Author: Crystal Yates
According to the latest Contractor Compensation Quarterly (CCQ) published by PAS, Inc., contractors are projecting 2026 construction staff wages to increase an average of 3.94%, as reported by over 335 companies in the 44rd edition of the Construction/Construction Management Staff Salary Survey. Typically, projected increases are higher by year end, so there is a chance pay will end the year slightly higher. For pay increase comparison – according to WorldatWork, across all industries, exempt professionals saw 2025 increases of 3.6% with initial projected 2026 increases of 3.6%. Jeff Robinson with PAS will be presenting again this year at the AGC Construction Workforce…
We’re excited to announce that the agenda for the 2026 AGC Construction Workforce & HR Conference is now live! Join hundreds of your peers in Phoenix this October for three days of practical strategies, real-world case studies, and the peer connections that turn today’s toughest workforce and HR challenges into tomorrow’s solutions. Agenda highlights include: With dedicated Workforce and HR tracks, networking experiences, and a closing regional spotlight on workforce innovation from across the country, there’s something for everyone. Whether you’re looking to deepen your expertise, stay ahead of industry trends, or connect with fellow leaders, start planning your experience…
On July 22, 2026, the U.S. Department of Labor’s (DOL) Wage and Hour Division (WHD) issued two companion opinion letters addressing when an employee’s commute and pre-shift activities count as compensable “hours worked” under the Fair Labor Standards Act (FLSA) and offering unusual detail on how the WHD analyzes compensability. Quick Hits The letters, FLSA2026-9 and FLSA2026-10, are timely for employers managing hybrid and remote work arrangements, as well as those with field-based or dispatch workers who start their day at home. The letters are also notable for their depth, tracing the “hours worked” concept through the FLSA’s early history,…
AGC of America and its co-plaintiffs achieved a major victory on June 24, 2026, when a federal court vacated three provisions of the U.S. Department of Labor’s (DOL) 2023 Davis-Bacon regulatory reform that AGC had challenged as exceeding the agency’s authority. The ruling resolves a nearly three-year legal effort to prevent the expansion of Davis-Bacon requirements beyond the scope authorized by Congress. The lawsuit – filed in 2023 by AGC of America, AGC of Texas, J. Lee Milligan, Inc., and the Lubbock Chamber of Commerce – challenged provisions of the Biden Administration’s rule that sought to extend Davis-Bacon coverage to…
A new Construction Labor Research Council (CLRC) Settlements Report shows union construction wage and benefit increases remain at historically elevated levels in 2026, with newly negotiated collective bargaining agreements averaging a 4.9% first-year total package increase through the first half of the year. That marks an increase from 4.7% in 2025 and represents the fifth consecutive year that first-year settlements have averaged at least 4.0%. The average first-year increase reached $3.36 per hour, up from $3.13 in 2025. While inflation has moderated, contractors continue to experience sustained labor cost growth as bargaining settlements remain well above pre-pandemic levels. The report…
The newly released “Unified Agenda” outlines which regulatory initiatives the federal agencies will advance in the near term including on Waters of the United States (WOTUS) and per- and polyfluoroalkyl substances (PFAS). The agencies intend to complete several streamlining and reform efforts begun last year as well as new actions that are relevant to the construction industry. AGC of America looks at both in this article. Finalizing in 2026AGC expects to see final versions of several rules on which we submitted feedback during the proposal process. Future RulemakingsAGC will be tracking and potentially commenting on several new initiatives related to…
Recent federal immigration enforcement changes have significantly increased compliance risks for construction employers. In March 2026, U.S. Immigration and Customs Enforcement (ICE) revised its Form I-9 inspection guidance, reclassifying many errors that were previously treated as technical into substantive violations. In many cases, employers no longer have an opportunity to correct these errors during an ICE I-9 audit. For contractors and subcontractors operating in high-turnover, multi-site environments, these changes materially increase exposure to audits, fines, and project disruption. This two-part webinar series provides practical, construction-focused guidance to help employers understand the new enforcement landscape and strengthen their I-9 and E-Verify…
Looking to tackle your biggest construction HR & workforce challenges? There’s no better place than the Construction HR & Workforce Conference! After yet another successful conference in 2025, we’re once again combining the best elements of a few AGC events to facilitate even better conversations between folks in construction HR and workforce development. The agenda is live as well. Here’s a preview of what will be covered: The Construction Workforce & HR Conference will focus on the intersection of HR and workforce development in our industry. The program will feature a multi-track educational program that includes sessions focused on HR…
Designed for construction industry individuals involved in collective bargaining, this intensive program provides practical training on the full bargaining process—from legal fundamentals and bargaining preparation to communications strategies, mediation, impasse procedures, and managing difficult negotiations. Led by one of the construction industry’s leading labor attorneys, the course will equip participants with proven strategies, real-world insights, and practical tools to help achieve better outcomes at the bargaining table. The program is ideal for those new to labor negotiations, as well as experienced negotiators looking for a refresher or seeking to sharpen their skills. Space is limited. Get additional information and register…
The U.S. Department of Labor’s (DOL) Wage and Hour Division issued four opinion letters on May 28 answering real-world questions about employer practices and whether they comply with federal wage and hour law. These responses are specific to scenarios submitted by employers, employees, and other organizations, but the answers provide employers with a roadmap for compliance with the federal Fair Labor Standards Act (FLSA). A word of caution: the guidance is limited to interpretation of the FLSA and does not impact state law in jurisdictions that have more robust wage and hour laws. Here’s what the DOL had to say…