NEW ERA PAFED'S - PENNSYLVANIA ASSOCIATION OF FIRE EQUIPMENT ...
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
PaFED’s Volume 17, Issue 1
MARCH 2021
2501 West 12th Street, Suite #253
Erie, PA 16505
New Era
P: 888-923-3473
or 814-835-2302
F: 814-838-5127
E: Info@PaFED.ORG
©
2021
President’s Column
by: Adam Andrews, PAFED President
As we get through the last of these of Representatives, via keywords that are fundamental in our
cold months l hope all are doing well. industry. l felt that this was the best way for our association to
Spring is just around the corner and as monitor what is happening in Harrisburg and sound an alarm
we all hope our lives and businesses to our membership if action is needed.
get back to normal.
l would like to also report our membership is strong and thank
I would like to start out by letting everyone know that PAFED all of you for supporting this great association that was founded
Board of Directors are all working hard on supplying you the so many years ago.
membership the most up to date information on all aspects of
our industry. Jim White has been very busy keeping up with reaching out to
our members who may had a rough time during this past year
Brian Burkholder (Vice President) along with our newest board so that all past and present members are recognized with the
member Trevor Derr are busy working on putting together our respect they deserve.
Annual Conference to be held in the Harrisburg area. As Brian
is the chairman of this committee l would like the membership He also is looking for you the members to reach out to him for
to know that the whole board is contributing to making this personnel that have been going above and beyond during this
year a success due to our conference being canceled in the pandemic so that those individuals can be recognized at our
fall of 2020. annual conference.
Mike Powell and Bill Bowman have been working on putting Please take the time and reach out to the board for any
a fresh new look on the benefits of becoming a member ideas you the member may have about training, certification,
of PAFED and ways to market our commitment to attract industry news or to promote someone from your organization
companies that work or live in our state that are not members. that truly deserves to be recognized.
Seth Foust and Joe Cavallaro are working to provide training
videos and knowledge from our distributors to be posted on
our website. Due to Covid-19 we have all adjusted the way we
get our technicians the information they need to make every
one of our companies successful in this new era we live in.
Ron Ford is committed on working with our State Fire
Marshall in getting the information we need to start supplying
a certification test that would be acceptable for the State of
Pennsylvania if the legislation in Harrisburg would ever take
place.
During our January meeting the board voted unanimously
to share with the PBFAA their StateNet legislative tracking
service. The StateNet service provides us the ability to track
legislation being introduced in the PA State Senate and House
PaFED New Era - Page 2
PaFED New Era THANKS to this Month’s
New ERA “Sponsors”
A-Gas Americas...............................................800-372-1301
Amerex Corporation ���������������������������������������205-655-3271
Badger Fire Protection ������������������������������������800-446-3857
Brooks Equipment Co. ������������������������������������800-826-3473
Buckeye Fire Equipment ��������������������������������800-438-1028
Dolan’s Fire Protection Supply ����������������������� 800-931-1161
Published quarterly by Evergreen Tool Co. Inc. ����������������������������������715-582-0973
Pennsylvania Association of Excab Inc.........................................................800-525-0763
Fire Equipment Distributors
2501 West 12th Street – Suite #253, Erie, PA 16505
888-923-3473 (PA), 814-835-2302, 814-838-5127 FAX
Guardian Safety Solutions Int. ������������������������800-786-2178
Email: INFO@PaFED.ORG
H3R Clean Agents ������������������������������������������800-249-4289
© 2021 All rights reserved. No part of this newsletter may be reproduced in any form
or by any means without permission in writing from the Editor.
L&J Fire Equipment ���������������������������������������800-250-5602
BOARD OF DIRECTORS Mainline Insurance ����������������������������������������610-647-5015
PRESIDENT SECRETARY Strike First Corporation ����������������������������������� 888-575-1132
Adam Andrews......... 570-322-3840 Seth Foust................. 570-538-5505
VICE PRESIDENT TREASURER Wesco..............................................................732-452-0001
Brian Burkholder....... 717-698-8495 Joe Cavallaro............ 215-641-0100
Please Support Those Who Support PaFED
DIRECTOR DIRECTOR
Mike Powell.............. 215-785-0688 Bill Bowman.............. 610-363-2233
DIRECTOR DIRECTOR
Jim White................. 814-938-8600 Ron Ford................... 610-231-0177
DIRECTOR ASSOCIATION MANAGER
Trevor Derr................ 717-221-8000 Dale Eller.................. 814-835-2302
COMMITTEE CHAIRS
Certification Conference
Ron Ford................... 610-231-0177 Brian Burkholder....... 717-698-8495
Executive Trevor Derr................ 717-221-8000
Adam Andrews......... 570-322-3840 Finance
Government Affairs Joe Cavallaro............ 215-641-0100
Adam Andrews......... 570-322-3840 Membership/Nominations
Professional Development Mike Powell.............. 215-785-0688
Joe Cavallaro............ 215-641-0100 Bill Bowman.............. 610-363-2233
Bill Bowman.............. 610-363-2233 Recognition/Awards/Sunshine
Trevor Derr................ 717-221-8000 Jim White................. 814-938-8600
Website
Seth Foust................. 570-538-5505
PERSONAL AD...
Leading industry newsletter is seeking industry
product or service provider, who is interested
in promoting product or service to association
membership. Must be looking for more business,
and wants to expand customer base. Would prefer
long term relationship, but month-to-month is OK.
To begin a meaningful advertisement call PAFED at
888-923-3473 (PA) or 814-835-2302 (Outside PA.)PaFED New Era - Page 3
PaFED New Era - Page 4
Amerex Inc. 50 Year Anniversary
By: Ron Ford, Kistler O’Brien Fire Protection; PAFED Certification Chairperson
Back in 1971 Ned Paine and George Baureis would start Association, and maybe more. Fred was an asset to have
Amerex Inc. in Trussville, Alabama. for solving problems.
George owned four buildings in New Jersey which would The next was Craig Voelkert, which to me was the top one
build the parts for Amerex. The company started making or two people in technical support of the manufactures
Pressurized Water and a couple of Dry Chemical models. for helping to advance our Industry. Craig has worked
They quickly branched out and started making CO2 on numerus Committees including, NFPA, FEMA,
extinguishers. Their unit was made from an aluminum NAFED plus more. Craig was an asset to helping the
cylinder and aluminum valve and parts. This unit made state organizations. If you have attended any of the
from aluminum would be much lighter and easier to handle national or state conferences, you probably saw Craig
than the industry steel unit. While the aluminum parts did do a presentation for them. Craig was out in the Industry
not make the cut over time, the Aluminum cylinder did. promoting and teaching. He will be missed by our industry.
Almost all the manufactures now only produce aluminum
cylinder CO2 units. While Amerex has a long list of great sales people, I would
like to single out Steve Keefer. He has been our PA sales
Another unit started in the person up to his retirement a couple of years ago. Steve
beginning years was the stored would always support PAFED and was there when the
pressure 20-pound dry chemical organization would ask for his help. So much that in his
unit. This earlier version the shell retirement, PAFED honored Steve with a Lifetime Honorary
was made from stainless steel. Membership on 10/17/2017. In just speaking with Steve, he
This was to me industry first of looks forwarded to the 2021 PAFED Fall Conference.
a kind thought. Today we used
Zinc and other paints to make In 1999 Ned Paine’s retirement plan was to retire but pass
corrosion resist units for the oil/ the company on to a similar type of company. He found
gas industries, plants that use that in McWane which was up the road in Birmingham.
harsh chemical and units that are McWane was a company that was the world’s largest
out in harsh weather conditions. manufacture of Iron Water Works and Plumbing Products.
This unit would have been a great unit for corrosion McWane is also a family run company. McWane has kept
protection today. the manufacturing in Trussville, supporting their community.
McWane is also celebrating their 100th year in business
I have a 1974 unit and there’s no this year (1921 to 2021).
rust on it at all, lol. This is how a
company can grow quickly from Since then, Amerex has grown into special hazards
the start, new cutting ideas. Plus, protection, restaurant fire suppression systems, industrial
the idea Ned had that Amerex paint booths, off road vehicle systems, methane gas
is a family and to support its detection and fire suppression equipment for the
people. government and military.
During my decade, “wow can’t Amerex has been in my company for the 25 years I have
believe I’m saying that”, Amerex been in the industry, and just my thoughts on some of the
had two great people in technical people that affected my career, thou there has been many
support roles. great people I met along the way. I’m sure many of our
members and readers of the New ERA have their special
First Fred Goodnight, which is not as known as my second moments and thoughts of Amerex, their employees and
person. But Fred always seemed to be available to help product’s.
with technical issues we would have. I know Fred was
on the NFPA Committees and the Compressed Gas So, here’s to Amerex’s 50th Anniversary!PaFED New Era - Page 5
PaFED NewEra - Page 6
Recognition Committee
By: Jim White
With this quarter’s column, I would like to recognize without question. I wasn’t surprised. I think we all hope
two recent incidents of fire extinguishers being used our employees would act the same as Kistler O’Brien’s,
successfully. Both were given to me by Ron Ford, of but it is something we need to cover with each employee,
Kistler-O’Brien. to let them know, this is what we want.
The first was several months ago, when one of their The second incident happened a couple weeks ago at
technicians was driving a service truck and noticed a a hotel, in an attempted arson case. Someone rolled
farmer’s tractor on fire. The farmer, of course, did not up a rug and poured an accelerator on it, and lit it, in
have a fire extinguisher. The service technician quickly the stairwell. The fire was reported to the night clerks.
stopped his truck, and promptly extinguished the fire, with They called the fire department, and the hotel’s third shift
a 5# ABC. Because of his quick actions and thoughts, manager grabbed a 10# ABC and promptly extinguished
he saved the farmer a major loss. His only thought was the fire. The fire department investigated the arson, and
“Will I be in trouble for using an extinguisher?” several hours later, the arsonist was arrested.
At JAWCo Fire, we have used extinguishers 10-15 times Each of the incidents show fire extinguishers work, and
over the years, on car and other fires we have come are an indispensable part of life and property protection.
across. I have never thought a tech would question
using extinguishers. We immediately had a talk with Thank you, Ron, for the incident reports. Hopefully, I will
our techs about this. Most said yes, they would have, receive more from other members.PaFED NewEra - Page 7
PaFED NewEra - Page 8
Five Smart Strategies for Recruiting and Hiring
The latest job report paints a picture of an employment to these peers and see if you might be able to give one
market that is still not performing at its best. The good of those stories a happy ending. You win by snatching
news is that you, as the potential employer, have a wealth up a great employee and providing them with an exciting
of excellent candidates to consider for your future hires. new career opportunity, and your community wins, too, by
Finding exemplary additions for your team is no small task putting a great person back to work.
though. So, what’s the key to recruiting and hiring the great
employees? Here are our top 5 strategies: Look beyond the skill set
Creating and nurturing a positive culture is crucial to the
Set up a referral program
success of your small business. And since your employees
Your best recruiting resource for new employees could are the living manifestation of that culture, the hiring model
easily be the employees you already have. It may sound for employees should involve an assessment of both their
overly simplistic, but if birds of a feather flock together, individual skill sets as well as their personal chemistry.
then it stands to reason that model employees do, too. Someone who looks great “on paper” may not be the right
Create a program that financially rewards your employees fit if you find their style abrasive or confrontational. Ask
if they help you land your next hire. This motivates them the right interview questions to draw out their intangibles
to reach out to those in their professional and personal and get a sense of their motivations, character and sense
networks to get the word out about your company’s career of shared purpose. An equally important word of caution:
opportunities. You will benefit from a batch of candidates Hiring someone with shared values does not mean seeking
that are, in a sense, already pre-vetted. Not only will the out carbon copies of you or your existing employees.
addition of a friend or associate help boost your employees’ Every company is made better when they infuse a spirit of
standing internally, but it will also pad their next paycheck if diversity into their hiring process.
you make the reward big enough.
After the hire, establish a review process
Get the word out
No new employee should be expected to come into a
Unlike major corporations who have the means to rely position and immediately nail every facet of their job.
on either an internal or external professional recruiting That is where you or another manager hopefully comes
resource, you are most likely in charge of your own hiring in with a performance review process that is designed to
“department.” Start by posting your job description on your proactively develop their career and course-correct where
social media channels. One of your most devoted followers necessary. Whether 30, 60 or 90 days after your new
could be your next loyal employee. From there, think about employee starts, regular performance check-ins create
posting to other digital platforms like LinkedIn, popular job valuable opportunities for you to establish expectations and
search sites (such as Indeed and ZipRecruiter), and even regularly build rapport with your new employee.
your local paper. Finally, never underestimate the power of
Nothing is more important to your small business than the
print to get the job done of spreading the word about hiring
strength, skill and shared culture of your team. If you follow
opportunities: consider a well-designed “Help Wanted”
these strategies, hiring your next model employee should
sign in the window or a set of flyers posted on community
be a rich and rewarding experience.
billboards.
Tap into your local
small business community
Reprinted from The UPS Store Small Business Blog
Sadly, there are probably more than a few small business
owners in your community that recently had to make some
tough decisions by letting great employees go. Reach outPaFED NewEra - Page 9
PaFED NewEra - Page 10
TECH TIPS
By: Trevor Derr
THE IMPORTANCE OF RECOGNIZING
GREASE HAZARDS IN HOODS
If you’re a company that services fire suppression systems suppression systems because it quickly lets a technician
in kitchens, then you know all about grease and the hazards know if a problem is present. Less frequently, but still a
that come with it. Unless your company directly cleans possibility, is when grease clogs a gas valve conduit, or the
kitchen hoods and duct/exhaust systems, then you might gas valve itself. Obviously, if the detection line and nozzles
not think grease is a huge factor in your company. Or is it? are free, the system will actuate and discharge, but the fuel
source will not automatically be shut off.
Naturally, servicing kitchen fire suppression systems of any
kind will involve recognizing grease hazards. But other than Perhaps the rarest effect of grease on a suppression system
cleaning nozzles, and occasionally replacing a seized-up is when grease seizes the control head itself. I’ve seen it
detection line, how much can grease build up affect how once, and that kitchen had bigger problems on its hand than
your company manages risk? You might be surprised. just the grease. Regardless, it was a problem that needed
to be fixed, and ultimately led to the control head being
We’ve all run into grease infested restaurants and it never replaced.
gets any more fun. Grease smells, it’s sticky, and most
importantly in our line of work, is a fire hazard. Training But what about grease that isn’t directly hindering the ability
technicians to be aware of the hazards of grease is the first of the system? For example, you walk into a restaurant,
step to limiting liability. One of the most important steps spend two hours servicing the system properly, and
to any semi-annual service is to clean all nozzles and to everything is clear. However, you notice there’s an inch or
make sure they are clear of any clogs. We see duct nozzles two of grease build up in the duct and plenum, as well as
clogged more than grill nozzles, and charbroiler nozzles grease behind the appliances and everywhere else. We’re
clogged more than tilt skillet nozzles. We know that more all aware how flammable grease is. At what point does your
time will be spent servicing systems in restaurants than will company act on this issue? Do you tag the system compliant
be spent servicing systems in schools and churches, due to and move on? After all, the system is compliant with the
the amount of grease build up on the nozzles. Time must be manufacturers specs. Do you fill out a deficiency report and
spent cleaning and clearing nozzles, or the functionality of keep servicing the system? Or do you walk away from the
the system could be catastrophically affected. customer all together, to limit any liability or lawsuits that a
fire might bring to you? Every company operates differently,
In addition to clogged nozzles, detection lines and gas and every company has different outlooks on the situation.
valve conduits are other important components of kitchen There have been countless lawsuits from restaurants
systems that must be closely monitored. Grease in a burning down, suing everybody from the hood cleaners to
detection line can easily hinder how quickly a system reacts the suppression company. Best practices, proper training,
to a fire. Countless times I have run into clogged or “slow and good documentation can keep your company safe, and
to fire” detection lines that were subsequently replaced. will keep the integrity of our industry alive and well.
Cutting terminal links is a very important part of servicingPaFED NewEra - Page 11
PaFED NewEra - Page 12
Amerex’s Most Famous Pressurized Water
By: Ron Ford
The pressurized water extinguisher (seen below) made its onscreen appearance January 8, 2014
when Chicago PD was a spinoff of Chicago Fire.
The famous extinguisher sits right Outside Sergeant Hank Voight’s office. Voight is one of Chicago’s
best cops ever, or it’s dirtiest, depending on how you look at the Sergeant.
It makes an appearance every week to millions of viewers watching the Intelligence Unit bring down
the criminals. Luckily, Voight never had to use it to put out an actual fire in the office, although there
have been many heated moments there. Chicago PD is in their 8th season on NBC.
Amerex started producing pressurized water extinguishers right from its start in 1971.
Do you know today’s model 240 label reads in three different languages?
The unit is rated for temperatures from 40F to 120F, but with the loaded stream charged it’s protected
down to minus 40. The unit still has only a 2A rating and will weight around 27 pounds fully charged.
So, look close at the photo as there is something not right
with the extinguisher in this Chicago PD episode.
The first person to email the correct answer I’m looking for will win a $20 Walmart gift card.
Send your response to rford@kobfire.com
PAFED will reveal who won the gift card in the next New ERA newsletter
along with the correct answer.PaFED NewEra - Page 13
PaFED NewEra - Page 14
Understanding Employer Branding
These days, researching potential employers is as easy the country. The workforce became more fluid than ever
as researching the hottest new brunch destinations. before, and the days of sticking with one company for the
Faced with this reality, employers must take a proactive long haul were over.
approach to attracting and engaging with top talent. A well-
crafted employer branding strategy can help any business Smart employers adapted to this shift (some faster than
influence the perceptions of job seekers and employees, others) and began to take proactive steps toward attracting
but getting started requires a little context. and retaining top talent, but thousands of organizations still
fail to capitalize on the benefits of employer branding. And
What is Employer Branding? those benefits are significant.
Employer branding is the process of managing and Let’s look at some stats — good, bad and ugly — that
influencing your reputation as an employer among job shine some light on why employer branding is so important:
seekers, employees and key stakeholders. It encompasses
everything you do to position your organization as an • 95% of candidates identify a company’s reputation
employer of choice. as a key consideration when exploring new career
opportunities. Virtually every candidate out there —
Your employer brand is your organization’s reputation whether they’re active, passive or somewhere in the
as an employer. In simpler terms, it’s what job seekers middle — will consider your company’s reputation
and employees really think of you. It’s what they tell their before applying.
friends and family when you aren’t around. Though it may
not be tangible, your employer brand is an asset that • 66% of job seekers want to learn about your culture
requires constant cultivation. and values. Candidates are literally telling us
what they want to see during the job search. Your
Why ‘manage’ and ‘influence’ instead of ‘own’ or ‘dictate?’ employer branding efforts can be a great way to
Because your employer brand is not something you communicate these features.
actually own. Your reputation as an employer exists in the
minds of candidates and employees, and it is shaped by • 69% of candidates would reject an offer from a
their thoughts and impressions. You have an employer company with a bad employer brand, even if they
brand, whether or not you actively manage it. Candidates were unemployed. Even the fear of unemployment
and employees have an opinion about you, and if you isn’t enough to overcome a negative employer brand.
aren’t working to influence it, you’re at their mercy.
• 40% of passive candidates would accept a new
Think about the totality of your firm’s recruiting and position without an increase in pay if the company
retention efforts as a series of individual interactions. had a good employer brand. A positive employer
Every touchpoint leaves an impression with candidates brand is all it takes to overcome the stigma
and employees that shapes your employer brand and associated with a lateral move for nearly half of the
your ability to hire and retain great people. Without proper workforce.
management, each one of those touchpoints can become
a deal breaker, costing you candidates and employees. • As much as 23% of the 18-34 year-old workforce
would accept a pay cut for an opportunity to join a
It’s almost impossible to overstate the importance of company with a good employer brand. While we
employer branding. would never recommend intentionally underbidding
your competitors, this goes to show the power of
While the concept has been around for decades, it didn’t reputation.
gain widespread attention until the mid 90’s when the
first online job boards were launched. Almost overnight, continued on page 16
employees had access to millions of opportunities acrossPaFED NewEra - Page 15
PaFED NewEra - Page 16
Employer Branding, continued from page 14
• Only 49% of employees would recommend their Candidate Experience
employer to a friend. This one is especially scary, If you’re lucky enough to convince a great candidate
as employee referrals are often the best source of to apply, at some point you’ll interact with them offline.
quality applicants. You can kiss those hires goodbye Whether it’s an initial phone screen or in office interview,
if less than half of your employees would recommend the experience that candidate has must align with your
you to their network. employer brand or you’re almost guaranteed to lose them.
More than anything else, these statistics prove that As always, we’re excited to hear your thoughts on these
employer branding impacts every facet of the employer- (and other) hiring, selection and retention trends.
employee relationship. While it is most often associated
with recruitment, employer branding also affects employee
engagement, retention and even profitability. Source: builtin.com, Corporate Responsibility Magazine,
sharedxpertise.comPaFED NewEra - Page 17
PAFED 2021 AFAA Annual Meeting & Code
Schedule of Events Conference:
• May 4-5, 2021, “virtual” – with additional
presentations on 12, 19 and 26
PAFED Board of Directors Meetings:
• January 27, 2021 (Conference Call) NFSA Annual Seminar:
• April 28, 2021 • October 5-7, 2021, Cosmopolitan,
• July TBD, 2021 Las Vegas, NV
• October TBD, 2021 • May 3 - 6, 2022, Sheraton Sand Key,
Clearwater Beach, FL
PAFED Conferences:
NFPA Conference & Expo
• 2021 Fall Conference
o October 20 – 22, 2021 at Holiday Inn • 2021 postponed – “virtual” events to be
Harrisburg Hershey announced…
• June 6 – 9, 2022, Boston Convention &
NAFED Regional Conferences: Exhibition Center, Boston, MA
• May 7-8, 2021 – Chicago, IL AFSA Annual Convention:
• June 3-4, 2021 – Las Vegas
• June 23-24, 2021 – Atlantic City, NJ • September 18 - 21, 2021, JW Marriott
San Antonio Hill Country, San Antonio, TX
FSSA Annual Forum: • October 15 – 19, 2022, Bellagio,
Las Vegas, NV
• (TBD) 2022PaFED NewEra - Page 18
PAFED Conference Update
By: Brian Burkholder; Conference Chair
With the disappointment of having to cancel the in-person and of course the financial commitment everyone in this
conference in 2020 the board looks forward to the 2021 organization makes worth every penny.
conference. We are all happy to be done with 2020 and
I know we all have that one person whether it be a
as most business owners, mangers and employees look for
manufacture representative, accountant, expert on an
new opportunities in the new year, the board and conference
individual service or the world’s greatest operations person
committee are optimistic for what is to come.
that has made an impact on how we conduct business and
I would like to welcome Trevor Derr to the conference meet goals set forth for the company.
committee and his newly appointment to the PaFED board.
We at the Board and Conference Committee would be
He has hit the ground running and brings not only new ideas
thrilled to speak with these individuals and showcase their
but a fresh perspective to the organization.
talents and fresh ideas to spread to the whole organization.
This year’s conference is slated to be held in Grantville, Since this is an organization built around every member
Pa on October 20-22 and is shaping up to be a time for and every company to help us grow, but also as individuals,
learning, sharing and as always networking with your peers. we would be more than grateful for one introduction or
As we all in the organization struggle with different aspects suggestion from every company that is a member.
of our business and look for better ways to handle training,
We are so grateful for the support for the organization and
customer retention, and how to make the business profitable
for any and all input received from all of the members. I look
to name a few.
forward to speaking on any requests and suggestions given!
This is where PaFED looks to bring everyone together to
Please reach out to me or Trevor Derr at:
address the concerns and offer a path that can help all of
us be more successful. From technician to office staff to • Brian Burkholder – brian@glkreiner.com
the owners we hope to offer the best information and make
your return for taking the time out of your busy schedules • Trevor Derr – trevorderr@kintcorp.com
“THE PAFED CONFERENCE WE DON’T WANT TO HOST”
“Special THANKS to Mike Powell for his artistic conference contribution”…PaFED NewEra - Page 19
PaFED NewEra - Page 20
NFPA Releases
2021 Editions of NFPA 17, NFPA 17A, and NFPA 96
By: Norb Makowka
The National Fire Protection Association (NFPA) has released the 2021 editions of:
• NFPA 17, Standard for Dry Chemical Extinguishing Systems
• NFPA 17A, Standard for Wet Chemical Extinguishing Systems
• NFPA 96, Standard for Ventilation Control and Fire Protection of Commercial Cooking Operations
To purchase copies of these standards, visit nfpa.org/Codes-and-Standards.
When reviewing a NFPA standard, you need to know that the NFPA uses various symbols to indicate
revisions from the previous edition of a standard.
Text revisions to previous edition are shaded.
⌂
A before a section number indicates that words within that section were deleted and a ⌂ to
the left of a table or figure number indicates a revision to an existing table or figure. When a
chapter was heavily revised, the entire chapter is marked throughout with the⌂ symbol.
Where one or more sections were deleted, a • is placed between the remaining sections.
Chapters, annexes, sections, figures, and tables that are new are indicated with an N.
Note that these indicators are a guide. Rearrangement of sections may not be captured in the markup,
but users can view complete revision detail in the First and Second Draft Reports located in the archived
revision information section of each code at www.nfpa.org/docinfo.
Any subsequent changes from the NFPA Technical Meeting, Tentative interim Amendments, and Errata are
also located there.
Here are some of the main revisions in the 2021 Editions.
NFPA 17
Many of the revisions to NFPA 17 involved clarifications and correlation with other standards.
New sections were added to 5.9 Piping to address piping hangers and supports for engineered
dry chemical systems to be consistent with the requirements of NFPA 12 and NFPA 2001.
A new Section 11.5.1.1 was added that describes what parts of dry chemical systems are
exempt from hydrostatic testing.PaFED NewEra - Page 21
NFPA 17A
Many of the revisions to NFPA 17A involved clarifications and correlation with other standards especially
NFPA 96. However, a major change for the 2021 edition of NFPA 17A is the addition of a new Chapter 6
which addresses wet chemical extinguishing systems for mobile equipment. Therefore, all subsequent
chapters have been renumbered.
The scope of the standard has been revised to include minimum requirements for mobile
equipment systems.
A definition for mobile equipment was added, “Section 3.3.1.1* Mobile Equipment
Wheeled, skid-mounted, track-mounted, or rail mounted equipment capable of moving or being
moved, not including mobile or temporary cooking operations.”
Section 4.4.4.6.1 requires a manual reset relay for electric gas shutoff valves.
Section 8.3.3.1.1 adds a method of testing for blocked discharge systems piping during the
semiannual maintenance or after any system discharge.
A new Section 11.5.1.1 was added that describes what parts of wet chemical systems are
exempt from hydrostatic testing.
NFPA 96
Although many of the revisions to NFPA 96 involved clarifications with other standards especially NFPA
17A; the major change to the 2021 edition of NFPA 96 is the addition of a new Chapter 11 dealing with
cooking operations for mobile and temporary cooking operations. This is the information that was in the
previous normative Annex B. Therefore, all subsequent chapters have been renumbered.
Section 1.1.3* was added to the Scope of NFPA 96 that states, “Cooking Equipment used in
fixed, mobile, or temporary concessions, such as trucks, buses, trailers, pavilions, tents, or any
form of roofed enclosure, shall comply with this standard.”
New requirements were added to Sections 4.6.3, 4.6.4, and 4.6.5 requiring notification of the
AHJ of any inspections, as well drawings and schematic requirements for all exhaust systems.
A new section 7.6.2 was added to address exterior ductwork installations for mobile and
temporary cooking operations.
Many sections were added to NFPA 96 to identify specific requirements that are not applicable
to mobile and temporary cooking operations.
The review of the standards provided here is just a sampling of the revisions in these standards. There
are many other editorial, correlations, and clarifications that were included in the 2021 editions of these
standards. You must review the entire document for a complete understanding of new requirements. You
should purchase the new editions of these standards to ensure you know and comply with the latest edition.
To purchase copies of these standards, visit nfpa.org/Codes-and-Standards.
NAFED wishes to thank Larry Angle of M Jacks Fire & Safety for his service as NAFED’s principal
representative on the Technical Committee on Dry and Wet Chemical Fire Extinguishing Systems and the
Technical Committee on Venting Systems for Cooking Appliances.
Reprint permission provided by NAFED.PaFED NewEra - Page 22
PaFED NewEra - Page 23
Pennsylvania Association of Fire Equipment Distributors (PaFED) 2501 West 12th Street • Suite #253 • Erie, PA 16505 P: 888-923-3473 or 814-835-2302 F: 814-838-5127 E: Info@PaFED.ORG RETURN SERVICE REQUESTED
You can also read
