

Members, Red Tape Reduction Work Group: Bill Gossage

Deputy Chief of Staff for External Affairs Director of Arkanas Career Education Director of Arkansas Department of Labor

Dr. Charisse Childers Dir. Leon Jones Lula Dixon, LSW Bob Kucheravy Sen. John Cooper Sen. Jane English Sen. Trent Garner Sen. Missy Irvin Rep. Bruce Cozart Rep. Milton Nicks Rep. Jeff Williams Rep. Richard Womack Rep. LeAnne Burch Deputy AG Brian Bowen

Consumer Representative Consumer Representative

Senate & Co-chair

Senate Senate Senate

State Representative & Co-chair

State Representative State Representative State Representative State Representative

Deputy Attorney General for State Agencies & Attorney General’s Office

Dir. Daryl Bassett

Department of Workforce Services

We apologize if we have inadvertently left off any member of the committees or have misquoted anyone. Our intent is to be accurate but to err is human and we are definitely that.

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HVACR NewsMagazine June 2018 Code REgulation Legislation Transfer Grills Now Optional In Encapsulated Attics contractors should follow manufacturer’s instructions. Go to the next page to read the Memorandum being sent by the Health Department.

In January 2016 the Arkansas HVACR Licensing Board mandated transfer grills between the conditioned space and attic space in homes with encapsulated attics. The idea was to create air flow and reduce the humidity in the encapsulated space. There were reports of houses, especially in southern Arkansas, that had serious mold and mildew problems. During the May 2018 meeting, the decision was reversed. Now, transfer grills are not required. According to testimony 1. There is no prevailing code which requires transfer grills & 2. Some fire marshals have expressed concern that the grills could create a chimney effect causing a fire to burn more rapidly. Code is the merging of data and opinion designed to protect the health and safety of the public. Since there is no apparent data to substantiate the need for transfer grills—in a unanimous decision, the Board rescinded the 2016 order. Board Chair, Joe Kirby, asked what HVAC contractors were to do when installing systems in encapsulated attics. Bob Higginbottom, Director of Protective Health Codes and Health Department representative on the Board, said that at present there are no codes relevant to encapsulated attics and that HVAC Now, transfer grills are not required .

Arkansas Mechanical Code and Fuel Gas Code are available from the International Code Council at codes/arkansas.html

Non- ICC member price


$78.50 $11.00 $ 7.61 $97.11




Non- ICC member price


$77.00 $11.00 $ 7.48 $94.48



Total alogsearch/result/?form_k ey=tTPB0KiyHuH6FkOy&cat =267&scope=0&q=energy+ code Non- ICC member price


$59.00 $11.00 $ 5.95 $75.95

Pricing was obtained from ICC website. availability and pricing is the prerogative of ICC.




Amendments to the Energy Code can be found at 014-ar-energy-code-for-new-building-construction.pdf

HVACR NewsMagazine June 2018 Code REgulation Legislation

The Arkansas Department of Health, HVACR Licensing Board Memorandum On Transfer Grills in Encapsulated Attics

HVACR NewsMagazine June 2018 Code REgulation Legislation

Free Public Access to Arkansas Codes from International Code Council These are non-printable PDF files. Assess these codes through the following web site: You can purchase these code books at

Remember that the Arkansas Mechanical and Energy codes have limited amendments to information that you may find in these books. Also, local city code authorities may have more stringent regulations than those adopted by the state. It is always the best policy to consult your local authority/inspector for clarification on issues or topics of concern.

Code, Regulation, & Legislation

RESNET, BPI, or the Arkansas HVACR Association. The Arkansas HVACR Association will conduct up to three training classes on duct blaster rough-in testing. The only cost would be any manuals and refreshments that the class may require, $50 or less. The Home Builder’s Association and the Realtor’s Association have offered their facilities for the training. Cost of the duct blaster equipment is approximately $2,600 which includes the Energy Conservatory Series B duct blaster with DG1000 manometer or about $2,300 for the Retrotec US341 with DM32 manometer. Self-testing makes the process much simpler as the installing contractor can perform the test as part of the duct installation. Another advantage of self- testing is that the installer can test for air leakage and balance the air flow before the sheet rock ceiling is installed. This ease of access to dampers can make the process much easier. While post-construction testing is permissible, testing at rough-in makes finding and sealing leaks much easier. This is especially true for ductwork between floors. Leaks between floors found during a post-construction test can result in hundreds of dollars of expense; i.e., tearing out and replacing ceiling sheet rock. Implementation should begin in October 2018. The Association will offer classes for self-testing in September. Please email if you are interested. More in depth training for Rater Field Inspector is also available locally by Ron Hughes of HERS, Inc.

Little Rock Residential Construction Duct Testing!!

It’s a Done Deal Well, it’s a done deal. The city of Little Rock passed an ordinance requiring that all residential new construction ductwork be pressure tested using a “duct blaster test.” The standard for duct tightness at 25 pascals is I. Test at Rough In A. Air handler present 6 cfm per 100 ft 2 floor area B. Air handler not present 4 cfm per 100 ft 2 floor area II. Test at Post-construction (air handler installed) A. Leakage to outdoors 8 cfm per 100 ft 2 floor area B. Total leakage 12 cfm per 100 ft 2 floor area Why the concern now? According to Energy, 20 to 30 percent of the air that moves through a residential duct system is lost due to leaks, holes, and poorly connected ducts. The result is higher utility bills and difficulty keeping the house comfortable. Considering the fact that we would be more than a little upset with a plumber if his pipe leaked even to the HVAC standard, it makes sense that there is a heightened concern for sloppily installed duct. The test can be done by a third party or the installing contractor; however, the testing person must be certified by

HVACR NewsMagazine June 2018 State National Chapter News Encapsulated Attics Keeping Your Tail Out of a Crack We Hope This article contains detailed ADVICE on how to install a HVAC system in This is especially important for AC sizing. Excessive humidity is the enemy of all construction and it is the responsibility of the AC, along with ventilation, to remove humidity. In a tight home, the tried and worn default of 1 ton of AC for each 500 square feet of home will give you a wet house with the potential and even likelihood of mold and mildew problems. Ignorance is NO Excuse!

3. Install fresh air volume according to the Manual J load. (This is already Code.) Wrightsoft software is particularly good at determining necessary fresh air according to ASHRAE standards. Of course, Wrightsoft makes that determination based on your entries. You can use defaults but the only way to be certain is to do a blower door test. 4. Install the fresh air into the system return, making sure that it is accessible for filter changing. Yes, the fresh air must be filtered. The fresh air can be installed in two ways. 4a. You can use an ERV or HRV. This is an active method and the volume and run time can be varied depending on the need or preference. 4b. You can also run an appropriately sized pipe with a changeable filer from an outside air intake to the return air. Whether you choose 4a or 4b, the intake must be screened to prevent the entry of insects, easily accessible filter, and dampered to allow for flow adjustment. 5.Equipment located in the encapsulated attic must be a heat pump, air source or geothermal, or a 90+ or better gas furnace. The issue with the gas or propane furnace is combustion and ventilation air. By sealing the attic, there is insufficient air for proper operation. A 90+ furnace brings in and exhausts air by a concentric PVC

a home with an encapsulated attic. Since it is opinion based on a patch work of code and opinion, it should probably be called an editorial. I am not a code official or mechanical engineer and do not suggest

that the following 11 items will satisfy your local code official or relieve you of the responsibility or liability to properly design and install a system; however, I do believe that this incorporates most, if not all, the good ideas that I have heard. Once again, let me say that opinions are like noses, everyone has one and you can pick the one you prefer. So, here we go-- - Unofficial Protocols For Installing HVAC Systems In Encapsulated Attics +++ 1.Run a Manual J (This is already a code requirement.) Homes that have encapsulated attics always have other significant measures to make the house tight. The contractor cannot use ANY defaults in determining the equipment size, duct size, or necessary ventilation. 2. Size equipment according to the Manual J & RS. (This is already code.)

HVACR NewsMagazine June 2018 State National Chapter News

chimney effect in case of a fire and exacerbate the fire and risk to the family. 10. Vent all kitchen and bathrooms to the outside. They should not terminate in the attic. (This is already code / energy code.) Historically, the HVAC contractor did not furnish or install those fans; however, since the heating and air conditioning contractor has “V” in his trade name—HVAC, the HVAC contractor has at least implied responsibility to assure that those items meet code. If the builder or homeowner refuses to authorize and pay for proper ventilation, the HVAC contractor should demand that the builder and or homeowner has signed a disclaimer and release of liability. 11. Communication is key to making sure that the HVAC system in all homes, especially the super tight home, performs to the comfort, health, and safety of the consumer. Our industry has much more responsibility than we previously realized. Since this is “not your Daddy’s system” anymore, we must take the lead in making sure that we design and install our systems with the understanding that the home is a system. We must take the time to ask questions and to follow up to be sure that what we were told is, in fact, the way the house was build. The homeowner or their lawyer will not accept excuses for the mistakes. Ignorance; i.e., “I didn’t know they were encapsulating the attic”, “I didn’t know the crawl space was being encapsulated”, “I didn’t know they were using foam insulation”, “I didn’t know they were installing a chef’s kitchen with a 400+ vent fan”, I didn’t know they were going to have all those aquariums, plants, and candles” will not work as an excuse when we testify as the expert that designed and installed the system. We are at a fast changing time in the HVACR industry and home construction.

pipe and the issue of confined space is not applicable. 6. Ductwork must be installed to prevent sweating. (This is already code.) Since the duct is located in indirect conditioned space, code does not require sealing or insulating the duct; however, it is the responsibility of the HVAC contractor to ensure that the duct does not sweat. This supersedes the opportunity to save money by not sealing or insulating. It is much easier and less expensive to seal and insulate as a matter of practice rather than hoping that the duct will not reach dew point. It is therefore my opinion that industry practice should be sealing and insulating the duct regardless of the encapsulated attic. 7. A supply and return should be installed in the encapsulated attic with the supply being located a distance from the return so as to create air flow across the attic. This is not code and some say there is no data to confirm the need for this; however, it is insurance for the contractor just in case the moisture in the conditioned space wicks its way into the attic to the extent that the attic humidity is above 60%. 8.A smoke detector with a kill switch to the air handler / furnace should be installed in the return near the equipment. Should a fire begin in the attic, a system would distribute the smoke throughout the house and death by smoke inhalation is common and a serious issue. The cost to benefit ratio compels a HVAC contractor to take the action of erring on the side of safety and consumer protection. 9.Do NOT install transfer grills between the conditioned space and the encapsulated attic. Some fire marshals believe that transfer grills could create a

HVACR NewsMagazine June 2018 State National Chapter News

Innovation always leads code. After all, there is no need to write code for something that has not yet been invented or implemented. We are at one of those confusing times when building innovation outruns code. Regretfully, it takes time for code officials to gather data, thoroughly vet the issues, reach consensus, and issue regulations. I am fully convinced that these 11 items will keep you out of trouble; however, I am not

sure that all of the first 10 will find their way into code. Let’s remember, code is the “minimum the law allows.” Surely you are not interested in doing the “minimum the law allows” or in being mediocre. While we wait on code to catch up, reach for the highest practices that assures your homeowner comfort, health, and safety. It may also keep your tail out of a crack.

An important way to distinguish your company from all the other “me too” HVAC dealers is to have the best employees that can be trusted in the homes of your clients/customers. More important than cool air or warm air is the peace of mind in knowing that one’s belongings and family are safe. A tech that has passed a background check and has a company photo ID demonstrates professionalism and trustworthiness to the client/customer. Employee background checks are also important for the dealer. The dealer can manage their liability and their insurance costs by making sure that their employees have passed a background check, a drug screening test, and a driving record search. A member of the Arkansas HVACR Association can have that peace of mind by using the endorsed service, CourtHouse Concepts. Their prices are affordable and their reputation is great. Association members that are already using CourtHouse Concepts have given them a glowing recommendation. Be sure to identify yourself as a member of the Association to get a 10% discount. Here are some plan options: Expanded Criminal Plan $25.00 Independent Drug Testing $40 Motor Vehicle Report $19.95 • Social Security Trace – match SS# to applicant and lists addresses • Nationwide Criminal History—500 million criminal records • Nationwide Sex Offender Search Amphetamines & Barbiturates Benzodiazepines-Cocaine-Ecstasy- Marijuana-Methadone-Methamphetamine- Opiates-Phencycidine ~3 years driving record Speeding & violations DWI Accidents

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©Copyright Employers Mutual Casualty Company 2017. All rights reserved. Image ©2012 RI6359

HVACR NewsMagazine June 2018 State National Chapter News Ferguson & Geothermal Up to 29.5 SEER The Tranquility digital Series assures blissful comfort, maximum efficiency and low utility bills. Tranquility 30 Digital Series (TE)

Many homeowners are searching for better ways to control the temperatures in their homes, while being energy and cost efficient. Many have found that the geothermal heat pump can help. Geothermal energy helps preserve natural resources, relying less on fossil fuels and is a more cost-effective option compared to other heating and cooling systems. A geothermal heat pump is an electrically powered device that uses the earth’s natural heat storage ability and/or the groundwater to heat and cool homes or businesses. Just like the other types of heat pumps, it simply moves heat energy from one place to another. By using refrigeration, the geothermal heat pump removes heat energy stored in the earth and/or the earth’s groundwater and transfers it to the home. On February 9, 2018, it was announced that tax credits for the geothermal heat pump industry had been extended. The bill applies to residential geothermal systems placed in service from January 1, 2017 through 2019, the credit is 30% of the cost of the system. It then drops to 26% for 2020 and 22% for 2021. In addition, there is a tax credit up to $500 (10% of the amount paid) for making energy-efficient home improvements like new windows or upgraded heating/a-c equipment. A note of consideration for commercial GHP projects - the bill makes them eligible for the commercial tax credit if commenced by January 1, 2022 rather than placed in service. Ferguson stocks Climate Master Geothermal Heat Pumps.

The Tranquility® Digital Series advanced design includes two-stage operation, variable-speed fan, vFlow® variable water flow and iGate® communicating controls. This provides higher efficiency, quiet operation and automatically adapts to provide the optimum comfort blower motor helps even out hot or cold spots in your home and eliminates the air blasts you feel with traditional systems. • 29.6 EER/5.0 COP • 2-Stage Compressor • vFlow ® Internal Variable Water Flow Control • iGate ® Communicating Controls • Variable Speed ECM Indoor Fan • Vertical, Horizontal (field convertible discharge), and Downflow Configurations Tranquility 30 Digital Split Series (TES/TEP) The Tranquility® Digital Split Series with vFlow® variable water flow technology provides homeowners the and reliability no matter what the weather is outside. The variable-speed

HVACR NewsMagazine June 2018 State National Chapter News

highest energy efficiency of any heating and cooling system available. Efficiency equals savings, which means they will see substantially lower utility costs compared to even the most efficient traditional systems. The Tranquility® Digital Split Series also delivers superior air filtration for improved indoor air quality when equipped with the optional MERV 11rated air filter. The optional EarthPure® Air Cleaner not only removes dust and pollen with high efficiency, it also removes odors that traditional filters are unable to remove.

• 26.1 EER/4.5 COP • 2-Stage Compressor • vFlow ® Internal Variable Water Flow • iGate ® Communicating Controls Ferguson HVAC is a national distributor of residential and commercial heating and cooling equipment, parts and supplies and we have been delivering world-class service to our customers for over 60 years. For more information, visit

Climate Master Ratings

HVACR NewsMagazine June 2018 State National Chapter News Payroll A Small

W-2s. The service also provides you off location back up to your data. You have a copy and they have a copy just like purchasing a cloud back up service. Yes, you could hire a payroll person but that entails commitment to the person and your company needs them answering calls and scheduling appointments. They may have time in the winter, but what about the summer when every call is an emergency and the opportunity to establish your reputation hangs on their pleasant telephone presence. Especially when you are small to medium size, every employee’s time needs to be spent on customer service, creating more sales, and delivering the brand that you are working to establish. This is when a payroll service can serve you best. Gather the time for each employee, report to the payroll service via phone or online and you are finished. They’ll draft your payroll account, prepare the checks or make the direct deposit for the employee, and take care of the IRS. You’re free to grow your business. The HVACR Association has endorsed PAYCHEX ® for your consideration as a payroll service. The cost is affordable and members of the get a proposal and you may find that it is the easiest thing you can do to organize your human resource responsibility. So if you find that you sometimes wear a tool belt, that your office help just can’t get around to everything, that you have put off reporting, consider PAYCHEX ® as your payroll solution. Alyssa Loyd 501-626-1866 HVACR Association get a 25% discount. It costs you nothing to

Business Headache A small to medium size HVACR business is a challenge to manage. A HVACR employer frequently wears a tool belt much of the time. Tired, hot, and stressed, the payroll and human resource responsibility can be too much. Employees will make sure you get the check written but taking care of the taxes and reporting to the IRS can get lost in a day that is too short with too much to do. Reporting and paying the IRS has to get done but can be last on the day’s priority list when the phone is ringing. This can turn into weeks and even months for a small to medium size contractor. At that point, the interest and penalties on unpaid taxes and reporting can accumulate to the point of pushing the hard working HVACR businessman or woman out of business. The responsibilities of There is a solution. Hiring a payroll company can relieve a HVACR business of the hassle of making the payments and reporting. You still must have the money but you don’t have to take the time to calculate the gross, deductions, writing the check, or reporting and paying the IRS. The payroll firm does all that and provides the W-2s. Employees can get a check or direct deposit and it is never late. They can even go on line to access their payroll data, as well as check stubs and payroll have to take priority over running a service call.

The responsibilities of payroll have to take priority over running a service call.

Check out a Short Video About our Services!

Paychex would love to earn your business, and to show you we are offering a 25% discount for all members of the Arkansas HVACR Association.

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Payroll Contact: Alyssa Loyd


401(k) Contact: Mike Swafford 501.566.4729

HVACR NewsMagazine June 2018 State National Chapter News Give a Podcast a Try Parish Hurley, Ed’s Supply listening to a HVAC podcast could give you some fresh talk points for your visit. I have listed a few podcasts that cover the HVAC industry below. By no means

There has always been truth in the old adage “you are what you read.” Now let’s bring that timeless concept into the 21 st Century and update it to “you are what you listen to.” With just your Smart Phone and a podcast app, you can gain access to unlimited continuing education in our field. In today’s world, there is literally a podcast for everything. In 2017, Apple ITunes podcasts subscriptions topped the one billion mark. These listeners had access to over 500,000 individual podcasts, playing in more than 100 languages. HVAC podcasts cover business development, operations, repairs, selling, and everything in between. So why should you become the ear pod wearing, podcast listening millennials that you love to hate? First of all, 22% of all podcasts are listening to in a vehicle. I cannot think of an easier way to gain industry knowledge than simply listening to a podcast as you make your way down the road between sales or service calls. On top of knowledge and new ideas, you may also find yourself picking up confidence and motivation while you listen to these podcasts. Walking into a potential customer’s office fresh off of

is this list all encompassing. While you listen to one presenter, he may mention other podcasts that cover our field. If you start off listening to one or two podcasts, you will probably hear of five or six others that you may wish to add to your listening library. • HVAC 360: This

podcast covers the HVAC industry through the entire lifecycle of a building, from engineering and design to operations and maintenance. This is narrated by Matt Nelson. • HVAC School: The tag line for this podcast is “HVAC School for techs, by techs.” Their lasted podcast was titled “Prevent Compressor Murder.” Can it get any more exciting than that?! • HVAC After Dark: This one covers tools, probes, brand choices and set-up processes. • Plumbing and HVAC SEO Podcast: This highly rated podcast covers the management and internet marketing aspects of our industry. If you need to beef up your internet presence or learn more efficient ways to utilize the

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