What does it take to convert paper and cardboard into a sturdy and absorbent wiper that, in its second life, cleans offices, kitchens, restrooms, and everything in between? Travel the recycling path to learn what it takes to accomplish this feat. Collection and sorting The first step is to collect the recyclables. This happens in communities nationwide through curbside recycling programs or at municipal drop-off sites. Once collected, the mixed recyclables are delivered to a materials recovery facility. There, workers sort the paper from plastic, glass, metal, and other items. To accomplish this, recyclables are placed on conveyor belts, where workers remove nonrecyclables, dangerous items (such as needles), and “tanglers” (plastic bags and hoses) that can jam machines. The recycling facilities use various mechanical sorting methods. For example, screens separate items by size and shape. Light paper rises to the top of the pile, while heavier glass and containers fall to the bottom. Magnets pull steel cans off the belt. Air blows lighter plastics and paper up. Lasers identify and separate different types of plastics, and eddy currents push metal items (like aluminum and copper) off the belt into a separate chute. The facilities also use automated machines equipped with sensors and artificial intelligence to separate different grades of paper. Newspaper, cardboard, office paper, and mixed paper are compressed and baled together in large cubes. Paper mills purchase the bales and implement the next steps. Paper processing At a paper mill, bales are broken down and fed into industrial shredders, which cut the paper into fibers. Large, tank-like machines called hydrapulpers mix fiber fragments with water and chemicals to create a slurry, known as pulp. During this stage, contaminants like staples and plastic are removed. Next, the pulp goes through a wash cycle using air bubbles and water. Bubbles lift ink particles from the pulp, and water-based washing systems remove impurities like glue and other contaminants to ensure a higher quality of recycled paper product. The clean pulp is spread over a mesh screen to rain out water. Next, the wet pulp goes through a series of rollers and heated cylinders to dry it and squeeze out any remaining water. Then the pulp fibers are pressed together to create a bond. To make double re-creped (DRC) wipers, disposable cleaning tools with a cloth-like feel, a proprietary technology blends recycled fibers with raw, virgin fibers. This process enhances the strength, bulk, absorbency, softness, and appearance of paper-based wipers. The process mixes in a synthetic latex resin to bind the fibers and create a double re-crepe cellulose base, which gives DRC wipers double the strength of ordinary paper towels when wet. Finishing the product Finally, it’s time to convert the dry web of fibers into a finished sheet. DRC wipers are made from industrial-sized mill rolls which are converted into wipes, wipers, and paper towels. The final DRC product is a high-quality wiper that is made with 40% recycled fibers. The next time you throw out paper, consider recycling it instead. Paper recycling is an essential part of sustainable waste management that reduces deforestation, decreases landfill waste, and uses less energy than manufacturing new paper. The limited effort it takes to put paper in a recycling bin will give it a second life. RECYCLING 101 Do your building residents need guidance regarding which paper trash is recyclable? Refer to the tips below: Paper Only recycle clean and dry paper. Recyclable paper includes paper bags, office paper, newspaper, magazines, and junk mail. In general, don’t recycle store receipts on shiny paper, glittery or shiny wrapping paper or greeting cards, or envelopes with plastic windows. (Or check with your local recycler.) Cardboard Shipping boxes, cereal boxes, paperboard packaging, toilet paper rolls, shoe boxes, and tissue boxes are all recyclable. Some padded envelopes that use shredded newsprint can be recycled, while others with plastic or bubble wrap can’t. Look for a How2Recycle label on the envelope to be sure. Banished from recycling bins Throw these items in the garbage: Pizza boxes that are greasy, cheesy, or stained with sauce. (You can tear off the clean parts of pizza boxes and place them in recycling.) Used napkins and food packaging with grease or food residue. Laminated or wax-coated paper (sticky notes, waxed boxes, and laminated papers). Bubble wrap, Styrofoam, and packing peanuts. Wet paper or cardboard (it’s harder to process and may not be accepted). Don’t put recycling in plastic bags, as they can get tangled in recycling machinery. Don’t “wishcycle,” by putting nonrecyclable items in the bin, hoping they’ll get recycled. When in doubt, throw it out.
Entry-level staffing is one of the most complex operational challenges in the commercial cleaning industry. As master franchise owners, we see the issue not as a short-term labor shortage, but as a structural shift in how people evaluate work, flexibility, and opportunity. The companies that adapt their operations accordingly will be the ones that stabilize their workforce and grow with confidence. For many cleaning operators, the problem feels familiar. Positions stay open longer. Turnover occurs more quickly. Recruiting costs rise while reliability declines. Traditional fixes, including higher wages or constant job postings, help only at the margins. What’s required now is a more deliberate, people-centered operation that treats entry-level staffing as a system rather than a transaction. Entry-level challenges The first step in solving entry-level hiring problems is acknowledging that workforce expectations have changed. Today, entry-level workers are balancing multiple priorities, including family obligations, transportation limitations, and competing gig-based opportunities. Many candidates value predictable schedules and respectful management as much as hourly pay. Cleaning operators must also recognize that many applicants enter the industry with a limited understanding of the work. When expectations are unclear, early attrition becomes inevitable. A mismatch between the advertised job and the job as experienced is one of the fastest ways to lose a new hire. Recruitment at the local level Effective recruitment now begins closer to home. Local outreach consistently outperforms broad, online job boards. Community partnerships and neighborhood-based hiring efforts tend to deliver candidates who are better aligned with the work and more likely to stay. Clear job descriptions matter. Candidates should understand schedule requirements, physical expectations, training support, and opportunities for advancement before day one. Transparency builds trust, and trust reduces turnover. Referral programs also deserve renewed attention. Team members who recommend friends or family often act as informal mentors, helping new hires acclimate more quickly. When appropriately structured, referrals strengthen culture and accountability simultaneously. Onboarding as an operational priority Too often, onboarding is treated as an administrative task rather than an operational investment. The first 30 days determine whether a new hire becomes a long-term contributor or a short-term vacancy. Standardized onboarding processes help eliminate confusion. This includes clear training schedules, accessible supervisors, and defined performance expectations. New employees should understand not only how to perform tasks, but why their role matters to the client and the larger operation. Early check-ins are critical. Supervisors who connect with new hires during the first weeks can identify minor issues before they become reasons to quit. Consistent communication sends a clear message that people are supported, not just scheduled. Retention begins with respect A single factor rarely drives retention. It’s built through daily experiences. Entry-level employees are far more likely to stay when schedules are reliable, workloads are reasonable, and communication is respectful. Flexibility has become a competitive advantage. Operators who offer the option to adjust hours when life circumstances change are seeing stronger retention. Flexibility does not mean sacrificing standards. It means designing operations that acknowledge the realities of today’s workforce. Recognition also plays a role. Simple acknowledgment of effort, attendance, and quality performance reinforces pride in the work. When employees feel seen, they’re more likely to stay engaged. Long-term staffing stability requires a pipeline, not constant replacement. Position entry-level roles as the starting point of a career path, not a dead end. Training, certifications, and leadership development signal that growth is possible within the organization. Employees who see a future with the company invest more fully in its success. Leading through change The staffing challenges facing our industry are real, but they’re not insurmountable. Overcoming the challenges starts with business owners rethinking how they recruit, train, and support their employees. We have an opportunity to raise expectations for how entry-level roles are managed and valued. When we do, staffing becomes less of a crisis and more of a competitive strength. The companies that will thrive are those that treat workforce strategy as core to operations. Entry-level staffing is not simply a hiring challenge; it’s a leadership challenge, and one worth taking on if we want to grow.
The continental United States registered its most abnormally hot month in 132 years of records for March, according to the Associated Press (AP). Last month was the hottest March on record for the U.S., and the amount it was above normal, 9.35 degrees F, beat any other month in history for the Lower 48 states. The average March temperature for the continental U.S. is 50.85 degrees F. Last month’s average maximum temperature was especially high at 11.4 F above the 20th century average temperature. This February, which was 6.57 F above 20th century normal, was the tenth highest above normal. January through March also was the driest period on record for the continental U.S., AP reported. A record warm March melted an already abysmal snowpack across the West, and CNN reported the impacts clearly visible in satellite imagery. The decreased snowpack is raising alarms ahead of summer in a region that relies heavily on mountain snow for its water supply. Snowpack in the western US typically reaches its peak by late March or early April, but it is currently at record lows, which means a host of potential impacts, including greater wildfire risk and reduced water availability in river basins, meteorologists told CNN. As of mid-March, moderate to exceptional drought conditions exist across 55% of the continental U.S., according to National Oceanic and Atmospheric Administration’s (NOAA) Spring Outlook for April through June. Drought conditions are forecast to worsen or develop for many areas in the West and south-central Plains. Forecasters from NOAA’s National Weather Service also predict above-normal temperatures for most of the U.S. By the end of the year, the U.S. is forecasted to transition to a strong super El Niño pattern, The Weather Channel reported. Most of the U.S. will see a warmer winter. The jet stream during the winter months is strongest over the southern U.S., often roasting the Northern Plains, Midwest, and Northeast. This can reduce the amount of snowfall that the Great Lakes and Northern Rockies can see. On the other hand, from the Southwest to the Southeast, an amplified storm track and active jet stream often reduce winter temperatures while bringing heavier rain from California to Florida and an increase in severe weather for the Southeast.
The World Federation of Building Service Contractors (WFBSC) will host its Global Executive Congress 2026 from Nov. 17-19 at Mandalay Bay Resort & Casino in Las Vegas, marking the event’s return to North America for the first time in more than a decade and its debut in the city. The congress will be hosted in partnership with BSCAI as part of its Contracting Success Conference, bringing together senior leaders from across the global cleaning and facility services industry for three days of education, strategy and networking. Attendees will also have access to ISSA Show North America, providing additional opportunities to explore the latest innovations, products and solutions driving the industry forward. Registration is , inviting owners, CEOs, and executive leaders to secure their place at one of the industry’s most influential international gatherings. “This Congress represents an exciting moment for our global community,” said Stan Doobin, CBSE, CEO of Harvard Maintenance and WFBSC president. “Having hosted our last U.S.-based event in New York City more than a decade ago, it is incredibly rewarding to once again welcome industry leaders from around the world—this time to Las Vegas. We look forward to bringing our community together to share ideas, strengthen partnerships, and shape the future of our industry.” Designed specifically for executive decision-makers, the 2026 Global Executive Congress will feature a forward-looking program centered on global market insights, emerging trends, and leadership strategies. Attendees will benefit from high-level education, peer-to-peer engagement and international networking opportunities aimed at helping organizations adapt and thrive in a rapidly evolving industry. Confirmed keynote speakers include Peter H. Diamandis, MD, founder and executive chairman of the XPRIZE Foundation, and Claire Williams, former deputy team principal of the Williams Formula One racing team. The program will also feature executive panels and interactive discussions addressing the most pressing challenges and opportunities facing the industry today. For more information and to register, click here.
A new Menstrual Health State Report Card for each state was released by Days for Girls International in partnership with ISSA, the Association for Cleaning and Facility Solutions. The report reveals significant gaps in how states address period poverty, while pointing to clear, bipartisan solutions already working across the country. The report cards evaluate all 50 states across five core policy areas: menstrual product taxation provision of products in schools provision in public buildings provision in incarceration facilities Good Samaritan liability protections for donated menstrual products The findings are stark: Nearly one-third of states received an overall grade of “D” or below, while only five states earned an “A” or “A-” for their menstrual health policy landscape. “This is a policy blind spot for many states, and one that can be fixed through advocacy and awareness,” said Jess Strait, Days for Girls International senior global advocacy manager. “These report cards show that menstrual health remains one of the few bipartisan bridge-builders in American politics today.” Despite uneven progress nationwide, the report highlights that these policies do not follow partisan lines. For each policy category measured, both Republican- and Democrat-led states achieved top scores, demonstrating that access to period products is a shared public health and dignity issue—not a political wedge. “These report cards make something unmistakably clear—that making period products as available as toilet paper and paper towels is not only the right thing to do but it is also good public policy,” said John Nothdurft, Vice President of Government and Public Affairs at ISSA. "The cleaning and facility solutions industry has a critical role to play in addressing period poverty because our industry manages restrooms, supply chains, and procurement decisions in buildings across America. When states increase access to period products in public facilities, it's our industry that implements those policies on the ground. We need clear, consistent legislation that allows us to ensure dignity and access for everyone who walks through the doors of the buildings we serve." The Menstrual Health State Report Cards are designed as a practical advocacy tool, translating complex statutes into an accessible, state-by-state snapshot that policymakers, advocates, and stakeholders can use to drive reform. Each state’s report card includes tailored recommendations to improve scores and expand access—from eliminating the tampon tax to ensuring free menstrual products in schools and public buildings. Click here for the full Menstrual Health State Report Cards and state‑specific recommendations. To learn more about ISSA’s campaign to End Period Poverty, contact John Nothdurft.
President Trump's new pick to lead the Centers for Disease Control and Prevention (CDC), Dr. Erica Schwartz, is a public health veteran who has led vaccination programs, a sign of the administration's shifting views on vaccines. The CDC director traditionally has the final say on U.S. vaccine policy, Reuters reported. Schwartz served as deputy surgeon general during the COVID-19 pandemic and was involved in the federal pandemic response, helping to coordinate national preparedness and public health efforts, Reuters reported. She also spent 24 years in the U.S. Public Health Service Commissioned Corps and served as a rear admiral in the Coast Guard. The doctor holds a medical degree from Brown University and a law degree from the University of Maryland, CNN reported. Schwartz's nomination came hours after Health Secretary Robert F. Kennedy Jr. presented a more supportive message of vaccines during a congressional hearing on April 16, calling the measles shot safe and effective "for most people,” according to CNN. Reuters also reported that Trump was naming healthcare executive Sean Slovenski as CDC deputy director CEO, Texas Health Commissioner Jen Shuford as CDC deputy director and chief medical officer, and Food and Drug Administration official Sara Brenner as senior counselor for public health to Kennedy. The nominations follow a Massachusetts judge blocking key parts of Kennedy's effort to reshape U.S. vaccine policy in March. The U.S. judge halted a move to reduce the number of shots routinely recommended fo