Want to find out how others in the industry are building out their local construction workforce or addressing stress-related issues on the jobsite?

AGC Offers July 27 Webinar to Help Contractors Prepare

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AGC of America wants to understand exactly how labor shortages, supply chain challenges, and inflation are impacting the construction industry. Please help by taking a few minutes to complete the 2023 Autodesk and AGC of America Workforce Survey by Aug. 14. Your responses will help AGC to describe labor market conditions where you operate and to convince public officials to enact measures in that advance the construction industry.

Wage theft – a broad term referring to various ways by which employers fail to pay employees their full compensation – is a growing concern and reportedly a bigger problem in construction than in any other industry. Many state and local governments have adopted wage theft laws that give workers new ways to recover unpaid wages, impose on employers new compliance obligations and liabilities, and increase the penalties for violations. Contractors operating in multiple jurisdictions especially need to know about the changing landscape.

In its latest Settlements Report, the AGC-supported Construction Labor Research Council (CLRC) advises that construction-industry collective bargaining agreements settled from January through June of 2023 provide an average increase in wages, fringe benefits and other employer payments for union craft workers in the construction industry had an average increase of 4.4 percent.

Apply by Wednesday, October 25, 2023!

Partnering Agreements No Longer Required for the Now-Named Marvin M. Black Excellence in Partnering & Collaboration Awards

AGC to offer an educational webinar on July 27 to help contractors prepare for what to expect from the U.S. Department of Labor’s Office of Federal Contract Compliance Programs in upcoming audits and if they become involved in your Mega Projects.

In its unanimous June 29 decision in Groff v. DeJoy, the U.S Supreme Court disrupted decades of precedent in ruling that, under Title VII of the Civil Rights Act of 1964, an employer that rejects a religious accommodation request on the basis of “undue hardship” must prove a burden well beyond a “de minimis cost.” The employer must establish that the rejected accommodation requires “substantial increased costs in relation to the conduct of [the employer’s] particular business.” The Court further clarified that a negative impact on co-workers resulting from the requested accommodation does not automatically qualify the accommodation as an “undue hardship.” The new test must be satisfied whether the “substantial increased costs” result from an impact on co-workers or otherwise.