Corporate Social Responsibility

Our goal is to increase our “handprint” while decreasing our “footprint”.

History

Cincinnati Shaper Company was founded in 1898 by Perrin G. March, Now Cincinnati Incorporated in its 4th generation of ownership and leadership under Chairman, Christina March. CI has experienced growth in revenue, staff, and its national and global presence. It has evolved from its roots as a manufacturer of metal fabrication equipment to now one of a handful of U.S. based, built-to-order machine tool manufacturers. We engineer and build Automation, Press Brakes, Shears and Powder Metal Presses. Laser Cutting systems and Supported Software

We recognize that to provide best-in-class products and service, you need to have a best-in-class team. Even though we work across multiple locations throughout the country and around the world, our business approach calls for complete integration. To deliver on that process, we must always strive to think and perform as one team.

Our employees share a creative spirit of craftmanship, and we are enthusiastic about serving our customers. We also are committed to embracing sustainable best practices as a company through our efforts, and we believe in “giving back” to the communities where we work and live. We truly embody our Vision: By working together, we aspire to become the preferred supplier in the machine tool industry, emerge as an innovative leader delivering game-changing products, services, and technologies, and be recognized as a great place to work.

Meet the Leadership Team

  • Tim Warning

    Chief Executive Officer

  • Susan Hathaway

    Chief Financial Officer

  • Rakesh Kumar

    Sr VP and General Manager

  • Bill Mears

    Sr VP of Engineering, Operations, and Supply Chain

  • Donna Szarwark

    VP Human Resources

  • Larry Cychosz

    VP Information Technology

Employees and Locations

Throughout CI’s history, the company has grown to 420 employees. The manufacturing facility is located in Harrison, Ohio but we have employees located in over 30 states. Our products have also grown. Just as we needed to broaden our products, and technology offerings to better serve our customers, we also know that diversity among our employees will make us a better company. Diversity provides new ways of seeing, growing, improving, and learning.  In the manufacturing industry, your work is only as good as the people who create and execute it.  We are extremely proud of our employees and the value they add every day on behalf of CI. To learn more about how you can become a member of our extraordinary team of professionals, visit CI’s Paycor Recruiting Careers listing page.

Corporate Social Responsibility Reporting

CI provides access to company information, history, and service approach via our website. Internal policies are made available upon request.

Maintained with annual updates and now available via the CI website is this cumulative report reflecting all business operating practices and services.

CI’s fundamentals of our corporate social responsibility plan:

  • Do we produce products that can improve the companies we serve?

  • What are we doing for the community where we are located?

  • Are we fiscally prudent in the way we institute our improvements?

  • When we identify issues, how do we work to resolve them?

Following our Mission: To continuously improve upon our proud heritage by delivering high quality and innovative machine tool solutions to our Customers, providing for the well-being of our Employees, and enhancing value for our Stakeholders. Each product we offer impacts operations, environment, and communities of each of our customers. We promote this self-awareness by measuring quality, active reporting, shared information, and ongoing communications internally. We model this self-awareness of impact by partnering with communities where we work and live to sustain them and create positive change through civic engagement and socially responsible behavior.

Employees are given the option to join activities that suits their interest. Service activity is tracked voluntarily. CI moves to adopt support of our community as policy and an accepted part of our Cincinnati Incorporated Charitable Foundation (CICF) annual activities.

OWNIT Roadmap

  • Ownership – Accountability/Can do attitude/Integrity and Intellectual Honesty.

  • World Class- Analysis and execution, Employer of choice, Reliance on data and systems.

  • Naturally Curious – Never satisfied, best in class process, professionally humble.

  • Innovative – Anticipator of market needs, prioritized focus on growth and fiercely competitive.

  • Tactical – Fast failure yields faster success, visionary, simplification.

CI Good Deeds

  • Employee Opinion Survey

  • Employee Opinion Focus groups

  • All employee Town Hall meetings to report on the operational and financial status of all employees.

  • Communications and Announcements: Periodic internal email blasts from leaders and HR to all employees relaying overall messaging and announcements.

  • CI website

  • Employee engagement through the development of committees and wellness initiatives.

  • Maintaining design standards and operational policies delivered to our clients that incorporate best practices in sustainability and wellness.

  • Providing continuous education and personal development by promoting training and professional education and certifications via reimbursement and job advancement.

  • Continuous performance and professional development reviews.

Product Line-up

  • CI is committed to integrity, ethical and sustainable practices into every aspect of our operations, including engineering design and quality improvement processes. By prioritizing efficiency and durability in our machine tool designs, we not only enhance performance but also reduce resource consumption and waste generation. Through continuous innovation and stringent quality control measures, we strive to minimize environmental impact while maintaining the longevity and reliability of our products. Furthermore, we actively engage with our Stakeholders to ensure transparency and accountability, fostering trust and mutual respect within our community. Together, we are dedicated to advocacy and sustainability in the machine tool industry and creating a positive impact on both society and the environment.

  • In the realm of engineering machine tool manufacturing, prioritizing wellness in design is paramount to creating safer, more ergonomic, and ultimately more effective work environments. At CI, we recognize the direct correlation between employee well-being and productivity. Though thoughtful design considerations such as intuitive interfaces, adjustable features, and ergonomic layouts, we aim to minimize physical strain and fatigue while optimizing workflow efficiency. Additionally, we prioritize the integration of safety mechanisms and protocols to mitigate workplace hazards and promote a culture of wellness and safety. By championing wellness in design, we not only enhance the health and satisfaction of our workforce but also contribute to overall productivity and success in the manufacturing industry.

Civic Engagement

Our commitment to support our community through CICF range from helping local Children, Animals, Military, Seniors, and STEM. The mission is to partner with organizations and engage in activities that strengthen and create sustainable, positive change in the communities and environment.

In addition, the CICF shares Cincinnati Incorporated’s (CI) Code of Ethics and Business Conduct. The code of Ethics and Business Conduct provides a policy roadmap that documents the principles of CI’s core values and ethical beliefs that have existed for many years.

  • Uncompromising Integrity means staying true to what we believe. We adhere to honesty, fairness and doing the right thing without compromise, even when circumstances make it difficult.

    Continuous Respect for People means we treat everyone with dignity, as we would like to be treated ourselves. Continuous respect applies to every individual we interact with around the world.

    Community Leadership means giving back to the communities where our employees live and work through volunteerism and financial support.

    Environmental Stewardship means respecting and embedding the triple bottom line (people, planet, profit) in our business strategies and decisions.

  • We believe that communities are only as strong as those who are truly invested in them. Check out a list of organizations and projects:

    1. Joseph House

    2. Welcome Home Warriors

    3. Dog Training Elite

    4. Mary Margaret Health Foundation

    5. Pathway to Home

    6. Christ Loving Hands

    7. Harrison Fire Department

    8. Harrison Library

    9. Reach Out Pregnancy Center

    10. Liberty Foundation of Cincinnati and Hamilton County

    11. Meals on Wheels

    12. Harrison Senior Center

    13. Hospice of Cincinnati

    14. Ivy Tech Foundation

    15. Harrison Robotics

    16. Whitewater Technical Career Center

    17. Franklin County Humane Society

    18. Cambell County Animal Services

    19. Meals on Wheels for pet care

    20. Kilby Road Clean up

    21. Manufacturing Day

    22. DePaul Cristo Rey Program

    23. Nuts Boltz and Thingamajigs

    24. Harriston High School

    25. Folds of Honor

  • At CI, we are dedicated to fostering a culture of belonging. We firmly believe that embracing a variety of perspectives, backgrounds, and experiences enriches our workplace and drives innovation. We are committed to providing equal opportunities for all employees, regardless of race, ethnicity, gender, sexual orientation, disability, age, and other characteristics. Through initiatives such as training, policies, and support groups, we strive to create an environment where every individual feels valued, respected and empowered to thrive.

  • CI believes in conducting business with the utmost honesty and integrity and adhering to the highest ethical standards of conduct in our dealings with people including: customers, suppliers, governments, communicates, and within our own organization according to the principles and standards outlined in the Company Code of Ethics and Business Conduct. All employers are required to conduct themselves in accordance with these principles and standards in the course of his or her work.

    The Code is a guide in making the right decisions, but it can only serve as a general standard. Making the right choice is not always easy, and no written document can address every situation that you may face. If you ever have a specific question or seek specific guidance that may not clearly be covered by the Code, please reach out to your Supervisor, the Human Resource Department, the Management Team, or the Executive Chairman.

    View CI’s Code of Ethics Policy

  • CI is committed to open communication and encourages any employee to bring instances of conduct that are inconsistent with the principles and standards of the Code of Ethics & Business Conduct to the attention of Management. Employees can request a meeting with their supervisor, a member of the Human Resources Department or a member of the Management Team or send an e-mail or written letter to the Executive Chairman, CFO or VP Human Resources, or report it to the anonymous whistleblower hotline via telephone, website, email or fax. The whistleblower hotline contact information is posted on the Company bulletin boards and on the CI Intranet site. Any employee who reports in good faith instances of misconduct will be protected from punishment, reprisals, victimization, retaliation, or termination for reporting in good faith.

    CI also provides a reporting hotline for employees to anonymously call to report any ethical violations.

  • CI provides posters on the Lighthouse Ethics Hotline and information including a web-based address to file complaints and a phone number to report anonymous ethical concerns and addresses issues withing 48 hours to address the issue and keeps a record of topics.

Employee Support

CI operates business with a full support staff including human resources. The human resource group provides a CI employee handbook and sign off that they have read and understand the contents of the handbook. The handbook is posted on the company intranet and made available to all employees of CI.

  • The handbook contains the policies of CI relating to hours, wages, benefits, and other policies related to employment. CI policies are operating practices and rules of the company. These policies have been established for the benefit of CI to provide the best working conditions possible. It is not intended that any rule or policy shall work any injustice to any employee. The language of the handbook and the rules and policies stated in it are not intended to create, nor do they constitute, a contract between CI and any of its employees.

  • Equal Employment Opportunity

    Disability Accommodation

    Employment Application and New Hire Forms

    Background Checks

    Immigration Law Compliance

    Employment of Relatives

    Conflicts of Interest

    Outside Employment

    Confidentiality, No Solicitation and Non-Disclosure

    Employment Classification

    Introductory Period

    Corrective Action and Standards of Conduct

    Performance Evaluation- Professional Development System (PDS)

    Employee Data Changes

    Employment Termination

    Resignation

    Discharge

    Re-Employment

  • Health Insurance

    Dental Insurance

    Vision Insurance

    Life Insurance

    Voluntary life for self/family

    Short-term Disability

    Long-Term Disability

    401k

    Flexible Spending Account (FSA)

    Health Savings Account (HSA)

    Employee Assistance Program

    Tuition Reimbursement

    Steel toe shoe Assistance

    Uniforms

    Jury Duty

    Military Leave

    Parental Leave

    Bereavement Leave

    Family and Medical Leave

    Personal Leave

    Time off Request

    Vacation

    Personal Days

    Holidays

    Benefit Continuation (COBRA)

    Workers Compensation Insurance

    Company events/celebrations

  • Work Schedules

    Timekeeping

    Pay days

    Overtime (Non-exempt employees)

    Pay deductions

    Business Travel Expenses

    Referral Program

    Office Policies

    Emergency Closings

    Use of Phone and Mail Systems

    Computer and Email Systems

    Copyrights

    Internet Usage

    Workplace Monitoring

    Drug and Alcohol Use

    Reasonable Suspicion Testing

    Anti-Harassment

    Violence in the Workplace-Zero Tolerance

    Attendance and Punctuality

    Solicitation, Distribution, Posting

    Personal Appearance

    Return of Property

    Media Inquiries

    Conclusion

  • Accommodating workforce flexibility involves creating an environment where employees can effectively balance their professional responsibilities with personal needs and preferences. This can include offering flexible work hours, occasional remote work options, and the ability to adjust schedules to accommodate family obligations or other commitments. By embracing workforce flexibility, we empower our employees to achieve better work-life balance, which often leads to increased satisfaction, higher productivity, and greater retention rates. Additionally, it fosters a culture of trust and autonomy, where individuals feel valued and respected, ultimately contributing to a more dynamic and resilient workforce.

  • Education serves as the foundation, equipping individuals with knowledge, skills, and critical thinking abilities to navigate complexities and engage meaningfully with issues. Advocacy, on the other hand, amplifies vices, drives initiatives, and champions cause to enact systematic changes. CI uses education, awareness, and advocacy to drive progress and foster a culture of empowerment, and social responsibility.

Operations

Within CI, best practices in operations and management are consistently maintained. The following are initiatives that are actively being practiced or are projected goals moving to policy in CI’s future.

Procurement Policy

Guidelines for responsible procurement and extension of life cycle of materials as related to the business operations are being developed within CI.

Highlights include but are not limited to:

  • IT related equipment shall be Energy Star rated.

  • Energy efficient LED lighting and controls.

  • Water saving fixtures maximize water savings within base building tolerances.

  • Low emitting fixtures.

  • Specification of materials with controlled demand on raw materials.

  • Recycle or reuse of items where possible to divert from landfill, extend life of product or provide for secondary custody.

  • Specifications to acquire materials locally within a 500 mile radius when possible.

  • Lowers emission, highest energy efficiency HVAC.

  • Provide for indoor quality comfort and survey with remediation measures.

  • LED light fixtures and daylight harvesting controls where available. and as applicable with motion activated lighting in the plant.

  • Energy star rated appliance.

  • Responsive sourcing of supplies.

  • Reuse of used product when possible.

  • Limitation and consideration of conservative printing practices

  • Limitation and consideration of supplies

  • Recommendations and considerations for quality

Environmental & Wellness Initiatives

  • Reduced water usage by 127M gallons vis historic usage by upgrading HVAC and Controls

    Reduced electric consumption by $18k a year from HVAC upgrades.

  • Bins in every office area

    Totes in production

    Scrap metal recycling

    Pallet recycling

  • To reduce waste generation and optimize material usage CI recycles and reuses materials wherever feasible, as well as implements lean principles to streamline production and minimize resource consumption. We adopt energy-saving technologies and practices to help conserve energy and reduce greenhouse gas emissions associated with manufacturing. Moreover, implementing water conservation measures, such as recycling water used in machine processes to reduce our footprint to enhance sustainability and operational efficiency.

  • CI invests in energy-efficient machinery and technologies to reduce energy consumption during the manufacturing process.

    CI implements lean manufacturing principles to optimize production processes and minimize waste to reduce carbon emissions. CI also sources materials locally to reduce transportation-related emissions and incorporates recycled materials into manufacturing processes to lessen the environmental impact.

  • Replace Electrical substation and load center.

    Replaced traditional fixtures with LED energy-efficient lighting.

    Automated controls and sensors to regulate energy usage such as automatically shutting down equipment during periods of inactivity.

    Optimizing scheduling to maximize the utilization of energy-intensive machinery during off-peak hours when electricity demand and cost are lower.

    CI improves insulation and weatherization of manufacturing facilities to reduce heating and cooling energy requirements, thereby lowering overall energy consumption.

    Turn lights and equipment off when not in use.

  • New ERP System

    Readiness Assessment M4.0

    CIberDash

  • Plans for continuous improvements

    Standards or certifications to follow

    Global Reporting Initiative (GRI) or United Nations Sustainability Development Goals (SDG’s)

    Promote energy conservation awareness through training

    Look for ways to reduce reliance on grid electricity

    Success Stories of impact of our initiatives

    Illustrate impact of CSR initiatives to inspire Stakeholders

  • Paragraph to describe how we discuss our governing structure, Board oversight of CSR issues, ethical business practices and transparency in reporting.

  • Paragraph that describes How we engage Stakeholders, Employees, Customers, Suppliers, Community, Investors, to address CSR issues and gather feedback.

  • Metrics to measure, monitor and report impact of initiatives

    Energy consumption

    Waste diversion rate

    Volunteer hours

    Turnover rate

    Community investment

    Progress toward sustainability goals

  • Make a list of challenges and opportunities for improvement and innovation.

    Evaluate packaging to limit use of cardboard.

    Introducing IOT internally and externally when machines go down.

  • Supplemental materials such as tables, policy documents or feedback surveys