From the President

Welcome to the spring 2010 edition of MARCA’sRoof Topics. The past winter’s massive snowstormsstill are fresh in our memories. In January andFebruary, we thought it would never end. Whetheryou considered the snowstorms good for business—as I did—or an economic disaster, we all can agreewe are ready for the warmth of spring and summer.

Your MARCA officers and directors are perform-ing their duties like the true professionals they are.Although officers such as Treasurer Peter Salmonand Secretary Jamie Fick have years of experience

on the board, Vice President Dean Jagusch is just starting his MARCA career.Dean has impressed everyone with his intellect and outgoing personality. Hehas become actively involved in the business of managing MARCA from hisfirst day on the board. He brings talent and exuberance to the job. Dean willmake a great president in 2012.

Your contractor directors—Eric Wiegand, David Taylor II, Matthew Willisand Ernie Giancola—have demonstrated their strong management skills.These volunteers and others like them represent our organization’s future.

Our associate directors, Bonnie Carroll and Mike Maguire, have been heavilyinvolved with committee work. Bonnie was instrumental in the success of theBull & Oyster Roast. She also energetically has been recruiting sponsors forour various events. Mike brings years of management experience to the board,particularly regarding financial matters.

We have a busy schedule of events coming up during the rest of the year, start-ing with an NRCA/Occupational Safety and Health Administration educationalseminar May 7 that will focus on safety. This free one-day event is funded byOSHA and presented by NRCA. Our Scholarship and Employee RecognitionDinner also is in May. And don’t forget the Annual Golf Tournament, CrabFeast, Joint MARCA/RCI Educational Seminar, Annual Trip and regular dinner meetings.

This organization exists to serve the interests of its members by providinginformation and education. We all are part of an important industry. By yourmembership in MARCA, you are demonstrating you believe in professional-ism and ethics. Your participation ensures our industry’s future.

Doug FieldsMARCA President

R o o f To p i c sR o o f To p i c sThe newsletter for the Mid Atlantic Roofing Contractors Association • Spring 2010

Under this roof…

MARCA Officers and Directors 3

MARCA Committee Members 3

MARCA Administration 3

Get Wired! 4

Frankly Speaking 4

Industry News 5

Raising the Roof! 8

Industry Events Calendar 10

Photos 10

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MARCA President Doug Fields ofCRS Roofing Services

Officers

PresidentDoug Fields CRS Roofing Services(301) 454-0830 dfields@crsroof.comVice presidentDean Jagusch Roofers Inc.(410) 319-0300 djagusch@roofers-inc.comSecretaryJamie FickMetal Fab Manufacturing LLC(410) 799-1414 jamie@met-fab.comTreasurerPeter SalmonACP LLC(410) 737-2100 pjs@acpllc.comImmediate past presidentHoward WillisKrupnik Brothers Inc.(410) 761-1297 info@krupnikbrothers.com

Directors

Associate members:Bonnie CarrollInnovative Building Solutions(410) 643-6161 bonnie@buildingsolution.comMike MaguireMorris Ginsberg & Co. LLC(410) 732-3200 mmaguire@nbhandy.comContractor members:Ernie Giancola Kalkreuth Roofing & Sheet Metal Inc.(301) 698-0717 egiancola@krsm.netDave Taylor IIF.A. Taylor & Son Inc.(410) 477-5330 david2@fataylorson.comEric WiegandTecta America Magco Inc.(410) 799-1972 ewiegand@tectaamerica.comMatthew WillisKrupnik Brothers Inc.(410) 761-1297 matt@krupnikbrothers.com

MARCA Officers and Directors

MARCA Committee Members

MARCA Administration

Finance CommitteeMike Maguire, Jeff Orndorff, Peter SalmonEducation CommitteeErnie Giancola, Dean Jagusch, Peter SalmonEmployee Recognition Committee Dave TaylorLegal CommitteeFrank KollmanMembership CommitteeBonnie Carroll, Jamie Fick, Jeff Orndorff, Dave TaylorPublic Relations CommitteeDean Jagusch, Bryan White

Scholarship CommitteeMike MaguireSpeaker CommitteeBonnie Carroll, Steve Carroll, Dean JaguschAnnual Lecture CommitteeDoug Fields, Dave Taylor II, Doris TaylorBull & Oyster Roast CommitteeBonnie Carroll, Rachel Howell, Brendan LynchGolf CommitteeMike Maguire, Jeff Orndorff, Peter SalmonCrab Feast CommitteeBonnie Carroll, Rachel Howell, Dave Taylor II

Headquarters

Mid Atlantic Roofing Contractors Association (MARCA)c/o National Roofing Contractors Association (NRCA)10255 W. Higgins Road, Suite 600Rosemont, IL 60018

Contact

Bryan WhiteNRCA Manager of Affiliate Partnerships(847) 493-7554Fax: (847) 493-7960 bwhite@nrca.netWeb site: www.marcaroof.com

Legal counsel

Frank KollmanKollman & Saucier P.A.The Business Law Building1823 York RoadTimonium, MD 21093(410) 727-4300 fkollman@kollmanlaw.com

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Get Wired!If you currently are not receiving MARCA event notices andinformation via e-mail, please provide your e-mail address sowe can inform you about MARCA happenings in the future.Send an e-mail to Bryan White at bwhite@nrca.net with yourname, company name and the e-mail address you would likeon MARCA’s communications list.

NRCA members and their staff members are eligible to registeron NRCA’s Web site to gain exclusive access to the MembersOnly section and receive NRCA’s electronic communications,including NRCA E-News. Members will have access to the lat-est industry news, extensive technical information, educationalprograms and more. In addition, members can renew theirmemberships online, download NRCA’s logo and view SpecialReports. To register, visit www.nrca.net/register.aspx.

Frankly SpeakingHuman natureby Frank L. Kollman

I currently am reading a book called Predictably Irrational. Itessentially is a study of human nature and how people think.There are two studies in the book worth mentioning.

First, the author discusses a federal regulation issued years ago

to curb the rise of executive salaries at large companies. Soundfamiliar? The regulation required large publicly traded compa-nies to disclose details of their executives’ compensation—theidea being to embarrass those executives and drive down com-pensation. Instead, when executives saw what their counter-parts at other companies were making, they wanted more.Compensation didn’t decline—it increased.

The author also describes how a household goods companywas having trouble selling a new appliance—a bread machinewith a price tag of $225. Bread machines were new at the timeand few people had any idea why they would want one. A con-sultant recommended the company also offer a larger breadmachine for more than $400. It did, and as a result, the $225machines started flying off the shelf.

The first study demonstrates the principle that employees, eventhose satisfied with their current salaries, want more when theylearn there are other people making more. That is a major rea-son why employers like confidentiality policies, which are ille-gal for nonsupervisory employees under the National LaborRelations Act. People may not know what they are worth, butthey know they are worth as much as the guy working next tothem or working as a competitor.

The second study, which shows the value of comparison in the human psyche, stands for the proposition that consumersrespond to “decoys.” Did you ever wonder why an expensivemodel frequently is placed next to two models that are close in price? The store is playing on your irrationality. The exis-tence of the expensive model makes you feel better about thepurchase. You may not need a bread machine, but you surelike the idea of getting a “good one” that costs less than thetop-of-the-line version.

Unfortunately, irrationality also rears its ugly head in thecourtroom. The American Bar Association has published theresults of a study investigating whether race or gender affectjudicial rulings. Based on the comment made by the newestSupreme Court Justice Sonia Sotomayor about “wise Latinas,”the study’s authors decided to find out whether a judge’s raceor gender influence the outcome.

The study’s results were sobering. Employees did significantlybetter (46 percent) when the judge was African-American thanwhen the judge was Hispanic (19 percent), white (21 percent)or Asian-American (33 percent). The study also concludedemployees doubled their chances of prevailing on appeal if oneor more of the judges on the appellate court panel were women.

Although I realize statistics do not necessarily prove causation,these statistics reaffirm my belief that people make judgmentsbased on their biases and prejudices, whether they realize it ornot. Two people can be presented with the same facts and reach

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different conclusions based on various factors, including expe-rience. For example, when I was an employee at a law firm, Isaw things much differently than I do now as a business owner.

As I am sure I have stated in this column before, I have a man-agement philosophy that colors my perception of things. I tendto want to reward initiative and hard work, and I have a diffi-cult time viewing employees as victims. Some lawyers, however,view all employees as victims or potential victims, and it is diffi-cult for them to see why employees should be disciplined underany circumstances. When those lawyers become judges, theyrarely begin with true impartiality, believing that employers areguilty until proven otherwise. Yes, these lawyers become judges.

Unfortunately, the opposite also happens. During the early yearsof discrimination laws, there were federal judges who rarely—if ever—ruled against an employer accused of discrimination.These judges always went along with the employer’s explanation,no matter how biased it might appear to an impartial observer.

Getting back to what is predictably irrational, perception issuch an important part of the law that employers, businessesand potential litigants must be aware of how their actions willbe evaluated by judges or juries with an anti-business bias.That’s one of the reasons I tell managers they need to be ableto convince 12 strangers they were correct in firing an employ-ee before they take disciplinary action. In fact, before a trial, Ispend hours cornering friends and acquaintances to tell myclient’s story in a way that the most anti-employer personwould find the client’s actions acceptable.

As you know, during jury selection, judges and lawyers try toeliminate jurors who might be affected by a bias or prejudice.Potential jurors are asked questions to find out, for example, if they ever have been victims of discrimination, which wouldmake them more likely to identify with a former employeecharging discrimination.

But almost nothing is done to eliminate judges or governmentofficials who might have such tendencies. A lawyer who madea living suing insurance companies before being appointed ajudge likely will reach a different conclusion in an insurancecase than a lawyer whose clients included insurance companies.Yet nothing is done to keep such judges—in either case—fromdeciding insurance cases.

Because perception, bias and prejudice are such a part of dailylife, employers must understand that judges with the experi-ence to appreciate the wisdom of a seemingly harsh employ-ment action will not always be assigned to their cases. Forexample, in a small company, tough decisions about personnelconstantly are made because the business’ survival depends onit. Indeed, in a small company, one radically different employ-ee can affect morale and productivity. Sometimes, an employee

must be terminated because he or she not only fails to fit inbut also causes friction by his or her different personality.

It is difficult for a judge who never has run a business tounderstand this problem. It is difficult for a judge, especiallyone who thought he or she was a victim of discrimination during his or her lifetime, to identify with an employer whohas just fired someone of the same race as the judge.

The only advice I can give is to stay out of courtrooms asmuch as you can. Make solid employment decisions, commu-nicate them properly and make sure you can explain your rea-soning to people who may have experiences that are radicallydifferent from yours.

Industry Newso Maryland senators work to prohibit employers’ credit checksSens. Mike Lenett (D-Md.) and Catherine Pugh (D-Md.) aresponsoring legislation they hope will prevent many employersfrom performing credit checks on job applicants, according toThe Baltimore Sun.

Lenett says several unemployed residents have told him they were not hired for jobs because they had poor credithistories, which he considers an “all-time Catch-22” in thecurrent economy because the people who most likely are

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having a hard time paying bills are those who have lost jobs and are looking for new ones.

The legislation proposed by the senators would exclude cer-tain types of positions where they say a credit check couldbe relevant for employers who are hiring.

o Maryland aims to expand solar powerBusinesses, legislators and Gov. Martin O’Malley’s (D-Md.)administration staff gathered Feb. 16 to show support forpending legislation in the Maryland General Assembly thatwould increase the state’s use of solar power, according towww.environmentmaryland.org.

“Growth in the solar industry is one of the biggest success stories we have in the current economy,” says EnvironmentMaryland State Director Brad Heavner. “As federal stimulusmoney dries up, we need to make sure market mechanismsare in place to keep these companies thriving so they can con-tinue hiring people and reducing pollution year after year.”

Three policies have been introduced to expand solar powerin Maryland:

• O’Malley has proposed accelerating Maryland’s solarenergy standard that requires a certain percentage of electricity to come from solar power.

• Sen. Mac Middleton (D-Charles) and Del. Sue Hecht

(D-Md., 3A district) have introduced legislation to createClean Energy Loan Programs, which would allow peopleto pay back loans at a low interest rate over long periodsof time. This reportedly would help make solar powermore affordable for small businesses and the averagehomeowner.

• Hecht, Sen. Paul Pinsky (D-Md., 22nd district) and Del.Brian McHale (D-Md., 46th district) have proposed leg-islation that requires utilities to pay customers for excesspower they generate from solar panels and other on-sitefacilities. Currently, ratepayers carry a credit from monthto month, but any excess power at the end of the yearbecomes free power for utilities.

Additionally, the O’Malley administration has announced itwill spend $8 million in federal stimulus funding for solarpower on public buildings.

“We not only need to remove any obstacle to expandingsolar energy—we need to provide incentives to encourageits use,” Pinsky says. “Solar energy can help reduce residen-tial energy costs and fight climate change while creatingnew green jobs.”

Environment Maryland reports that 25 percent ofMaryland homes are ready for solar panels and could cap-ture energy that currently is unused. Maryland gets about196,000 gigawatt-hours of solar energy on a sunny, summerday; that is more than what Maryland’s mostly coal-firedpower plants produce in a year.

o Small construction firms face competition with large firmsAmid the struggling economy, small construction firms in theWashington, D.C., area have noticed large construction firmsare more willing to bid on smaller projects, creating morecompetition, according to the Washington Business Journal.

“Larger contractors are chasing jobs that generally a compa-ny my size would be doing,” says Jeffrey Abramson, presi-dent of Abramson Construction Corp., Bethesda, Md.,which focuses on smaller retail projects.

Now, Abramson and other small contractors are lookingelsewhere for work, such as federal projects resulting fromfederal stimulus legislation.

“I just bid on my first federal job about four days ago,”Abramson says. “The contract is for a $1.5 million, 5,000-square-foot build-out at the National Cancer Institute. Iwas told that 27 general contractors bid on that job.”

Private sector construction projects are scarce, and the con-struction industry continues to shed jobs. Constructionemployment has decreased in 325 out of 337 metropolitan

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areas during the past year. Construction spending fell bymore than $137 billion in November 2009 to a six-year lowof $900 billion. Despite the federal government’s presence inWashington, D.C., 6,400 jobs were lost in the Washingtonarea between November 2008 and November 2009.

“Private nonresidential construction is in free fall, withevery category except private power construction downsharply compared with a year ago,” says Ken Simonson,chief economist for the Associated General Contractors of America. “Those cuts are causing layoffs in virtuallyevery part of the country for tens of thousands of skilledconstruction workers.”

Although some contractors are optimistic about a turn-around for the construction industry, Anirban Basu, chiefexecutive officer of Sage Policy Group Inc., Baltimore, saysthe construction industry continues to struggle.

“The economic activity stemming from developer-drivenprojects continues to be extremely weak,” Basu says. “Withoffice and retail vacancy rates rising across much of the U.S.and with credit available to developers still tight, recovery indeveloper-driven activities is not anticipated anytime soon.”

o Maryland is expected to face skilled worker shortageMaryland is expected to face a shortage of workers to filljobs requiring more than a high school diploma but lessthan a college degree, according to The Baltimore Sun. Thebiggest portion of job openings in Maryland during thenext several years reportedly will be in this category.

The Washington, D.C.-based National Skills Coalition, a worker training advocacy group, reports the so-called“middle skill” jobs—such as electricians, mechanics andconstruction industry workers—will account for 42 percentof all openings by 2016. The coalition projects more than434,000 job openings in the middle skill category.

Almost half of the jobs in Maryland are middle skill jobs,but about one-third of Maryland workers likely have theminimum credentials to fill them. This issue is present inother states, as well.

“Even as the job numbers get worse, the situation continues—there still are employers looking for people to fill jobs,” saysJessie Hogg Leslie, a senior regional field director for theNational Skills Coalition. “Even in states that have high-skilled jobs, about half the jobs still are middle skill.”

Gov. Martin O’Malley (D-Md.) is expected to announceplans to help workers navigate a network of available train-ing programs and funding.

“More jobs are requiring certificates, credentials or degrees,”

says Eric Seleznow, executive director of the Governor’sWorkforce Investment Board. “We want people to go get credentials, get a skill. When the economy starts to rebound,there will be more of these jobs that require skills.”

The National Skills Coalition suggests Maryland give resi-dents access to at least two years of education or trainingbeyond high school—such as community college, privatecareer schools or apprenticeship programs—that will lead toa vocational credential or industry certification.

The shortage issue is not a new problem for the construc-tion industry, which has struggled with worker shortages foryears. An increase in trained workers would be valuable forthe industry.

“When the economy bounces back, the construction indus-try will need not just workers but workers with particularskills and certifications,” says Martin Knott, president ofKnott Mechanical, Timonium, Md.

Many of the jobs created by federal stimulus funds will bein middle skill jobs such as construction, manufacturingand transportation.

The National Skills Coalition report states: “Matching theskills of the state’s work force with this demand will help theeconomy recover more quickly, take advantage of the resultingjob creation and prepare Maryland for better times ahead.”

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o Maryland unemployment rate reaches 7.7 percentMaryland’s unemployment rate rose from 7.5 percent inJanuary to 7.7 percent in February as employers cut 13,800jobs, according to The Baltimore Sun.

Only four states—California, Michigan, Pennsylvania andVirginia—experienced bigger drops.

About 230,000 Maryland residents were looking for jobslast month without success.

Maryland’s jobless rate still remains below the 9.7 percentnational jobless rate.

Raising the Roof!Exhibit space available for China Roofing &Waterproofing 2010

NRCA currently is selling booth space in the NRCA pavilionfor the eighth annual international exhibition, China Roofing& Waterproofing 2010, which will be held Oct. 20-22 at theChina National Convention Center in Beijing. Co-sponsoredby NRCA and the China National Building WaterproofAssociation (CWA), the expo will feature roofing and water-proofing materials, insulation, adhesives and accessories. Morethan 300 exhibitors and 10,000 attendees are expected frommore than 20 countries.

NRCA’s partnership with CWA and the exhibition is part of alarger endeavor to give NRCA a more prominent voice inter-nationally and facilitate trade within the roofing industry.Roofing equipment and materials manufacturers and distribu-tors are encouraged to present their products at the exhibition.

For more information about the exhibition or to reserve abooth, contact Alison LaValley, NRCA’s vice president of oper-ations, at (847) 493-7573 or alavalley@nrca.net. You also canvisit the exhibition’s Web site at roofexpoen.cnwb.net or con-tact Daniel Wan at CWA at danielwan@cnwb.net.

NRCA offers LEED® guide

NRCA has made available A Roofing Professional’s Guide toLEED® to help roofing professionals who want to learn moreabout the roofing-specific issues related to LEED, which is themost recognized sustainable building rating system. The manu-al includes background information and an explanation ofLEED’s Professional Credentialing program, among other topics.

The member price for A Roofing Professional’s Guide to LEED® is $25, and the retail price is $50. For more information or topurchase, visit shop.nrca.net.

NRCA posts PV position paper

NRCA has made available online a position paper regardingproper installation of photovoltaic (PV) roof systems.

NRCA and the United Union of Roofers, Waterproofers andAllied Workers worked together to produce the position paper,“Installing Rooftop Photovoltaic Systems,” which offers recom-mendations to ensure PV roof systems are installed properly, tak-ing into account various crucial factors of which building own-ers, designers, installers and utility companies should be aware.

To view the position paper, visit www.nrca.net/rp/about/specrpt/0210_pv.aspx.

NRCA announces Web-based service formembers

NRCA has launched NRCA On-Demand, a Web-based servicethat allows NRCA members to view more than 200 NRCA publi-cations electronically, purchase hard copies of NRCA products,and register for NRCA University’s online programs and liveeducational seminars. Additionally, through a convenient portal,members can give their key employees access to NRCA’s resources.

When members purchase NRCA On-Demand, they can selectan account that includes 100 or 200 NRCA points, which canbe used to purchase hard copies of NRCA products and paytuition for NRCA University’s educational programs; the 100-point service is $500 per year, and the 200-point service is$800 per year. Additional points can be purchased any timethrough a current NRCA On-Demand account.

NRCA On-Demand includes archived electronic NRCA publi-cations and videos valued up to $4,500; these materials can beviewed when members log into their NRCA On-Demandaccounts. The products cannot be downloaded but always areavailable to members with current NRCA On-Demand accounts.

Depending on an NRCA member’s membership level, NRCAOn-Demand allows a certain amount of users per account withone main contact (administrator). The administrator deter-mines who within the company can participate (On-Demanduser), as well as who has the authority to use NRCA points(point user).

For more information, visit www.nrca.net/rp/pubstore/products.aspx?c=40.

Future Executives Institute is accepting applications

NRCA University is accepting applications for its next three-year Future Executives Institute (FEI) program.

FEI offers participants a broader look at management theoryand practice; an opportunity to develop leadership and com-munication skills; and unique perspectives to develop a betterunderstanding of the participant’s company as it exists in thebusiness world. The program is based on nine areas essential tosmall-business operations: management, leadership and strategy,human resources, financial management, sales and marketing,

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roofing industry issues, health and safety, family relationships/succession and personal-development skills.

Courses are held at Northwestern University’s Kellogg Schoolof Management, Evanston, Ill., and taught by NorthwesternUniversity professors, industry leaders and field experts. Classsize is limited to 30 roofing professionals to allow for in-depthdiscussions and relationship building during the program.

For more information, visit www.nrca.net/rp/education/nrca/fei/default.aspx or contact NRCA University at (800) 323-9545.To download an application, visit www.nrca.net/rp/education/nrca/fei/2010_application.pdf.

NRCA will host international roofing symposium

NRCA will host the 2011 International Symposium: EmergingTechnologies and Roof System Performance Sept. 7-9, 2011,in Washington, D.C. The symposium provides a forum forformally presenting roofing industry research and the latestinformation about the science of emerging technologies, includ-ing reflective roof surfaces, vegetative roof systems and rooftopphotovoltaic systems.

The symposium will be hosted in cooperation with Oak RidgeNational Laboratory, Oak Ridge, Tenn., and will bring togetherindustry leaders, researchers and other industry stakeholders.Preferred presentation topics include high-performance roofsystems, sustainable roof systems, roof systems that incorporaterenewable energy, energy efficiency and roof system life-cycleanalysis. Abstract submissions are due in June, and acceptance willbe announced in July. The paper submission deadline will be inDecember, and the paper review process will take place throughspring 2011. The proceedings will be published in August 2011.

A Web site will be created for information about abstract sub-mission, registration, housing and all other relevant informa-tion; it will be accessible this month.

For more information, contact Jim Kirby, NRCA’s associateexecutive director of technical communications, at (800) 323-9545, ext. 7570 or jkirby@nrca.net.

NRCA elects 2010-11 officers

NRCA announced its 2010-11 slate of officers during its 123rdAnnual Convention Feb. 20-24. The following were named toNRCA’s Executive Committee and will begin their terms June 1.

President, one year:

• T. Allen Lancaster, president of Metalcrafts Inc., Savannah,Ga.

Senior vice president, one year:

• Kent Tolley, vice president of Quality Tile Roofing Inc.,Boise, Idaho

Vice presidents, two years:

• Alex Hernandez, vice president of Clark Roofing Co.,Broadview, Ill.

• Lindy Ryan, president of General Works LLC, Sanford,Fla., a Tecta America company

• David Tilsen, president of Tilsen Roofing Co. Inc.,Madison, Wis.

NRCA’s new directors, who will serve three-year terms, follow:

• Nelson Braddy, president and chief executive officer ofKing of Texas Roofing Co., Grand Prairie

• Carl Clark, president of Clark’s Quality Roofing, Salt LakeCity

• Jim Eckstein, president of C.A. Eckstein Inc., Cincinnati

• Will Fort III, president of Fort Roofing & Sheet MetalWorks Inc., Sumter, S.C.

• Jean-Paul Grivas, vice president of Ray Nolan Roofing Co.Inc., Louisville, Ky.

• David Hesse, vice president of Kalkreuth Roofing and SheetMetal Inc., Frederick, Md.

• Mark Jackson, president of Greenberg Roofing Co., Fargo,N.D., a Tecta America company

• David Karel, president of Garlock-French Roofing Inc.,Minneapolis

• Scott Kawulok, project engineer for B&M Roofing ofColorado Inc., Frederick

• Robert Kulp, owner of Kulp’s of Stratford LLC, Stratford, Wis.

• Nicholas Sabino, president of Deer Park Roofing Inc.,Cincinnati

• Kent Schwickert, president of Schwickert Co., Mankato,Minn., a Tecta America company

• Jayne Williams, chief financial officer and safety director ofK Post Co., Dallas

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May

7 Free safety class—Profitability Through EffectiveSafety ProgramsSheraton National Hotel, Washington D.C.

13 Employee Recognition and Scholarship DinnerSavage Mill Manor House, Savage, Md.

June

22 MARCA Annual Golf TournamentRenditions Golf Course, Davidsonville, Md.

October

26 MARCA/RCI educational seminarHoliday Inn Columbia, Columbia, Md.

TBA MARCA Annual Crab FeastAdditional details to come

TBA MARCA Annual LectureAdditional details to come

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Photos–MARCA Bull & Oyster Roast, March 27

Industry Events CalendarFor information about MARCA events, visit www.marcaroof.com or contact Bryan White, NRCA’s manager of affiliate partnerships, at (877) 508-ROOF or bwhite@nrca.net.

Roof Topics would like to take this opportunity to THANK OUR ADVERTISERS, and we encourage you to do the same by letting them know you saw their advertisements in your association publication.

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MARCA would like to thank the sponsors of the Bull & Oyster Roast:

Bollinger Roofing Co. Inc. Bradco Supply Corp. Carlisle SynTec/Ken McKinny—Regional Sales Manager

CRS Roofing Services GAF Residential Group/Maria Martin

H & E Equipment SalesInnovative Building Solutions/Bonnie Carroll

Langenfelder Mechanical Inc.Morris Ginsburg & Co. LLCOMG Roofing Products/Joe DeFilippo

Polyglass Modified Bitumen/Richie Safren—Safren Sales

R.K. Hydro-Vac Pa. Inc.Roofblok Paver Systems/Bonnie Carroll—Innovative BuildingSolutions

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Fick Bros has the following for sale—MF Alum (with neoprene collar) Vent Pipe Flashings for Sloped Roofs82 – 1 1/2" Vents $3.50 each168 – 2" Vents (5 Painted Brown) $4.00 each171 – 3" Vents (17 Painted Brown) $4.50 each99 – 4" Vents (11 Painted Brown) $5.00 each520 Total $2,000.00 for the lot

Lead Vent Pipe Flashings for Flat Roofs21 – 1 1/2" Vents $14.00 each23 – 2" Vents $16.00 each9 – 3" Vents $18.00 each56 – 4” Vents $20.00 each109 Total $1,750.00 for the lot

$3,500 for all 629 piecesFick Bros has the following for sale—15 sheets 050 mill finish alum 48x120 – $47 per sheet – $650 for all 51 sheets 063 mill finish alum 48x120 – $62 per sheet – $2800 for all 15 sheets 050 brnz/wht alum 48x120 – $60 per sheet – $800 for allWe will sell individual sheets, lots or make an offer for it all.

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