This issue of Roofing Contractor officially marks our 25th anniversary. While we are thrilled to reach this new height, we recognize that we have a job to do. No matter our age or past accomplishments, we are only as good as our most recent publication, Web posting, webinar or conference.

This issue of Roofing Contractor officially marks our 25th anniversary. While we are thrilled to reach this new height, we recognize that we have a job to do. No matter our age or past accomplishments, we are only as good as our most recent publication, Web posting, webinar or conference.

This is something that we share in common with roof-contracting firms. Your reputation is arguably one of your most important assets, but you have to earn it on each and every job. Winning and keeping clients is a never-ending task. Smart contractors do everything they can to build clients who will not only be satisfied, but who will brag about them to other potential clients.

The entire Roofing Contractor team remains committed to bringing you editorial that will give you the knowledge you need to enhance your business, your bottom line and your life. Thanks for reading.

Industry Under Scrutiny?

Here is one some of you are going to hate. This information is hitting from several sources, the most notable of which was an alert sent to members of the Florida Roofing, Sheet Metal & Air Conditioning Contractors Association Inc. (FRSA). Employers paying piece rates to nonexempt employees are responsible for paying the minimum wage and overtime for work in excess of 40 hours in a week.

This means that you should be keeping accurate time records along with payroll. According to the FRSA alert, the federal Department of Labor is targeting roofing and construction contractors for compliance reviews. Employers failing to comply with the regulations may have to come up with back pay for up to three years. The industry is high on the list for audits, but you may also be called in for review if one individual calls in a complaint.

It is possible to come up with incentive-based pay plans that will comply with federal regulations. You accountant or attorney may provide answers, or refer you to an HR specialist. Of course, members of roofing-industry trade associations (like FRSA) have a built-in resource for issues such as this.

The bottom line for many roofing contractors is that while you have been working hard and having fun, your business has grown and become more sophisticated. The complexities of running your business have also grown, and your business practices have become increasingly more visible. This issue may not be "topic A" for you, but is one on which you do not want to come up short.