On June 1, President Biden called for an “all-of-government effort to expand contracting opportunities for underserved small businesses across the country.” Among other initiatives, the goal is to increase the share of contracts going to small, disadvantaged businesses (SDB) by 50 percent by 2026, which the administration calculates as an additional $100 billion to SDBs over the five-year period. SDBs include 8(a) participants and other small businesses that are at least 51% owned and controlled by socially or economically disadvantaged individuals or groups. The Administration is silent about the other small business subcategories such as Women-Owned Small Businesses, HUBZone Small Businesses, and Service-Disabled Veteran Owned Small Businesses. According to a recent Congressional Research Service report that analyzed federal contracts in FY2019, SBD contractors received 8.69% of all federal contracts and 10.13% of all small business eligible federal contracts.
The U.S. Equal Employment Opportunity Commission (EEOC) posted updated and expanded technical assistance related to the COVID-19 pandemic, addressing questions arising under the federal equal employment opportunity (EEO) laws. The EEOC also posted a new resource for job applicants and employees, explaining how federal employment discrimination laws protect workers during the pandemic. These publications are provided to help employees and employers understand their rights and responsibilities at work during the pandemic.
Houston-The Woodlands-Sugar Land and Odessa, Texas Have Worst 14-Month Construction Job Losses; Indianapolis-Carmel-Anderson, Ind. and Sierra Vista-Douglas, Ariz. Lead List of 217 Metros with Job Gains
Construction Officials Say New Infrastructure Funding, Tariff Relief and Measures to Reduce Manufacturing and Delivery Delays for Key Materials Needed to Jump Start Nonresidential Activity
The U.S. Equal Employment Opportunity Commission (EEOC) has posted updated and expanded technical assistance related to the COVID-19 pandemic, addressing questions arising under the federal equal employment opportunity (EEO) laws. The EEOC also posted a new resource for job applicants and employees, explaining how federal employment discrimination laws protect workers during the pandemic. These publications are provided to help employees and employers understand their rights and responsibilities at work during the pandemic.
Expands Renewable Energy & EV Tax Credits; Attaches Labor Requirements
Other Senate Committees Must Act on Transit, Rail Programs
In April, the Occupational Safety and Health Administration (OSHA) issued updated COVID-19 FAQs related to contractor vaccine policies. The FAQs established that when vaccination is mandated by employers, adverse reactions related to employees receiving the vaccine are a recordable injury/illness, and, in some cases, may be recordable even when contractors only recommend, or encourage, employees receive the vaccine (for background, click here). On May 12, AGC put forth its concerns to OSHA. On May 21, OSHA issued a single FAQ stating that “DOL and OSHA, as well as other federal agencies, are working diligently to encourage COVID-19 vaccinations. OSHA does not wish to have any appearance of discouraging workers from receiving COVID-19 vaccination, and also does not wish to disincentivize employers’ vaccination efforts. As a result, OSHA will not enforce 29 CFR 1904’s recording requirements to require any employers to record worker side effects from COVID-19 vaccination through May 2022. We will reevaluate the agency’s position at that time to determine the best course of action moving forward.” This is a significant win not only for construction, but all other industry sectors required to maintain an OSHA 300 Log.
AGC of America’s Union Contractors Committee will hold its next quarterly virtual meeting on June 16, 2021, at 2:00 p.m. EASTERN Daylight Time. All interested AGC members and chapter staff are invited. The meeting is not open to nonmembers. The agenda will include updates from AGC staff and a roundtable discussion. The remaining agenda is under development.
The National Labor Relations Board (“NLRB” or “Board”) has decided to maintain its longstanding contract-bar doctrine, despite AGC-supported signals by the Board that changes would be coming.