AGC's Human Resource and Labor News - February 1, 2011 / Issue No . 1-11 (Print All Articles)

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President Submits Nominations to Fill NLRB General Counsel and Board Member Vacancies

On January 5, Pres. Obama nominated Democrat Lafe Solomon to be general counsel of the National Labor Relations Board and Republican Terence Flynn to be a member of the Board.  The nominations have been sent to the Senate for confirmation.

On January 5, Pres. Obama nominated Democrat Lafe Solomon to be general counsel of the National Labor Relations Board and Republican Terence Flynn to be a member of the Board.  The nominations have been sent to the Senate for confirmation.

Solomon has been serving as acting general counsel since the previous general counsel, a Republican appointed by Pres. G. W. Bush, resigned last June.  He is a long-time, career attorney with the Board.   While some of his recent actions – such as an initiative to strengthen penalties against employers that commit unfair labor practices – have raised concerns in the business community, he is believed to be an acceptable candidate as compared to other individuals reportedly considered for appointment.

Flynn currently serves as chief counsel to Board Member Brian Hayes, the only Republican currently serving on the Board.  Prior to that, he served as chief counsel to Republican Member Peter Schaumber and as a labor lawyer in private practice.  He is believed to be a good candidate by AGC and others in the business community.  His appointment, if confirmed, will bring the Board back to a full complement of five members.  The Board has been operating with only four members since Schaumber’s term expired in August.

For more information, contact Denise Gold, Associate General Counsel, at (703) 837-5326 or goldd@agc.org.


NLRB Embarks on Rulemaking; Proposes Mandatory Posting of Employee Rights

The National Labor Relations Board (NLRB) has issued a proposed rule requiring employers to post notices informing employees of their rights under the National Labor Relations Act (NLRA).  The proposed rule establishes the size, form, and content of the notice, and sets forth provisions regarding sanctions and remedies for noncompliance.

The National Labor Relations Board (NLRB) has issued a proposed rule requiring employers to post notices informing employees of their rights under the National Labor Relations Act (NLRA).  The proposed rule establishes the size, form, and content of the notice, and sets forth provisions regarding sanctions and remedies for noncompliance.

The content of the proposed notice is substantively identical to a notice that must be posted by most federal contractors pursuant to federal contract clauses now required by a regulation issued by the Department of Labor (DOL) implementing Executive Order 13496 last May.  Also like the DOL rule, the NLRB proposed rule includes an electronic posting requirement in addition to a hard-copy posting requirement.  The proposed rule offers some comfort to federal contractors by providing that employers in compliance with the DOL requirement will be deemed to be in compliance with the NLRB requirement.

The proposed rule would render failure to post the required notice an unfair labor practice under the NLRA and knowing failure to post as evidence of an unlawful motive in cases where the employer’s motive is relevant.  The proposed rule would also toll the statute of limitations for filing unfair labor practice charges against employers that fail to post the notices.

The NLRB does not normally issue regulations, and the present rulemaking is controversial – though not unexpected due to statements made by NLRB Chairman Wilma Liebman soon after taking the helm – on several levels.  Litigation over the agency’s authority to issue regulations and, in particular, to issue a regulation that creates a new unfair labor practice is possible.

Comments are due to the NLRB by February 22.  AGC is presently considering whether to submit comments, individually or in conjunction with other employer organizations.  AGC submitted comments during the DOL rulemaking process, asserting, among other things, that the content of the proposed notice should contain more balanced information, including the rights of employees who do not wish to join a union and including examples of illegal union conduct along with those of illegal employer conduct.

For more information, contact Denise Gold, Associate General Counsel, at (703) 837-5326 or goldd@agc.org.


Collective Bargaining Yields Lowest Increases in 25 Years

A quarter of negotiations settled in 2010 resulted in a wage-and-fringe freeze or reduction for the first year of the agreement. Freezes and reductions were least likely in the Middle Atlantic Region, which covers Delaware, Maryland, New Jersey, New York, Pennsylvania and the District of Columbia.

Construction-industry collective bargaining negotiations completed in 2010 resulted in an average first-year increase in wages and fringe benefits of only $0.80 or 1.7 percent, the lowest percent increase in 25 years, according to the Construction Labor Research Council’s (CLRC’s) annual report on settlements.  The last time the average dropped below 2 percent was in 1985.

This reflects a continuation of a trend that began in 2009, when the average first-year increase of $1.23 or 2.8 percent was the lowest since 1996.  Also like 2009 settlements, almost half of the average total package increase ($0.38) negotiated in 2010 was designated for higher contributions to multiemployer pension funds.

A quarter of negotiations settled in 2010 resulted in a wage-and-fringe freeze or reduction for the first year of the agreement. Freezes and reductions were least likely in the Middle Atlantic Region, which covers Delaware, Maryland, New Jersey, New York, Pennsylvania and the District of Columbia.

Close to 60 percent of settlements reported to CLRC were for only a one-year duration.  This is also a continuation of a trend started in 2009 and is typical in tough economic times.  Prior to 2009, the negotiation of three-year contracts was most common.  Where multi-year agreements were executed in 2010, the average second-year increase negotiated was $1.16 or 2.1 percent, and the average third-year increase negotiated was $1.39 or 2.7 percent.  This compares to $1.55 or 3.2 percent for the second year, and $1.63 or 3.4 percent for the third year, in 2009.  Multi-year settlements were most common in the East North Central Region in 2010, which covers Illinois, Indiana, Michigan, Minnesota, Ohio, West Virginia, and Wisconsin.

The complete report is posted along with other CLRC reports on the Labor & HR Topical Resources page of AGC’s website at www.agc.org/labor/topicalresources.  Select “Collective Bargaining” from the first pull-down menu and “Collective Bargaining Agreement Data” from the second for links to the reports.  For a searchable database of collectively bargained wage and fringe benefit rates, go to www.agc.org/cbrates.

AGC is a founding member of CLRC and supports its efforts to gather and report useful and accurate labor-related information for contractors.  Collective bargaining AGC chapters are reminded to kindly send all settlements information to CLRC promptly upon completion.  Information may be submitted to CLRC by e-mail at clrc@clrc.biz, by fax to (202) 347-8442, or by mail to 1750 New York Ave., NW, Washington, DC  20006.


Open Shop Contractors to Meet During AGC Convention

AGC's Open Shop Committee will meet during AGC’s 92nd Annual Convention on March 21 at 1:30 p.m.  The meeting will feature an update on labor law matters relevant to open-shop contractors and a roundtable discussion of local developments, covering such topics as project labor agreements, card check and bannering.

AGC's Open Shop Committee will meet during AGC’s 92nd Annual Convention on March 21 at 1:30 p.m.  The meeting will feature an update on labor law matters relevant to open-shop contractors and a roundtable discussion of local developments, covering such topics as project labor agreements, card check and bannering.

The session is open to all Convention registrants.  Come share and hear the latest information, experiences, and concerns of open shop contractors across the country.

The Convention will take place March 21-25, 2011, at the Bellagio hotel in Las Vegas, Nev.  It will be held in conjunction with the CONEXPO/CON-AGG tradeshow, offering free CONEXPO admission with your Convention registration -- making it more of a can't-afford-to-miss program.

Learn more about the Convention and register now at http://convention.agc.org/Early-bird registration ends Dec. 31, 2010, so register today and save!


Carpenters and Operating Engineers General Presidents to Speak at AGC Convention

Union and open-shop contractors alike are encouraged to attend Unions:  A New Perspective from Two General Presidents, a session at AGC of America’s 92nd Annual Convention featuring the leaders of two of the nation’s largest and most powerful construction trade unions:  Douglas McCarron, general president of the United Brotherhood of Carpenters and Joiners of America, and Vincent Giblin, general president of the International Union of Operating Engineers.

Union and open-shop contractors alike are encouraged to attend Unions:  A New Perspective from Two General Presidents, a session at AGC of America’s 92nd Annual Convention featuring the leaders of two of the nation’s largest and most powerful construction trade unions:  Douglas McCarron, general president of the United Brotherhood of Carpenters and Joiners of America, and Vincent Giblin, general president of the International Union of Operating Engineers.

The Convention runs March 21-25, 2011, at the Bellagio hotel in Las Vegas, Nev.  The session will be held on March 21 at 10:30 a.m. and is open to all Convention registrants.  It will take the place of a Union Contractors Committee meeting.

All Convention registrants are also invited to attend an AGC Charities event at the Carpenters International Training Center featuring Pro-Bowl Quarterback and Monday Night Football Announcer Ron Jaworski.  The event will include a reception and tour of the impressive, 345,000-square foot training facility, which includes over 40 classrooms and 300 dorm rooms.  It will take place from 4:00 to 7:00 p.m. on March 24, with buses leaving from the Bellagio at 3:15 p.m.  Tickets for this spectacular event are $50 each and benefit AGC Charities, Inc.

Learn more about the Convention and register now at http://convention.agc.org/. Early-bird registration ends Dec. 31, 2010, so register today and save!


Construction Union Density and Weekly Earnings Both Decline in 2010

Only 13.7 percent of the 6.103 million workers employed in the construction industry in 2010 were represented by a union, according to data recently issued by the Bureau of Labor Statistics (BLS).  This reveals a drop from the 15 percent of 6.613 million construction employees represented by a union in 2009.  The number of union-represented workers in the industry fell from 993,000 in 2009 to 838,000 in 2010.  BLS similarly found that both the number and percentage of workers employed in construction and extraction occupations (as compared to all types of employees working in the industry) declined in 2010.  Unions represented 1.1 million workers in construction and extraction occupations last year,  amounting to 19.7 percent of the 5.579 million total number of workers, as compared to 1.269 million workers or 21.8 percent of the 5.82 million total workers in 2009.  Note that the BLS data include residential construction, which is historically far less unionized than other sectors of the industry.

Only 13.7 percent of the 6.103 million workers employed in the construction industry in 2010 were represented by a union, according to data recently issued by the Bureau of Labor Statistics (BLS).  This reveals a drop from the 15 percent of 6.613 million construction employees represented by a union in 2009.  The number of union-represented workers in the industry fell from 993,000 in 2009 to 838,000 in 2010.  BLS similarly found that both the number and percentage of workers employed in construction and extraction occupations (as compared to all types of employees working in the industry) declined in 2010.  Unions represented 1.1 million workers in construction and extraction occupations last year,  amounting to 19.7 percent of the 5.579 million total number of workers, as compared to 1.269 million workers or 21.8 percent of the 5.82 million total workers in 2009.  Note that the BLS data include residential construction, which is historically far less unionized than other sectors of the industry.

Despite the decline in union representation in the industry, construction continues to have one of the highest union membership rates among private industries, exceeded only by the transportation and warehousing, utilities, and telecommunications industries.  Union representation across all private-sector industries fell from 8 percent in 2009 to 7.7 percent in 2010.

BLS data further reveal that the median weekly earnings of all full-time workers in the construction industry fell from $744 in 2009 to $735 in 2010.   The median weekly earnings of those workers not represented by a union fell from $698 to $692.  The median weekly earnings of union-represented construction workers fell from $1,052 to $1,046.  This indicates that union-represented workers earned about 51 percent more than nonunion workers, despite similar rates of decreased wages. 

Click here to access the BLS news release and links to data tables on this topic.


A Company May be Liable for Delinquent Benefit Fund Contributions and Withdrawal Liability of Another Company Under Certain Circumstances

In unrelated cases, two federal courts of appeals recently held that one construction company could be liable for the debts owed by a separate company to multiemployer fringe benefit funds.  In the first case, Resilient Floor Covering Pension Fund v. M&M Installation, Inc., the U.S. Court of Appeals for the Ninth Circuit (AK, AZ, CA, ID, MT, NV, OR, WA, HI, Guam) addressed whether the open-shop company of a double-breasted operation could be held liable for withdrawal liability incurred by the union company.  In the second case, Einhorn v. M.L. Ruberton Constr. Co., the U.S. Court of Appeals for the Third Circuit (DE, NJ, PA, Virgin Islands) addressed whether the purchaser of assets could be held liable for the delinquent benefit fund contributions of the seller of those assets.

In unrelated cases, two federal courts of appeals recently held that one construction company could be liable for the debts owed by a separate company to multiemployer fringe benefit funds.  In the first case, Resilient Floor Covering Pension Fund v. M&M Installation, Inc., the U.S. Court of Appeals for the Ninth Circuit (AK, AZ, CA, ID, MT, NV, OR, WA, HI, Guam) addressed whether the open-shop company of a double-breasted operation could be held liable for withdrawal liability incurred by the union company.  In the second case, Einhorn v. M.L. Ruberton Constr. Co., the U.S. Court of Appeals for the Third Circuit (DE, NJ, PA, Virgin Islands) addressed whether the purchaser of assets could be held liable for the delinquent benefit fund contributions of the seller of those assets.

In M&M Installation, one of three cousins who owned Simas Floor, a nonunion residential and commercial flooring contractor, formed a new company called M&M Installation, a union flooring contractor, to enable Simas Floor to bid on union jobs by subcontracting the work to M&M Installation.  In addition to some common ownership, the companies had the same directors, chief financial officer, human resources manager, and main address.  After 10 years of operating under a collective bargaining agreement (CBA) covering M&M Installation’s flooring installers, the parties had a dispute over coverage of Simas Floor’s employees that lead to a strike and ultimately the company’s repudiation of the CBA.  M&M then stopped making contributions to the pension fund, prompting the fund to assess withdrawal liability of over $2 million.  M&M Installation made quarterly payments to the fund for over three years, but then went out of business and stopped making payments.  The pension fund then sued both M&M Installation and Simas Floor to collect withdrawal liability.  The fund claimed that the two companies were alter egos or that Simas Floor was the successor to M&M Installation, and that M&M Installation wound up its business for the unlawful purpose of avoiding withdrawal liability.

The court first had to decide what is the correct test for determining whether the companies were alter egos in the present context.  The court decided that an adapted version of the test set forth in Nor-Cal Plumbing – which is normally used to determine whether one company is constrained by the collective bargaining obligations, rather than the withdrawal liability, of another company as its alter ego – should apply.  The test requires proof (1) that the two companies have “common ownership, management, operations, and labor relations,” and (2) that the non-union firm is used “in a sham effort to avoid collective bargaining obligations.”  The fact that this case involves a “reverse alter ego” theory – because the union company was formed so the nonunion company could avoid future collective bargaining obligations rather than the traditional situation of a nonunion company being formed so the union company can avoid existing collective bargaining obligations – did not matter to the court.  The court concluded that “assuming it is possible to be responsible on an alter ego theory, the non-union company may be liable when there is commonality between the union and nonunion firms and an abuse of the double-breasted structure to avoid payment of withdrawal liability.”  It remanded the case to the district court to determine whether alter ego liability is available and, if so, to apply the proper test.

The second case arose out of a purchase of assets of struggling highway contractor Statewide Hi-Way Safety (Statewide) by general contractor M.L. Ruberton Construction (Ruberton).  Ruberton was a non-union contractor, while Statewide was a union contractor and was already delinquent in contributions to its employees’ Taft-Hartley pension and welfare funds.  When the administrator of the funds learned that the companies were in negotiations, it obtained a temporary restraining order to enjoin the sale.  Ruberton and the union then entered into an agreement providing that Ruberton would hire, subject to its work needs, Statewide’s current workers covered by the existing CBA, that the CBA would govern that employment on an interim basis, and that a newly negotiated CBA would cover all Ruberton employees. The parties did not address whether Ruberton would be liable for the delinquent contributions.  After the sale of assets took place, the administrator sued both companies to recover the delinquent contributions.  In a settlement agreement, Statewide agreed to pay the debt in a series of installments.  After Statewide breached that agreement, the administrator sued again.

The court noted that, while successor liability for delinquent ERISA fund contributions in the context of a merger is well-settled in the circuit, it is not so settled in the context of a sale of assets.  The court decided to follow the approach established by the Seventh Circuit and adopted by several other circuit and district courts, holding that a successor purchaser of assets may be liable for the seller's delinquent ERISA fund contributions where the buyer had notice of the liability prior to the sale and where there was sufficient evidence of “continuity of operations” between the buyer and seller.  The primary rationale was the “central policy goal” underlying ERISA of protecting plan participants and their beneficiaries.  “Statewide's failure to pay contributions caused harm to plan beneficiaries and changed the nature of the employment relationship,” the court stated.  “Absent imposition of successor liability on Ruberton, other employers will be forced to make up the difference to ensure that workers receive their entitled benefits.  If these outcomes were permitted, it would contravene congressional policy for multiemployer pension funds.”  The court remanded the case to the district court to apply the test to determine whether Ruberton is liable for Statewide's delinquencies to the funds.


USCIS Issues New I-9 Handbook Following AGC-Attended Meeting on I-9 Usability

Homeland Security recently released a revised version of its “Handbook for Employers: Instructions for Completing Form I-9.”  Release of the January 5th edition of the handbook comes just two months after an AGC-attended stakeholders meeting hosted by USCIS on the usability of the Form I-9 and the employment eligibility verification process.

Homeland Security recently released a revised version of its “Handbook for Employers: Instructions for Completing Form I-9.”  Release of the January 5th edition of the handbook comes just two months after an AGC-attended stakeholders meeting hosted by USCIS on the usability of the Form I-9 and the employment eligibility verification process.

The revised handbook clarifies dealing with such issues as grandfathered employees, rehires, name changes, misspellings, correcting mistakes, and interruptions of employment that might or might not trigger a requirement to complete a new I-9 form such as leaves of absence, layoffs, and corporate mergers.  It also explains that U.S. citizens and noncitizen nationals never need reverification, even when documents previously listed on the form such as a U.S. passport, Permanent Resident Card, or a List B document has since expired.  It further adds that “employers must reverify an employee’s employment authorization on Form I-9 no later than the date the employee’s employment authorization or employment authorization document expires, whichever is sooner.”

At the stakeholders meeting, USCIS announced that it is in the early stages of the rulemaking process for revising Form I-9.  Agency officials asked meeting participants about problems with the current form and suggestions for change, taking notes as AGC staff and other participants relayed employer concerns.  Click here for a summary of the discussion.

To download the most recent version of Form I-9 and to obtain more information on immigration compliance for employers, visit AGC’s Labor and HR Topical Resources web page.  Select “Other Legal Issues” from the first pull-down menu and “Immigration & Employment Eligibility” from the second.


Labor Departmentís Wage and Hour Division to Refer Claims for Investigation to Private Attorneys

The U.S. Department of Labor’s Wage & Hour Division (WHD), the agency responsible for enforcing the Fair Labor Standards Act (FLSA), the Davis-Bacon and Related Acts (DBRA), and the Family and Medical Leave Act (FMLA), and other laws, has announced a new attorney referral initiative with the American Bar Association (ABA) through which the agency will refer cases to private attorneys instead of completing its own claims investigation.

The U.S. Department of Labor’s Wage & Hour Division (WHD), the agency responsible for enforcing the Fair Labor Standards Act (FLSA), the Davis-Bacon and Related Acts (DBRA), and the Family and Medical Leave Act (FMLA), and other laws, has announced a new attorney referral initiative with the American Bar Association (ABA) through which the agency will refer cases to private attorneys instead of completing its own claims investigation.

According to WHD’s website, the new referral program is intended to provide legal access to all employees who seek the WHD’s assistance.  According to the site, WHD receives more than 35,000 claims from employees each year alleging wage and hour violations, and, despite hiring 350 new investigators, it has been unable to keep up with the backlog.

Under this new initiative, an employee whose claim is not pursued by WHD will receive a toll-free number to contact the ABA-Approved Attorney Referral System, which will in turn provide the employee with listings for local labor attorneys who have experience with WHD matters.  The employee may then contact the attorneys and file a private lawsuit.  If the employee elects to retain an attorney, the attorney will be given special access to WHD’s determination and relevant documents.  The site does not mention what types of documents will be made available.

Given the significant potential for increased litigation as a result of the new program – perhaps including class action lawsuits – employers are well-advised to take prompt efforts, via self-audits and/or attorney audits, to ensure that their wage-and-hour policies and practices are legally compliant.  For more information and compliance tools regarding the laws enforced by WHD, visit AGC’s Labor & HR Topical Resources web page.  For help finding outside counsel to assist your company with employment matters, contact Denise Gold at (703) 837-5326 or goldd@agc.org.


Improve Your Team with Executive Coaching

Given these challenging economic times when a job is won by the smallest margin, companies that ensure the effectiveness of their people beyond their technical skills are the ones who not only survive, but thrive. Attend a special session on executive coaching at AGC’s 92nd Annual Convention.

Given these challenging economic times when a job is won by the smallest margin, companies that ensure the effectiveness of their people beyond their technical skills are the ones who not only survive, but thrive. Attend a special session on executive coaching at AGC’s 92nd Annual Convention.

On March 22 at 9am, Christy Uffelman of AGC member company Mascaro Construction in Pittsburgh, Pa., will introduce participants to developmental coaching and explain why it’s a valuable investment for your organization.

AGC’s 92nd Annual Convention will be held March 21-25, 2011 in Las Vegas. AGC convention attendees receive free admission to the CONEXPO/CON-AGG tradeshow. Be sure to also register for the International Training Center of the United Brotherhood of Carpenters for an event benefiting AGC Charities on March 24 from 4:00 p.m. to 7:00 p.m. The event features guest speaker Ron Jaworski, former Pro-Bowl Quarterback and Monday Night Football Announcer and tours of the Carpenters International Training Center, a 345,000 square foot investment in industry education. Ticket prices for this spectacular event are $50 per person and will benefit AGC Charities.

For more information on convention visit http://convention.agc.org.


Extraordinary Leadership: Moving Managers from Good to Great

Attend this session during AGC’s 92nd Annual Convention to learn the steps and process to develop technically brilliant engineers and contractors to savvy and strategic thinking business and team leaders.

Attend this session during AGC’s 92nd Annual Convention to learn the steps and process to develop technically brilliant engineers and contractors to savvy and strategic thinking business and team leaders.

Lead by AGC member company representatives and Eric Kaufmann of Insights4Results, LLC, on March 22 at 11am, this session will share the blue prints, raw materials, and implementation process that will develop project managers and corporate managers to critical thinking and growth oriented leaders.

AGC’s 92nd Annual Convention will be held March 21-25, 2011 in Las Vegas. AGC convention attendees receive free admission to the CONEXPO/CON-AGG tradeshow. Be sure to also register for the International Training Center of the United Brotherhood of Carpenters for an event benefiting AGC Charities on March 24 from 4:00 p.m. to 7:00 p.m. The event features guest speaker Ron Jaworski, former Pro-Bowl Quarterback and Monday Night Football Announcer and tours of the Carpenters International Training Center, a 345,000 square foot investment in industry education. Ticket prices for this spectacular event are $50 per person and will benefit AGC Charities.

For more information on convention visit http://convention.agc.org.


AGCís 2011 HR Professionals Conference and Training, Education & Development Conference to be Co-Located in Kansas City, Missouri

Planning is under way for two of AGC’s most sought-after annual conferences, the HR Professionals Conference and the Training, Education and Development (TED) Conference.  For 2011, the conferences will be co-located in Kansas City, Missouri, October 3-5, with separate tracks for each conference. A federal contracting HR compliance workshop will be held October 5-6 in conjunction with the HR Professionals Conference.

Planning is under way for two of AGC’s most sought-after annual conferences, the HR Professionals Conference and the Training, Education and Development (TED) Conference.  For 2011, the conferences will be co-located in Kansas City, Missouri, October 3-5, with separate tracks for each conference. A federal contracting HR compliance workshop will be held October 5-6 in conjunction with the HR Professionals Conference.

The co-located conferences offer unique opportunities for HR, training, and workforce development professionals in the construction industry.  The TED conference (October 3-4) will offer sessions related to the most cutting-edge techniques currently in the industry and envisioned for the future in training, education and workforce development.  The HR Professionals Conference (October 4-5) will help HR professionals in the industry remain up to date and compliant with employment laws and best practices.

Each conference will have one-and-a-half days of sessions, including one joint plenary session connecting the two conferences and several opportunities for participants to network socially.  A discount will be available for those who choose to attend both conferences.

Mark your calendars now and stay tuned for more details.  We look forward to seeing you in Kansas City, Missouri!


AGC Provides Davis-Bacon Training

On December 9, 2010, AGC completed its two-day webinar on the Davis-Bacon and Related Acts: The Ins and Outs of Federal Prevailing Wage Law.  With nearly 300 registered participants, the series helped many current and future federal construction contractors by providing information necessary to understand the specific requirements of the Davis-Bacon and Related Acts in a contractor-friendly manner.

On December 9, 2010, AGC completed its two-day webinar on the Davis-Bacon and Related Acts: The Ins and Outs of Federal Prevailing Wage Law.  With nearly 300 registered participants, the series helped many current and future federal construction contractors by providing information necessary to understand the specific requirements of the Davis-Bacon and Related Acts in a contractor-friendly manner.

The two-day event was moderated by Ezequiel Arvizu, corporate compliance and diversity representative for AGC member company Sundt Construction, Inc.  Both days covered compliance principles for contractors presented by attorney Deborah Wilder, author of AGC’s new Davis-Bacon Compliance Manual – Third Edition and president of Contractor Compliance and Monitoring, Inc., along with Timothy Helm, DOL’s government contracts branch chief in the office of enforcement for the Wage & Hour Division.  The webinar concluded by detailing reporting requirements, including the submission of certified payroll records and subcontractor reporting, as well as enforcement initiatives and investigative procedures, including practical tips for contractors during an investigation.

The webinar was pre-approved to offer three general recertification credits by the HR Certification Institute (HRCI), the internationally recognized leader in human resource certification.

To purchase AGC’s new Davis-Bacon Compliance Manual – Third Edition, or a recording of the webinar, visit the AGC Bookstore.  For more information on the Davis-Bacon and Related Acts, visit AGC’s Labor & HR Topical Resources web page.


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