Penhall Company prides itself on going ‘green’ with its demolition services!
Penhall Company can partner with general contractors and owners wishing to obtain LEED certification on their construction projects to help them achieve LEED credits during the building demolition.
Concrete is one of the greenest building materials. In most cases, 100% of concrete debris generated during building demolition can be recycled and reused. Processed concrete is taken to crushing sites where it can be turned into base material for reuse. In 2022, Penhall Company reused and recycled more than 290,000 tons of concrete.
Ferrous and non-ferrous metals are usually separated at the job site to be recycled and diverted away from landfill. In 2022 Penhall Company recorded more than 12,000,000 lbs. of recycled metal.
Construction Debris, consisting of materials other than metals and concrete, such as wood, drywall, flooring materials, etc., can be sent to diversion stations. At these stations, our hauling and disposal partners maintain strict logs of the tonnage of material separated and sent for recycle or reuse versus the landfill. Most diversion stations offer a 75% to 90% diversion rate.
Filter Press Operation – Penhall Company uses a Filter Press System in several of our branch offices where slurry water is sent to the filter press for filtration and dewatering, returning 90-95% reusable water. We also recycle water in our grooving and grinding operations on airport runways and roads/highways. In 2022,
roughly 2,545,000 gallons of water were reclaimed for reuse in concrete cutting, coring, grooving, and grinding operations.
Penhall Company is proud of the work we do in supporting our local communities, staying active recyclers, and keeping our employees engaged in the safety of everyone at a jobsite.
Penhall Company continuously participates in volunteering in our local communities and hosting fundraising events throughout the year. In 2022, the Company contributed to 23 local charities, donating more than $100,000 in contributions. Our employees also donate their time and energy to various customer charity events, as well as donating food and other contributions.
All Penhall 38 branches participate in a recycling program doing their part on staying green
Penhall Company believes that recognition of positive safety behavior, participation and results is a key component to maintaining a strong safety culture. Work teams and individuals are recognized through web-based publications, annual branch awards, luncheons, spot awards, and personal thank you notes. The Penhall Way app allows companywide communication, with more than 20,000 visits in 2022 and 89% user interaction on posts that are shared.
See an accident waiting to happen, or unsafe working conditions? Stop Work Authority is a key part of Penhall Company’s safety culture. All employees have a responsibility and authority to stop any work that presents a danger to themselves or others. All employees are issued a Stop Work Authority card signed by the Chief Executive Officer at the time of onboarding. Stop work authority was used 241 times in 2022, preventing potential injuries to our employees, customers and contractors.
Penhall Company values the health and safety of every employee, offering the Employee Assistance Program (EAP) that provides anyone dealing with a wide range of challenges, including substance abuse and mental health challenges, to seek help. Early recognition and treatment of mental health challenges and substance abuse problems is key to successful treatment. This service is free of charge to all full-time Penhall employees and their family members.
At Penhall, we want our employees to think about their financial future for themselves and the ones they are close to. Partnering with Marsh McLennan Agency employees are offered free financial counseling, retirement planning, and financial budgeting programs throughout the year.
In 2018 Penhall Company began changes to improve safety culture and performance to include leadership and process changes. Penhall Company has had improvement in both injury frequency and injury severity across its operations as new processes and expectations became integrated into our operations.
Penhall Company utilizes a behavior-based observation process giving employees a goal of 10 observations a month. This allows employees to observe work and then provide feedback to individuals or work teams involved on safe and at-risk behaviors or conditions. It is all about coaching, teaching, and mentoring our employees to become safe and productive workers. The work observations are recorded and tracked through a phone-based application. Penhall Company completed over 12,500 behavior based safety observations in 2022. The resulting data is then used to identify improvement opportunities and reduce risk on our job sites for our employees, customers, and other subcontractors.
Penhall Company uses approved OSHA procedures and documentation when working on unique jobsites. Training toolbox talks are required when onboarding new hires. Employees are recognized for milestones while staying compliant. Penhall Company completes more than 50,000 safety training hours each year.
The Operate Safe Training Program is a training program combined with a written curriculum in binder form for utilization with on-the-job field training. Ensuring safety conscience, high productive technicians that are able to meet the needs and standards our clients have come to expect from the Penhall Company.
Penhall Company is committed to safety and business integrity. As part of that commitment, we require that our suppliers act similarly to ensure that working conditions at their operating locations are safe, that workers are treated with respect and dignity, and that suppliers enact measures to protect the environment.
Penhall is strongly committed to providing diverse, inclusive and equal employment opportunities, prohibiting all discrimination against all applicants and employees. Penhall is committed to making employment decisions based on merit, qualifications, business needs, and other job-related criteria without regard to an individual’s actual or perceived protected characteristic(s).