WESTERN LAMPAC 2016 SPRING CONFERENCEwesternlampac.org › 2016 SPRING CONF › TUESDAY MAY 24 2016...
Transcript of WESTERN LAMPAC 2016 SPRING CONFERENCEwesternlampac.org › 2016 SPRING CONF › TUESDAY MAY 24 2016...
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WESTERN LAMPAC 2016 SPRING CONFERENCE
SANDIA RESORT AND CASINO
ALBUQUERQUE, N.M.
MAY 23-25, 2016
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Outside Line 2016Western LAMPAC Spring Conference
May 24th, 2016
Albuquerque, NM
Jason Iannelli
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Outside Curriculum
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• Personal Protective Grounding (PPG)
•
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Simulator reviews
• Voltage Regulator https://www.3dinternet.com/demovideos/voltageregulator/
• Grounding https://www.3dinternet.com/Bonding_Grounding/video.html
• Distribution Switching and Troubleshooting https://3dinternet.com/demovideos/distributionswitching/
• Substation https://www.3dinternet.com/demovideos/substationtraining/
• Live Line (Barehand)
• Recloser
• Operating Breakers safely
• Underground Atmospheric Testing
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• National Cable Splicing Certification Board (NCSCB)• Trenton, NJ – Laurel, MD – Medway, OH – San Bernardino, CA
• CET Courses
Electrical Theory Simulator - Hazardous Locations
Milwaukee Test and Measurement Academy - Transformer
Principles and Applications - Transformer Simulator
Westex Electrical Safety - Effective Cover Up
Outside Transformer - Personal Protective Grounding
Salisbury Rubber Good Academy
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Videos
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NTIJuly 30th – August 5th Ann Arbor MI
• Classes Offered
• 3D Internet – Simulator training
• 3M – Medium voltage cable splicing
• TTT for Introduction into new LMS
• Rigging Theory
• Rigger Signalman
• Transformers (Josh Nichols)
Sportsman Day on Wednesday 8/5/16
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Thank You
Jason Iannelli – Director of Outside Curriculum
301-715-2352
Virgil Melton
301-715-2315
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WESTERN LAMPAC 2016 SPRING CONFERENCE
SANDIA RESORT AND CASINO
ALBUQUERQUE, N.M.
MAY 23-25, 2016
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JIM HUNTERDirectorIBEW Utility Department
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
Reliability
Reliance on one source of generation
Building new transmission
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
FULL COMMITTEE HEARING: Keeping the lights on – Are we doing enough to ensure the reliability and security of the US electric grid?
SD-366 Senate Dirksen Building, April 10, 2014
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
Including the latest announcements from Dynegy,100,000 Megawatts of Coal Generation have closed
since 2010.
“Dynegy Rips System Operator for Power Plant Closures”By Paul Ausick May 5, 2016 1:10 pm EDT
Merchant power generator Dynegy Inc. (NYSE: DYN) said on Tuesday that it will shut down three of its Illinois coal-fired stations by March of 2017 because the units failed to recover their basic operating costs in the most recent Midcontinent Independent System Operator (MISO) capacity auction. Dynegy had earlier said it will close a fourth Illinois station for similar reasons.
In all, the four closures comprise 2,800 megawatts of generation capacity in Illinois, or about 30% of the generating capacity in the southern part of the state. Dynegy also noted that the three plants slated for closure earlier this week support nearly 4,000 direct and indirect jobs and $1 billion in annual economic activity in the region.
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
Nuclear Closings
Already closed: Vermont Yankee, San Onofre, Crystal River, and Kewaunee
Scheduled to close: Fitzpatrick, Pilgrim, and the latest Fort Calhoun
Plants at risk of closing: Clinton, Davis Besse, Indian Point, Millstone, Nine
Mile Point, Palisades, and Ginna.Diablo Canyon?
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
The EPA Clean Power Plan
Held up in court until 2018WV Attorney General
Latest news is District court to hear the case en banc Sept. 27th.
How the States fall in the lawsuit
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
We are becoming dependent on gas.
Coal units are being idled due to low gas prices, low loads, and new
renewables.
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
Will LA's historic gas leak knock Hollywood's lights out this summer?California energy agencies warn of
blackouts stemming from the record gas leak at Aliso Canyon.
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
Renewables need to be built where the resource is available, which
means large transmission lines to transport the power from the source
to the load centers and to tie different parts of the country
together.
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
DOE meeting on QER 2, May 6, 2016
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
Clean Line’s projects connect the lowest-cost
wind resources to major demand centers
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
Plains & Eastern Clean Line Transmission ProjectParticipation Agreement Overview
IntroductionOn March 25, 2016, the Department of Energy (“DOE”) and certain subsidiaries of Clean Line Energy Partners LLC (collectively, “Clean Line”) entered into a Participation Agreement with respect to DOE’s participation in the Plains & Eastern Clean Line transmission project in Oklahoma and Arkansas.
Ownership of FacilitiesClean Line will own 100% of the project’s facilities located in Oklahoma.Clean Line will own 100% of the project’s facilities located in Tennessee.DOE will own 100% of the project’s facilities located in Arkansas.
Rights to Electrical CapacityClean Line owns 100% of the project’s electrical capacity. Clean Line has the right to market, use, and sell transmission services relating to such electrical capacity pursuant to transmission services agreements (“TSAs”) and other specified contractual arrangements.
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
Real Estate AcquisitionGenerally: Clean Line has primary responsibility for acquiring all project real estate rights, and the acquisition of such real estate rights is at the sole cost and expense of Clean Line.
DOE Voluntary Acquisition: In the event Clean Line is unable to acquire real estate rights in Oklahoma or Arkansas despite using its commercially reasonable efforts, DOE will conduct voluntary right-of-way acquisition with respect to such parcels. Prior to DOE’s obligation to do so, Clean Line must satisfy certain conditions precedent, including the following:
Execution of 1,500 MW of TSAsDelivery of equity commitments sufficient to fund DOE’s acquisition costsExecution of purchase options for converter station real estate rightsCompletion of certain studies and agreements with SPP, MISO and TVACompletion of certain design, engineering and management activities Execution of an insurance agreement with DOE
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
Renewable Energy Clean Line must use commercially reasonable efforts to use at least 75% of the project’s transmission capacity for the transmission of renewable energy resources.
Participation Amount From and after project completion, Clean Line will pay DOE 2% of the gross revenues received by Clean Line from the sale of transmission service in connection with the project. DOE will use these amounts to offset the costs of federal hydropower infrastructure or for other authorized purposes.
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WESTERN LAMPAC 2016 SPRING CONFERENCE
SANDIA RESORT AND CASINO
ALBUQUERQUE, N.M.
MAY 23-25, 2016
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Brian Wolff
Executive Vice President, Public Policy and External Affairs
Edison Electric Institute
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We Are a Vital Part
Of America’s Economy
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Our Approach to Grid Security
Standards
Physical
Cyber
Industry-Government Partnership
Electricity Subsector Coordinating
Council (ESCC)
Electricity Information Sharing & Analysis Center
(E-ISAC)
Partnerships with federal, state, &
local governments
Incident Response
Grid Resiliency
Mutual Assistance
Spare Equipment Programs
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37
The Electricity Subsector Coordinating Council
has focused on improving the security of
the power grid by:
- Planning and exercising coordinated responses to attacks or
major disruptions to the grid
- Making sure information about threats is communicated quickly
among government and industry
- Deploying government technologies on
electric power company systems that
improve situational awareness of
threats to the grid
- Cross-sector coordination with other
critical infrastructure sectors
Addressing Threats to the Power Grid
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Industry Goal
Attain Customers’
Desired Level of Electric
Reliability . . .
. . . And Society’s
Clean Energy Policy Goals . .
. . . At as Low a Cost to
Electricity Customers as
Possible.
Sustainability AffordabilityReliability
Strike a Balance Among Reliability,
Sustainability, and Affordability
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LegislativeUpdate
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Preserved Key Provisions- Improvements to federal permitting processes for natural gas
pipelines, energy transmission, and hydropower projects
- Repeal of a ban on using fossil fuel-generated energy at
federal buildings
Stopped King-Reid Amendment- Amendment from Senators Angus King and Harry Reid would
have created a one-size-fits-all federal mandate related to
distributed generation.
- State authority over net metering programs would be in the
hands of the Feds.
Comprehensive Energy Bill
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Surface Transportation Extension - Longest surface transportation extension in a decade
- Promotes electric transportation and carries key bills related to grid
reliability and grid security
Omnibus Appropriations Package - Includes cybersecurity information sharing and liability protection
legislation that will enhance communication among the federal
government, energy companies, and other critical infrastructure industries
Reauthorization of the Surface Transportation Board- Regulates the rail shipment of coal
- The first reauthorization of the STB since its creation 20 years ago
Other Congressional Activity
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2016 Senate Outlook Races
to Watch
Sources: The Cook Political Report, “2016 Senate Race Ratings for March 25, 2016,” March 25, 2016; Conversation with Charlie Cook: 2016 Election Preview, National Journal LIVE, November 3, 2015.
OH
WV
VA
PA
NY
ME
NC
SC
GA
TN
KY
IN
MI
WI
MN
IL
LATX
OK
ID
NV
OR
WA
CA
AZ
NM
CO
WY
MT ND
SD
IA
UT
FL
AR
MO
MS AL
NE
KS
AK
HI
DE
RI
VT
NH
MA
CT
NJ
MD
DC
Vulnerability of Senate Seat, by Party
■ Solid Democrat ■ Likely Democrat ■ Lean Democrat ■ Toss Up ■ Lean Republican
■ Likely Republican ■ Solid Republican ■ No Senate Race in 2016
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Policy Action on Net Metering
Source: North Carolina Clean Energy Technology Center & Meister Consultants Group, The 50 States of Solar: 2015 Policy Review and Q4 Quarterly Report, February 2016.
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NARUC Rate Design Manual
“The IBEW believes that continued
investment in the power grid – and
in jobs – is critical, and we support
efforts by NARUC to review utility
rate design to ensure that electric
power companies are fully
compensated for the services the
power grid provides now and in the
future.”
- LONNIE R. STEPHENSON
IBEW International President
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FTC Solar Workshop
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EEI Education & Advocacy Strategic Initiative
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CreateA Positive Platform For Change
A Marathon, Not a Sprintvs
Not Recreatingthe Wheel and Not a Campaign
Create a National Backdrop
Proactive, Not Reactive
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Educate Key Audiences1
Tell the Industry Story2
Create a Common Language3
Secure Positive Policy Outcomes4 Our Goals
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Laying the Foundation
Federal and State
Policymakers
Industry
Consultants
Large Key Account
Customers
Targeted Industry and
Business Leaders
Media
Member
Companies Stakeholder and
Elected Official
Groups
Financial
Community
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Our Messages
Customer-
Driven
Value-Focused
Smarter, Stronger
Power Grid
CleanEnergy
InnovativeEnergy
Solutions
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WESTERN LAMPAC 2016 SPRING CONFERENCE
SANDIA RESORT AND CASINO
ALBUQUERQUE, N.M.
MAY 23-25, 2016
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ADAPTING TO TECHNOLOGY
How to support innovation and manage change
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Adapting to Change
56
■ Click image or here to view video
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“It’s not so much that we’re afraid of change, or so in love
with the old ways, but it’s the place in between that we
fear… it’s like being between trapezes. It’s Linus when
his blanket is in the dryer. There’s nothing to hold on to.”
- Marilyn Ferguson, Author
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Understanding and Engaging
Discussion Topic Exercise:
• Implementing new technologies is critical to our future success because…
• Implementing new technologies actually undermines our ability to be successful because…
58
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Changing Work Place
■ Today organizations need to continuously adapt to
survive and prosper
■ Adapting often requires shifting to a technology driven
work environment
■ Technology can advance organizations in several ways
■ There are inherent difficulties of implementing change
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Technology could you not live without?
■ Internet
■ Smart Phone
■ GPS
■ Personal/Work Computer
■ Cable/Satellite TV
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Drivers
Champions
Supporters
Critics
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Generations in the Workforce
Approach When to UseGenerational Communication and Culture
Silent
Generation
1929-1945 Formal Written
“Send me a Memo”
Hierarchal
Baby Boomers 1946-1964 Schedule Conversation
“Lets meet”
Collaborative
Generation X 1965-1978 Regular Feedback
“Send me an email”
Entrepreneurial
Millennials 1979-1997 Fast & Frequent
“Text Me”
Peer Relationships
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There WILL be resistance…
Lack of competence and/or
skills
Not being
consulted
“Seen this before”
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Approach When to use
Keys to Managing Resistance?
1. Structured change approach
2. Engage leadership and champions
3. Communicate and listen
4. Train and support people
5. Adapt as needed
6. Reinforce Change
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Stakeholder Assessment
1. Understanding
2. Readiness
3. Capacity
4. Support
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WESTERN LAMPAC 2016 SPRING CONFERENCE
SANDIA RESORT AND CASINO
ALBUQUERQUE, N.M.
MAY 23-25, 2016
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AlbuquerquePresentation
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Different Sector, Same Issues
1. Capital – Intensive
2. Middle-Class Workforce
3. Necessary Service
4. Substantial Government Intervention
5. Facing Major Change
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Breakdown of Consensus
1. Economic Growth
2. Technological Leader
3. Strong Middle Class
4. Access To Resources
5. National and Personal Security
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“The End of Alchemy”
1. Economic Dislocation
2. Radical Uncertainty
3. Prisoner's Dilemma
4. High Expectation/Low Trust
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Industry Problems
1. Anti-Incumbency
2. Pressures Against Working Together
3. Blamed For No Clear Answer
4. Fascination With The Shiny Penny
5. Single Issue Vision
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An Opening
1. Product Demand
2. Public Involvement
3. Existing Franchise and Existing Workforce
4. We Can’t Forsake This Generation
5. Solving Part of The Problem Isn’t Enough
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An Answer
1. Responds To The Full Problem
2. Demands Government Act Accordingly
3. Aligns Industry Interests
4. Built On Concept Of Creative Transition
5. Is Viewed As Truly Actionable
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Actionable Outcomes
1. A Low Carbon Economy
2. Accessible And Affordable To All Consumers
3. Economic Returns To Generators, Distributors and Investors
4. Technologically Proficient High Skill Middle Class Workforce
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WESTERN LAMPAC 2016 SPRING CONFERENCE
SANDIA RESORT AND CASINO
ALBUQUERQUE, N.M.
MAY 23-25, 2016
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Generations(Weston, Blauth, McDaniel, Perrin)
• Group of people born in the same general time span who share some life experience
– Historical events
– Pastimes
– Heroes
– Work experiences
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Who Are You?• Traditionalists (1900 – 1945) – Great Depression,
WWII, Korean War, … John Wayne, Joe DiMaggio
• Boomers – (1946-1964) – Suburban sprawl, television, Vietnam, Watergate, … Martin Luther King Jr. and Dr. Spock
• Gen X-ers – (1965 – 1980) – Sesame Street, MTV, PCs, Divorce, latch-key kids, … Michael Jordan, Bill Gates
• Millennials - Gen Y – (1981 – 2000)- digital cameras, social media, YouTube, 9/11, Katrina, … Mark Zuckerburg.
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Recognize These?
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Workforce Makeup
• Today, there are at least three distinctive generations in the workforce.
• Boomers are team players, love social interaction at work and invest time to work their way up
• Gen X-ers are sceptical, determined to do a good job but also go home and have a life
• Millenials (Gen Y-ers) have little patience, if they’re not happy… They leave.
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Boomers (1946-1964)
• Focus on the American Dream
• Value loyalty
• Equal rights
• Team Oriented
• Good communication skills
• Live to work
• Competent
• Want to make a difference
• Able to handle crisis
• Ambitious
• Ethical
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Gen Jones (1953-1965)
• As teens in the 1970’s—popularized the slang term “jonesin’” (meaning a craving or yearning)…
– turned out to be a core personality trait of this generation of huge expectations left unfulfilled
• Between the personality extremes of the Boomers’ idealism and the Xers’ cynicism lies the more balanced mainstream “Jones” quality
• The “keeping up with the Joneses” connotation reflects a collective competitiveness of the Generation Jones birth years
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Gen X-ers ( 1965-1980)
• Latch-key kids
• Angry but don’t know why
• Confident
• Pampered by parents
• Results driven
• Self sufficient
• Project oriented
• Strong sense of entitlement
• Willing to take on responsibility
• Work/life balance is important
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Mil/Gen-Y Characteristics(1981-2000)
• Refuse to work a job that does not bring them a sense of joy.
• Care about the earth and servicing their community
• Text one another, IM, watch each other on YouTube, and sometimes do all three at the same time!
• Do NOT care about what you have to say unless you have been endorsed by their friends. – They care about what their community says, and they
take each others recommendations VERY seriously.
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Traditionalist Baby Boomers Generation
X-ers
Millennials /
Gen Y-ers
Core Values Respect
Authority
Conformers
Discipline
Optimism
Involvement
Skepticism
Fun
Informality
Realism
Confidence
Extreme Fun
Social
Family Traditional
Nuclear
Disintegrating Latch-key Kids Merged Families
Education A Dream A birthright A way to get
there
An incredible
expense
Communication
/ Media
Rotary phones
One-on-one
Written memo
Touch-tone
phone
Call anytime
Cell phones
Internet
Text messaging
Photo phone
Social media
Money Pay cash
Save
Buy now/ pay
later
Cautious
Conservative
Save
Earn to spend
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Traditionalist Baby
Boomers
Generation
X-ers
Millennials /
Gen Y-ers
Work
Ethic
• Hard Work
• Respect
authority
• Sacrifice
• Duty before fun
• Adhere to Rules
• Workaholics
•Work efficiently
•Crusading cause
•Personal
fulfillment
•Desire quality
•Question
authority
• Eliminate the
task
• Self-reliance
• Structure and
direction
• Skeptical
• What’s next
• Multitasking
• Tenacity
• Entrepreneurial
• Tolerant
• Goal oriented
Work Ethic
Work
Struggles
• Respect for
Diversity
• Uncomfortable
with conflict
• Reticent
to take leave
• Technology
• Sharing
praise/rewards
• Balancing work
and family
• Career
development
• Office politics
• Skeptical /
distrustful of
authority
• Respectful
communication
• Functional
literacy
• Supervision
• Structure
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Gen Y Invented by the Boomers
• Boomers raised Gen Y to believe that they can do anything and be anything.
• Boomers made their lives easy enough that they now believe they deserve to live first and work second. (How dare them!)
• So the first thing Boomers have to do is stop being pissed off at their own creation and embrace the brilliance of this Gen Y community.
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Gaylord Focker Trophy Case
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Gen Y’s Four Main Motivators
• Challenging, stimulating and varied work -work on a variety of projects ,learn and use new skills
• Pay - high self esteem gives high expectations, and if they feel pay is low, they feel undervalued. May also be paying off school loans.
• Career growth learning and development - need to know how the tasks they are assigned now will fit into the “big picture” of overall career.
• Enjoyable work environment - all about interacting with their peers…don’t want to be isolated. Want their work environment to be fun.
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Gen Y-ers
• Demotivated by four factors:
– boredom
– a lack of respect or recognition
– an inability to learn, grow and develop
– having a bad boss
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How Do You Reach Them?
• Understand that Gen Y is an “experience” culture.
• Don’t want to be told what to like or what to do.
• Want to experience the world for themselves and pass their own judgment.
• Love to be in the trenches of life, and they want to be there with their friends.
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How to Earn Their Respect
• AUTHENTICITY
• They don’t waste time on people who are not being real with them. – Authentic is cool.
– Authentic is truthful.
• This generation has seen it all, from televised wars to 9-11 to the hanging of Hussein.
• They know real when they see it, and it takes them all of three seconds to pass that judgment.
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How to Connect with Millenials /Gen Y-ers
• START by listening
• Hang out with them.
• Experience life with them.
• Respect them.
• Their outlook on life will change you.
• ---------------------------
• Note: Tattoo parlors (36 percent of them have at least one tattoo)
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Generation Differences in the Military
• Senior officers didn’t understand social media
– Blocked access to MySpace, YouTube and other sites
– Appalled to see junior officers still using Facebookto organize their squadrons
• DOD Decision –
– Forbid the behavior and lose benefits of online
– Risk wrath of senior officers who didn’t understand it
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Generation Differences in the Military
• Traits of Millennials (Gen Y-ers) adverse to Military Tradition– Adoption of culture (baggy clothes, piercing,
tattoos)
– Casual indifference to distinctions (race, ethnicity, sexual orientation) e.g. “Don’t Ask Don’t Tell –feels absurd to them– there is no shame in asking or telling.
– Most tolerant generation on record
• The oldest members are Navy lieutenants and Captains in the Air Force, Army and Marines
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Military: Need to Work On
• Inexperience in negotiating agreements
• Deficient in face-to-face social skills
• Inability to ‘win hearts and minds’
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Generation Gap Overemphasized
Are we Victims of stereotyping ---- Blind to commonalities ?
• Boomers, X-ers, and Millennials have same expectations from employers
– Work on challenging projects
– Competitive compensation
– Opportunities for advancement and learning
– Fair treatment
– Work/life balance
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All Generations Must Fulfill the Mission
• Differences can be tolerated as long as they do not interfere with the mission– Cell phones on emergency responses
– Taking their time when alarm goes off (can’t get out of bed– or won’t stop task)
– Disregarding a command because you don’t like the tone of the officers voice (or don’t like the officer)
– Disregard policy • Wearing proper uniform – not FDNY t-shirts on duty
(unless you work for FDNY)
• Tobacco - (chew because you can’t smoke)
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Focus on Shared Values
• Similar ‘top’ values – Family tops the list for all generations
• Everyone wants respect – though not defined the same way.– Boomers – “give my opinions the weight deserved”
– Millennials/ Y-ers – “listen to me…pay attention to me”
• Nobody likes change – age is not a factor… Has to do with what you will loose/gain
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Focus on Shared Values
• Loyalty depends on context – e.g. hours at work – older workers may spend more time because they are at a different level.
• Everyone wants to learn – want to have the education needed to perform well
• Everyone likes feedback – want to know how they are doing/ what they can do better
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Ways to Minimize Differences
• Avoid characterizations based on age – “Old Farts vs. Young Punks”
• Focus on Similarities- use body part analogy
• Recognize that change occurs – punch card, floppy disks, thumb drives wireless
• Recognize value – keep what works from the past and be open to new ideas
• Become curious for the unknown – desire knowledge
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Ways to Minimize Differences
• Ask questions rather than make statements –teachable moments (e.g. Do you think that was the best approach?)
• Define acronyms – IT people have great difficulty talking with non IT people
• Paraphrase before answering – (Your perception and their intended point may be very different)
• Acknowledge when someone of a different age is correct – maturity, learning and experience can enlighten
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Advice for Boomers
• Get to the point
• Avoid clichés – be genuine
• Learn to use technology
• When making assignments explain the expected endpoint (then let them figure out how to achieve it) … their ways may not be the same as yours
• Communicate benefits
• Lighten up!
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Advice for Y-ers
• Show respect for Boomers
• Take your time- get to know people (not just the task)
• Be friendly – relationships are important
• Choose face-to-face conversation
• Give your full attention – don’t do something else when talking to someone
• Learn the job… don’t just want to LOOK the Part
• Learn the structure/ politics of the organization
• Learn the history– seemingly odd decisions are often based on history
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Advice for Managers
When communicating with:
• Gen X-ers – don’t waste time, be direct/ straightforward, avoid corporate speak, send email with details
• Millennials/ Gen Y-ers – be positive, send a text message, tie to personal goals or to goals of the team, don’t be condescending, avoid cynicism and sarcasm.
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Ideal Leader for all Generations
• Lead by example
• Act as a coach/mentor
• Be accessible
• Encourage followers by helping them see how they contribute to organization
• Challenge followers
• Hold others accountable
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Where and How did Kennedy Die?
• In Dallas from a gunshot
• In a plane crash in Martha’s Vineyard
• Of a brain tumor at home
• Who’s Kennedy
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Contact Info
• www.iaff7thdistrict.org
• 7th District Facebook
• Twitter at RickyWalsh
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WESTERN LAMPAC 2016 SPRING CONFERENCE
SANDIA RESORT AND CASINO
ALBUQUERQUE, N.M.
MAY 23-25, 2016