Board Converting News, March 24, 2025

BoardConverting Serving the North American Corrugated and Folding Carton Industries for 40 years March 24, 2025 VOL. 41, NO. 12

Terminations: An Empathetic Approach Benefits Bottom Line BY PHILLIP M. PERRY You’ve tried everything to get Andy up to speed. Despite your best efforts, though, his job performance remains poor. You’ve reluctantly decided it’s time to let him go. But how can you fire Andy without ham- pering his career, demoralizing the remaining staff, and upsetting the customers with whom he’s worked? Very often the difficulty in answering that question delays the sched- uling of a termination meeting—famously the least popular manage- ment duty. Managers can hesitate to take action anytime a company needs to terminate personnel—whether for job performance failures,

Saica Group To Build Second Corrugated Plant In US Zaragoza, Spain based Saica Group an- nounced that it will be investing more than $110 million in a second corrugated plant in the US. Construction is expected to start in May in Anderson, Indiana with completion set for the end of 2026. Saica Group, one of the largest European producers of recycled paper for corrugat- ed packaging, said the new plant will create more than 50 full-time jobs during the first two years of operation and more than 100 jobs af- ter the plant has completed its ramp-up phase some years after the startup. Designed with future growth in mind, the new 350,000-square-foot facility is designed for production of more than 1,200,000 MSF of corrugated packaging. The site will include manufacturing, converting and production ar- eas, along with a warehouse and office space. The plant is also connected to a railroad line which allows to unload paper rolls while re- ducing transport costs. This site will also serve as a backup plant for clients already be- ing served from Saica Pack in Hamilton, Ohio. “Saica is committed to stability and long- term growth in the US. This investment is the CONTINUED ON PAGE 3

violation of company policies, chronic absenteeism, or as part of a re- duction in force required by re-structuring. Maybe termination is an unwelcome task, but it’s important to move sooner rather than later. “Sometimes you just have to cut your losses,” said John Tschohl, president of Service Quality Institute. “Delays only make the problem worse and can result in a hit to the bottom line.” Show Empathy Thankfully, there are a number of ways a manager can smooth the rocky road to termination. One is to exhibit an understanding of the emotional trauma termination can have on the affected individual. “Demonstrating empathy to exiting employees reflects healthy compa- ny values and has a profound impact on business culture,” said Steph- anie Reitz, Director of Client Services at consulting firm myHR Partner. “The remaining staff will feel better about where they work and will be encouraged to stay aboard.” CONTINUED ON PAGE 24

WHAT’S INSIDE

6 x x 8 x x 12 x x 26 x x 4 TAPPI Names Fellows, Young Professional Award Winners 6 PPC Taps Tom Hendrickson As Industry Affairs Manager MHIA Production Improvement Program Drives Efficiency 20 AICC Announces Session Topics At Spring Meeting

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cility. “This investment into our community will assist us in our continued efforts of bringing into Anderson diversified advanced manufacturing opportunities. I want to thank our economic development team that has worked hard, along with Saica, in making this a reality,” he said. Ann Lathrop, chief strategy officer of the Indiana Eco- nomic Development Corporation (IEDC), said that Saica’s investment in Indiana is a testament to the state’s pro- growth business climate and robust network of skilled manufacturing talent. “The company’s new Hoosier operations will have a significant impact on the local economy and for the com- munity of Anderson, Madison County and the surrounding central Indiana region for years to come,” she said. In response to the company’s plans to create more than 100 new jobs by the end of 2030, the IEDC has com- mitted up to $2 million in incentive-based tax credits and up to $150,000 in training grants. The IEDC also offered up to $300,000 in Industrial Development Grant Fund incen- tives to support infrastructure improvements surrounding the new site. The tax credits are performance-based. This investment follows Saica’s prior announcement of its plans to invest around $800 million in the US market over the next several years. Saica Group is a family-owned multinational company that has been in business since 1943. Currently, it employs more than 12,000 employees and has a revenue of $3.963 million.

AVERAGE CONTAINERBOARD PRICES The average prices reported are tabulated from prices PAID by various sources throughout the United States the week previous to issue. Prices in some areas of the country may be higher or lower than the tabulated average. The prices tabulated here are intended only for purposes of reference. They do not connote any commitment to sell any material at the indicated average. Transactions may be completed at any time at a price agreed upon by seller and purchaser. REGION 42# Kraft liner 26# Semi-Chem. Medium $ 900.00-925. 00 $ 825. 00 -$850.00 U.S. Average CANADIAN LINERBOARD & MEDIUM The average prices reported are tabulated from prices PAID by various sources throughout Canada. Prices may be higher or lower in various areas of the country. The prices tabulated here are intended only for purposes of reference. They do not connote any commitment to sell any material at the indicated average. Transactions may be completed at any time at a price agreed upon by seller and purchaser. Prices are Canadian $ and per metric ton. 42# Kraft Liner 26# Semi-Chem Medium East $970.00 $960.00 West $1,015.00 $995.00 REGION

Saica Group To Build (CONT’D FROM PAGE 1)

proof that we are moving forward with our plans in the American continent as we are convinced that we can pro- vide products that will differentiate us in a crowded mar- ket,” Susana Alejandro, president and CEO of Saica Group, said. “It reflects our deep commitment to delivering excep- tional service, as we believe our knowledge and experi- ence in the production of recycled lightweight papers and corrugated packaging will bring high performance pack- aging to the US market while becoming more efficient in the use of materials.” Anderson City Mayor Thomas Broderick, Jr. said they are excited that Saica has chosen Anderson for the new fa-

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March 24, 2025

TAPPI Announces Fellows, Young Professional Award Recipients TAPPI announced it will bestow the title of Fellow on sev- en members and also named this year’s recipient of the Young Professional of the Year award. The Fellow is an honorary title bestowed upon a small percentage of TAPPI’s membership and is given to indi- viduals who have made extraordinary technical or service contributions to the industry and/or the Association. The following individuals have been named 2025 TAP- PI Fellows: • Tim Bradley, Technical Sales Representative, MiniFI- BERS, Inc. • Michael J. Farrell, Executive Vice President, Mills Divi- sion, Graphic Packaging International • Michael Forbes Ph.D., Engineering Fellow, Honeywell Process Solutions • Orlando Rojas, Ph.D., Professor, University of British Columbia • Cathy Ridgway, Head of Surface & Optical Characteri- zation, Research and Development Services, Omya • Gregory W. Welsch, Binders, Global Innovation and TS&D Leader, Trinseo LLC • David M. Zerr, Vice President Research and Develop- ment, Pulmac Systems International CONTINUED ON PAGE 6

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TAPPI Announces (CONT’D FROM PAGE 4)

strock, has been named the TAPPI 2025 Young Profession- al of the Year. Haynes graduated from Purdue University

In addition to those who are being recognized for mer- itorious service, the title Fellow may also be conferred upon TAPPI Board chairs, vice chairs, and directors at the end of their terms of office, and upon Gunnar Nicholson Gold Medal Awardees and Herman L. Joachim Distin- guished Service recipients. This prestigious group will be honored Sunday, May 4 at the Fellows Luncheon during TAPPICon, May 4-7 in Min- neapolis, Minnesota. The Young Professional of the Year is an annual honor that identifies aspiring young leaders in the global forest products and associated industries. Eligible nominees are age 35 or younger with less than 10 years of industry ex- perience. Hannah Haynes, Associate R&D Scientist, Smurfit We-

with a Bachelor of Science in Chem- istry and joined Smurfit Westrock in 2022. In her current role, Haynes focuses on recycling and sustain- ability, developing test methodolo- gy, leading pilot trials, and working with mills to implement sustainable solutions. She co-leads Smurfit We- strock’s Women in Science and En-

Hannah Haynes

gineering group. The award recognizes young professionals who have made significant contributions to the forest products in- dustries in the following areas: leadership, community service, and problem-solving contributions to scientific or engineering projects. Winners are granted one full year of

TAPPI membership and are invited to at- tend their division-specific TAPPI confer- ence during 2025 to receive their award. Haynes will receive her award during TAPPICon. Tom Hendrickson Named PPC Industry Affairs Mgr. The Paperboard Packaging Council (PPC) announced the appointment of Tom Hen- drickson as its new Industry Affairs Man- ager. With a strong background in public policy, stakeholder engagement, and ad- vocacy, Hendrickson will play a key role in advancing PPC’s efforts to support mem- bers and navigate evolving industry chal- lenges. He holds a master’s degree in public policy from the University of Massachu- setts Amherst and brings experience in political governance, grassroots organiz- ing, and legislative analysis. His expertise in facilitating discussions, analyzing indus- try challenges, and developing strategic resources will help strengthen PPC’s ad- vocacy and engagement initiatives. Hendrickson assumes this role at a piv- otal moment for the paperboard packag- ing industry, as sustainability, regulatory compliance, and evolving market demands continue to shape the sector. With increas- ing pressure for circular solutions and re- sponsible packaging, PPC is committed to ensuring its members remain at the fore- front of sustainable innovation, regulatory preparedness, and industry leadership. “Tom’s experience in public policy and

CONTINUED ON PAGE 8

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March 24, 2025

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Hendrickson Named (CONT’D FROM PAGE 6)

laboration. I look forward to supporting the key stakehold- ers who are driving meaningful change.” Hendrickson’s passion for policy, industry engagement, and community service stems from his background in grass- roots advocacy and public office. Coming from a family of educators, he developed a deep respect for community engagement, learning, and service. His early exposure to grassroots organizing led him to serve as a City Councilor in his Massachusetts hometown, where he works closely with local leaders and businesses to drive policy improvements and economic initiatives. In addition to his elected role, Hendrickson has spent the past several years supporting grassroots organizing, field coordination, and campaign strategy, most recently managing a successful Massachusetts State Representa- tive campaign. His ability to translate complex policy issues into actionable strategies has earned him the trust of poli- cymakers, industry leaders, and the public. “Tom’s background in public policy, stakeholder en- gagement, and advocacy makes him well-equipped to sup- port our members in navigating industry opportunities and challenges,” said Emily Leonczyk, Executive Director and VP of PPC. “His work will focus on providing timely industry updates, facilitating discussions on key legislative topics, and ensuring PPC remains a strong voice for paperboard packaging manufacturers and suppliers.” For more information about the Paperboard Packaging Council and its initiatives, visit paperbox.org .

his ability to foster meaningful industry discussions make him a tremendous asset to PPC,” said Ben Markens, Pres- ident of PPC.

“As our industry continues to navigate sustainability regulations, packaging legislation, and eco- nomic shifts, his leadership will be instrumental in ensuring our mem- bers stay informed and prepared.” In his new role, Hendrickson will monitor legislative and regula-

Tom Hendrickson

tory developments affecting the paperboard packaging industry while connecting PPC members with critical re- sources to navigate policy changes. He will also facilitate discussions with industry stake- holders, helping to address pressing challenges and op- portunities, and will strengthen PPC’s engagement with policymakers, trade associations, and advocacy groups to promote sustainable business practices and innova- tion. “I’m honored to join PPC and be part of an organiza- tion that supports the $12 billion folding carton industry,” said Hendrickson. “What excites me most is the opportunity to learn from PPC members and affiliates, gain a deeper understand- ing of the industry, and contribute to strengthening col-

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NAM: Durable Goods Drive Growth In Manufacturing Job Openings Job openings for manufacturing increased by 31,000 to 462,000 in January, according to a report from the Na- tional Association of Manufacturers (NAM). The gain was concentrated primarily in durable goods, up 26,000, while nondurable goods job openings rose by a smaller 4,000. The manufacturing job openings rate edged up 0.2 per- cent to 3.5 percent in January but declined from 4.1 per- cent the previous year. The rate for durable goods man- ufacturing increased 0.4 percent to 3.9 percent, while it inched up 0.1 percent to 2.9 percent for nondurable goods. In the larger economy, the number of job openings rose to 7.7 million, an increase of 232,000 from the previous month but a decrease of 728,000 from the previous year. The job openings rate increased to 4.6 percent, up from 4.5 percent in December but down from 5.1 percent last year. While this data reflects an overall labor market that has cooled significantly, steady hiring and low layoffs sug- gest the labor market remains solid. The number of hires in the overall economy was rel- atively unchanged at 5.4 million in January but dropped 179,000 from the previous year. The hires rate for the over- all economy stayed the same in January at 3.4 percent. Meanwhile the hires rate for manufacturing increased 0.2 percent to 2.6 percent. The hires rate for durable goods

rose 0.5 percent to 2.5 percent but fell 0.2 percent to 2.8 percent for nondurable goods. Total separations, which include quits, layoffs, discharges and other separations, rose 170,000 from December to 5.3 million but dropped 177,000 from the previous year. The total separations rate inched up 0.1 percent to 3.3 percent for the overall econo- my and stayed the same for manufacturing at 2.5 percent. Within that rate, layoffs and discharges rose by 6,000 in January for manufacturing, while quits increased by 5,000. AF&PA Releases February 2025 Packaging Papers Monthly Report The American Forest & Paper Association (AF&PA) re- leased the February 2025 Packaging Papers Month- ly report. Total packaging papers & specialty packaging shipments in February decreased 8 percent compared to February 2024. They were down 2 percent when com- pared to the same 2 months of 2024. The operating rate for unbleached packaging papers was 84.8 percent, down 3.2 points from February 2024 and up 0.6 points year-to-date. Shipments of the biggest subgrade in bleached packaging papers—food wrap- ping—were 22,500 short tons for the month of February, down 5.3 percent from the same month last year. For the complete report, contact Kory Bockman at (202) 463-4716 or at Statistics_Publications@afandpa.org.

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MHIA Production Improvement Program Helps Empower Box Makers For Long-Term Success BY JON RHOADES Every box maker knows the pressure of keeping production moving in an environment where every second counts. Operators are being asked to do more with less, maintenance teams are stretched thin, and new hires often lack the hands-on experience needed to hit the ground running. The result? Increased downtime, inconsistent machine performance, and inefficiencies that quietly compound over time. Addressing these challenges requires more than quick fixes—it takes a long-term commitment to efficiency, reliability, and continuous improve- ment. That’s the goal of Mitsubishi Heavy Industries America’s (MHIA) Production Improvement Program (PIP), a partnership-driven approach designed to minimize waste, strengthen operations, and help EVOL ma- chines reach–and maintain–their full potential. Across the industry, familiar challenges continue to disrupt operations. Labor shortages, high turnover rates, and a shrinking pool of skilled op-

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erators are not just isolated problems. They contribute to a loss of critical operational knowledge. This gap in expertise can lead to the improper use of consumable materials, as well as failing to identify issues during routine inspection, driving up costs and introducing uncertainty into in- ventory management processes. In an already strained supply chain, this unpredictability compounds the difficulty of maintaining consistent production levels. Mechanical fail- ures and unplanned downtime further complicate matters, often discour- aging the next generation of workers from seeing manufacturing as the viable, rewarding career path it can be. For companies navigating these challenges, the key isn’t just fixing problems as they arise—it’s putting systems in place to prevent them from happening in the first place. The PIP extends the traditional OEM relationship beyond machine sales and installation, fostering a collaborative partnership aimed at ad- dressing both immediate issues and the underlying factors that contrib- ute to inefficiency and downtime. The PIP is structured around continuous improvement principles, drawing on lean methodologies to help identify and eliminate waste in real time. Regular bi-weekly visits from MHIA specialists allow for a thor- ough evaluation of EVOL performance, maintenance practices, and team dynamics on the shop floor. By observing production processes first- hand, it becomes possible to uncover inefficiencies that might otherwise go unnoticed—whether related to time management, material waste, or workforce utilization. In addition to technical evaluations, the program places a strong em- CONTINUED ON PAGE 14

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MHIA (CONT’D FROM PAGE 12)

The Perfect Combo Get Peak Performance From Your Equipment with Matched Component Sets

phasis on training and knowledge transfer. The goal is to foster a culture of continuous learning and accountability within each facility, empowering teams to take ownership of process improvements and operational excellence. Every two weeks, an MHIA specialist visits the plant to observe how the EVOL is running, how teams are inter- acting, and how maintenance is being performed. Rath- er than just troubleshooting issues, these visits focus on identifying patterns and systemic inefficiencies that could lead to future problems. Key areas of focus include: • Preventive maintenance oversight—Ensuring mainte- nance tasks are performed correctly, setting a higher standard for reliability. • Machine health assessments—Identifying wear pat- terns and adjusting procedures to extend equipment life and prevent premature failures. • Root cause analysis—Helping teams understand not just what went wrong, but why, so the same issues don’t repeat. • Inventory control and machine readiness—Implement- ing tools such as the PIP card to manage consumables more effectively. In manufacturing, the most effective training happens on the floor, not in a classroom. PIP integrates hands-on instruction into its bi-weekly visits, complementing ex- isting onboarding and training programs. This real-time guidance accelerates skill development for both new and experienced employees. A key goal of this training is to begin the development of a Lean Champion—an internal expert on the preventa- tive maintenance process, who can answer technical ques- tions and guide other employees after completion of the program. This ensures that the lessons learned through the PIP become embedded in the company’s culture, sup- porting long-term growth and operational success. The results speak for themselves. In as little as two months, facilities participating in the PIP have experienced significant reductions in downtime, improvements in pro- duction consistency, and measurable gains in efficiency. Beyond the immediate outcomes, the long-term value of the program lies in the mindset shift it promotes—en- couraging continuous improvement and establishing new standards of operational excellence across teams. The development of this program has been a learning experience in itself, revealing the depth and complexity of the challenges faced by the corrugated industry. More importantly, it has reinforced the belief that genuine part-

Nothing’s more rewarding than a couple made for each other.

That’s why the engineers at ARC International have focused their skills and talents on crafting perfect matches between the components that must work in tandem on your flexo folder gluers and die-cutters: • Anilox Rollers and Ink Chambers • Anilox and Wiper Rollers • Feed and Pull Rollers • Glue and Meter Rollers You can achieve the press speeds and print quality you need to fill your most demanding orders by pairing your team with The ARChitects of Flexo . Contact ARC today to learn how these engineered matches of flexo folder gluer and die-cutter components (new or reconditioned) can help you achieve a more perfect union of production and profits.

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Tony Smurfit Named TAPPI/PIMA Executive Of The Year TAPPI, the leading association for the pulp, paper, tissue, packaging and converting industry, announced that Tony Smurfit, Group Chief Executive Of- ficer and President of Smurfit We- strock, has been named TAPPI/PIMA Executive of the Year. Among the highest honors bestowed by TAPPI and PIMA, the Executive of the Year Award is presented to senior-level executives in the pulp, paper or con- verting industries for excellence in management and outstanding contributions to the indus- try as a whole. Tony Smurfit

“Tony’s leadership is the catalyst behind Smurfit We- strock’s innovation and commitment to sustainable pack- aging,” said TAPPI President and CEO Larry N. Montague. “That is the personification of the TAPPI/PIMA Executive of the Year.” In September 2023, Smurfit Kappa and WestRock an- nounced their combination to create the go-to leader and partner of choice in sustainable packaging. The company operates in 40 countries with a team of 100,000 employ- ees and combined sales of approximately $31 billion. Prior to the merger, Smurfit served as Chief Executive Officer of Smurfit Kappa Group since 2015. Smurfit joined the company in 1986 and held several management roles in Smurfit Kappa having worked in vari- ous areas of the organization in both the United States and Europe. He was Chief Executive of Smurfit Kappa Europe from 1999 to 2002 before becoming the Group Chief Op-

erations Officer, a role he held from 2002 to 2015. Smurfit was elected to the Board of Directors in 1989. Smurfit is a member of the European Round Table of Industrialists and holds an Honorary Fellowship of Medicine and an Honorary Doctorate of Management Sci- ence from University College Dublin. He graduated from the University of Scran- ton, Pennsylvania, in 1995 with a degree in Management Science. “I’m honored and privileged to receive this recognition from TAPPI. Last year was a historic year for our 100,000 people and I truly believe that Smurfit Westrock is one of the great companies of the world,” said Smurfit. Smurfit will be recognized during TAP- PI’s 110th Anniversary and Awards Gala at TAPPICon, May 4-7 in Minneapolis, Minne- sota, and will receive his award later this year at the Association of Suppliers to the Paper Industry’s (ASPI) Fall Customer Alignment Meeting in Atlanta. Corey Gustafson To Retire As CEO Of JohnsByrne Niles, Illinois based JohnsByrne, a provid- er of premium packaging and specialty print solutions, announced that Corey Gus- tafson will retire as President & CEO after more than four decades of leadership. Kev- in Andrews, a seasoned leader with deep packaging experience, has been appoint- ed as JohnsByrne’s new CEO. Gustafson will continue to support JohnsByrne as a Board Member and Executive Advisor, to

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March 24, 2025

Gluing on Specialty Folder Gluers is Our Specialty

Sustainability initiatives are changing the packaging landscape and Baumer hhs is ready to help you meet those challenges. Our PX1000 cold glue applicator coupled with the new ULT 400 XL are the pair to get it done. The PX1000 runs the widest ranges of non-contact cold glues and the ULT 400 XL verifies the glue dot or bead is in the right place without the aid of UV tracers, no matter the variety of board or thicknesses. Get your corrugated board onboard with Baumer hhs and let us show you how special you are to us.

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Corey Gustafson To Retire (CONT’D FROM PAGE 16)

experience in packaging and value-added custom manu- facturing. Prior to joining JohnsByrne, Andrews served as CEO of several leading firms including EasyPak and D&W Fine Pack. “I am honored to step into this role and continue the legacy that Corey and the Gustafson family have built,” said Andrews. “JohnsByrne is a company defined by inno- vation, passion, and an unwavering commitment to quality. I look forward to working with our talented team of valued employees to deliver exceptional solutions to our custom- ers.” Gil Klemann, Managing Partner at GHK and Chairman of JohnsByrne, recognized the lasting impact Gustafson has had on JohnsByrne. “Corey has been a tremendous leader, helping to build JohnsByrne into a true industry pioneer with a reputation for excellence and creativity in serving its customers. His vision and dedication have positioned the company for sustained, long-term success.” Klemann added, “Kevin brings a wealth of experience and a strategic mindset that will help shape the future of JohnsByrne. His focus on innovation and the development of deep customer partnerships aligns well with JohnsBy- rne’s core principles and will allow him to successfully guide the business through this next phase of growth. We look forward to partnering with him to drive continued suc- cess through commercial excellence and strategic M&A that further strengthen JohnsByrne’s market leadership.”

help ensure a seamless transition of leadership, culture and strategic direction. Founded in 1959, JohnsByrne has remained committed to innovation, quality, and customer service throughout decades of family ownership and its recent partnership with GHK Capital Partners (GHK). Gustafson has been instrumental in expanding the Company from a boutique Printers Row manufacturer to a luxury packaging provider serving some of the world’s most recognized brands. Under his leadership, JohnsBy- rne has grown significantly, pioneering advancements in premium packaging, and delivering market-leading prod- ucts for customers and consumers. “Leading JohnsByrne has been an incredible honor,” said Gustafson. “My father founded this company on the principles of craftsmanship, creativity, and customer com- mitment, and I have been privileged to continue that leg- acy alongside my brothers. Kevin’s leadership and track record of success in guiding teams through customer-cen- tric growth make him the ideal CEO to build on our strong foundation. Finding the right leader was critical for us and I am confident Kevin will lead JohnsByrne into an exciting new chapter. As proud as I am with the growth of the Com- pany to date, I am now equally thrilled with the opportuni- ties ahead of us to take JohnsByrne to new heights.” Andrews is a proven Chief Executive with extensive

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AICC Spring Meeting Expert Panels, Sessions Tackle Industry Challenges AICC, The Independent Packaging Association, an- nounced the lineup of session topics and distinguished speakers for its upcoming Spring Meeting set for April 30 to May 2 at the Hyatt Regency Coconut Point in Bonita Springs, Florida. This event is tailored to address the most pressing challenges and opportunities in the paper pack- aging industry through in-depth discussions and expert panels. The session, “Let’s Talk About People: Recruitment, Retention & Best Practices” will feature insights from Martha Haddon of Packaging Atlanta; Roy Oberg of Oberg Associates; and Caitlin Salaverria from the International Corrugated Packaging Foundation (ICPF), moderated by Jeff Pallini of Fosber America. This panel will delve into effective strategies for attracting and retaining top talent, sharing practical advice and proven practices from indus- try leaders. Another highlight is the “Opportunities & Challenges: Building Expansion, Capital Expenditure, Equipment Ac- quisition, and Installation” panel. Moderated by Jeff Dietz of Kolbus America, this session includes panelists Gene Marino of Akers Packaging Service Group; Jerry Frisch of Wasatch Container; and Mark Jared of Cumberland Con- tainer. Attendees will gain valuable insights into managing

significant capital expenditures and the logistical challeng- es of equipment acquisition and facility upgrades. Dan Prisciotta of PrisCo Financial Equity Strategies Group will lead a critical session on “Will Your Business Succession Plan Succeed?” focusing on the essentials of

creating and implementing effective business succession plans to ensure leadership continuity and organizational stability The “Print Wars: Flexo, Litho, and Digital” discussion, moderated by John Burgess of Pamarco, will feature Ton- ya Morelli of Lewisburg Patterson Company; Ed Nusslein of McLean Packaging; Chad Wagner of Peachtree Packag- CONTINUED ON PAGE 22

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AICC Spring Meeting (CONT’D FROM PAGE 20)

personal and professional growth. AICC members are en- couraged to take advantage of the early bird registration discount available until Friday, March 28. This offer is an excellent opportunity for members to access these valuable sessions and network with industry peers at a reduced cost. For more information, visit AICCbox.org/Meeting. AF&PA Releases February 2025 Printing-Writing Monthly Reports The American Forest & Paper Association (AF&PA) re- leased the February 2025 Printing-Writing Monthly report. According to the report, total printing-writing paper shipments decreased 9 percent in February compared to February 2024. Total printing-writing paper inventory levels decreased 3 percent when compared to January 2025. U.S. purchas- es of total printing-writing papers decreased 4 percent in January compared to the same month last year. U.S. shipments across all 3 major P-W categories (UFS, CFS, and MECH) in February saw mixed results. Uncoat- ed Free Sheet (UFS) and Mechanical (MECH) paper ship- ments increased 5 percent and 15 percent, respectively when compared to January, while Coated Free Sheet (CFS) shipments decreased by 3 percent. For more infor- mation, contact Kory Bockman at (202) 463 4716.

ing; and Javier Quesada, Kento Digital Printing. This panel will explore the competitive advantages and challenges of different printing technologies, aiding companies in mak- ing informed decisions that align with their operational needs. Further exploring the theme of succession, the “Suc- cession Planning in Your Business” panel discussion will revisit this crucial topic with insights from Jeremy Cohen of Acme Corrugated; Mark McNay of SMC Packaging Group; Kim Nelson of Royal Containers; and Brock Welch of Welch Packaging, also moderated by Dan Prisciotta. This discus- sion will offer a deeper dive into the personal experiences and lessons learned from those who have navigated suc- cession planning within their businesses. Mark Kornfilt, CEO and Founder of Ensilio, will share his vision for the future of paper and packaging trading. In this session, discover how Ensilio, an innovative digital market- place, empowers buyers and suppliers to connect seam- lessly, access competitive pricing, and trade securely. In addition to the sessions, the Spring Meeting will also feature engaging keynote speakers, and a variety of net- working events designed to foster connections and col- laborations among industry peers. These events will provide attendees with opportunities to engage directly with thought leaders and innovators, sharing insights and building relationships that are vital for

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Terminations (CONT’D FROM PAGE 1)

Botched terminations, on the other hand, can damage retention and recruitment efforts. “Employees who ob- serve callous treatment of terminated workers may think, ‘Maybe it’s time for me to seek other opportunities with a better, more respectful company,’” said Cissy Pau, princi- pal consultant at Clear HR Consulting. Poor treatment of departing employees can also lead to damaging word of mouth and negative online reviews that make it tough to attract future hires. “Job candidates today are extremely well-informed,” said Reitz. “Accepting a job offer is no longer just about a prospective paycheck. It’s also about the experience, the culture, and about how people are treated throughout the entire work life cycle, from onboarding until the time they walk out the door.” One more thing: Angry or upset terminated employees may seek relief in legal action. “People who are treated in a way they find insulting, aggravating, cold or callous, are far more likely to go to a lawyer and see if there’s some- thing they can do about it,” said James W. Seegers, part- ner at law firm Baker & Hostetler. “Treating people with respect and a little bit of compassion can help de-escalate emotions. And keeping just a few people from seeking out lawyers will save a company a lot of money.” Maintain Privacy No performance-related termination should come out of the blue. “Prior to letting an employee go, there should have been one or more meetings during which the super- visor discussed performance issues and detailed what the individual needed to do to improve,” said Thomas W. Slattery, a San Diego-based attorney. This graduated approach not only communicates fair treatment, but also helps defend against any charge that the termination was done for reasons other than poor performance. Advance preparation is also necessary for cases in which the employee has violated company policy. It is crit- ical to lay the groundwork by thoroughly investigating the misdeeds. The results of such investigations should be re- corded in written reports. Chronic absenteeism, too, needs to be adequately re- corded. Here, past attendance records of the individual will speak for themselves, as will copies of written warn- ings given the employee over time. Whatever the cause, when the decision is made to sep- arate an employee, practice makes perfect—or at least re- duces the chance for costly errors. “Rehearsal is essential for a successful termination meeting,” said Pau. “Plan what you’re going to say. Practice your script with another com- pany manager to evaluate its effectiveness.” Empathic employers will schedule termination meet- ings in locations that minimize the risk of embarrassment. “Avoid any public place where everybody can see that a termination is taking place,” said Pete Tosh, Founder of The Focus Group. “The employee’s office is a good choice because it is private. And if they’ve got just a few personal

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Terminations (CONT’D FROM PAGE 24)

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things, they can just pick them up and leave.” If the employee does not have a private office, it’s wise to schedule the meeting in a conference room or other pri- vate setting. “To minimize observation by colleagues, offer to make arrangements for the individual to come into the workplace one evening or on a weekend to remove their personal belongings,” said Tosh. The termination meeting is no place to engage in small talk, negotiate a resolution to the employment crisis, or ar- gue about the person’s work history. “One of the biggest mistakes companies make in an exit interview is getting into a debate with the employee about their past perfor- mance,” said Seegers. “The approach should be that the termination decision has been made and now that deci- sion is simply being communicated.”

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The manager should not be overly apologetic or give too many unnecessary details that can complicate and prolong the process. “A supervisor who has gotten angry about some past deed should avoid the temptation to make personal comments or try to ‘get even,’ so to speak,” said Tosh. Bonus tip: If the employee must return to their work area at the conclusion of the termination meeting, a man- agement representative should accompany them to dis- courage conversations with colleagues. Plan The Future Despite the desirability of keeping the departure meet- ing brief, a rushed job can create unnecessary distress. A common error is not addressing and communicating sep- aration logistics. “The terminated employee should leave the meeting with a clear understanding of what to expect next,” said Reitz. To clear a path forward, the manager should prepare answers in advance for commonly encountered questions such as these: Do I work the rest of the day? When can I get my personal belongings? Do other employees know about my termination? What should I say to my customers? What should I do about appointments I’ve scheduled for the rest of the week? What about my email? Ideally, the manager will present the final paycheck at

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