The entry-level workforce troubles predicted to develop in the coming years are already biting at the heels of a Schuylkill County manufacturing firm.
Poly Plastic Products in Delano produces flexible shipping carton liners for industrial applications. It also manufactures garbage bags for the consumer market.
Steve Redlich, president and chief executive officer, says the company generates $40 million in annual sales, and ships four million pounds of manufactured product per month. The company is part of the Sigma plastics group, with 34 Sigma plants in the United States.
Redlich bought the company in 1980. He emphasizes that he has no conflict with the company's labor union, and that facility is a "smooth union shop."
Poly Plastic requires 105 employees on the various work lines for full employment. Redlich desires to hire and train, and promote employees from entry-level positions.
The company is usually short 12 employees at any given moment, and Redlich says he cannot find enough applicants. The company will hire uneducated and untrained workers for some entry-level positions with repetitive duties.
For an entry-level packer, Redlich offers an "attractive" compensation package for basic unskilled unemployment. Workers receive a $10.50 per hour starting rate, with eventual 70 percent medical coverage, disability, life insurance and a 401(k) plan with a 40 percent match. Redlich is candid that drug use is a huge factor in the company's inability to consistently fill positions. Poly Plastic is an approved federal supplier, and must use random drug testing."During the last round of drug testing for those currently employed, we lost five employees," says Redlich. "They must have believed that they would be missed on the drug screening. We may offer to rehabilitate employees if they are caught using drugs, but the offer is often turned down. They just say they'll get another job."
Automation requirements
Since Poly Plastics is automated, some basic workforce skills are necessary. Redlich cites problems that are apparent with the available workforce.
"Entry level workers needs a very basic math ability, and they must read a tape measure and fill in scale weights," says Redlich. "Unfortunately, many seem to lack the ability to reason, and have an eighth or ninth grade reading ability."
Accuracy issues can also be a problem, and worker safety is a big issue with any automated manufacturing facility. Redlich says many employees must be motivated on an ongoing basis to keep safety in perspective.
Some of Redlich's biggest problems include common behavioral issues such as absenteeism, tardiness and promptly calling in when absent.
"Some workers may believe the union will protect them on behavioral issues, but this is not the case," says Redlich.
Poly Plastics must utilize teamwork to keep the multiple production lines in operation and allow employees to take a break. Redlich says the workforce sometimes displays a lack of the teamwork necessary to enable the lines to continue running, and he believes this is a violation of basic behavioral protocol.
"We also have trouble with non-work related injuries being charged to the company," he says. Redlich offers no easy answers, and believes complex reasons are behind the workforce failures. He does not blame the school system, because he recognizes that it also produces excellent workers that he has hired.
"I firmly believe these all are family and behavioral issues, and start in the home," says Redlich. "Parents set the example, and many employees simply don't know any better. They bring these bad behaviors into the workplace."
Poly Plastics is competing with Chinese imports in the manufacture of garbage bags. Redlich calls this competition "very tough," and says the Chinese are being affected less than Poly Plastics by raw material shortages and price increases. "Our employee skill and behavioral problems are making it all the tougher to stay in business," he says.
Despite Redlich's gloomy commentary on the entry-level workforce, he also comments that employee success does exist. "During our ongoing meetings with our foremen, we're always on the lookout for employees who could become rising stars and receive merit raises," says Redlich. "Unfortunately, these workers are becoming harder and harder to find." | 
