Author: Crystal Yates
(UPDATE) AGC members have 100% successfully removed the requirement to use PLAs on all twelve projects that were included or stayed in the MVL USA Inc. vs. USA case. Effectively immediately, the Department of Defense has issued guidance (available here) to remove from all current and forthcoming military construction solicitations containing the requirements to use a PLA, which were made pursuant to Federal Acquisition Regulation (FAR) subpart 22.5 and 36.104(c). AGC recently celebrated a big win for AGC members working for the federal government in the case MVL USA Inc. vs. USA, which can be found here. AGC hired outside…
The Construction Labor Research Council (CLRC) reports that collective bargaining negotiations for union craft workers in the construction industry settled in 2024 yielded an average wage-and-benefits increase of 4.7 percent, the same rate of increase as 2023.By dollar amount, the average first-year increase negotiated in 2024 was $2.90, down just slightly from last year. The CLRC noted, however, that the last two years saw significant increases compared to historical settlements and believes that the lag in multiyear contracts and inflation are now showing up in first-year settlements. The CLRC projects the increase in first-year settlements to slow in 2025-2026 but…
The union membership rate–the percent of all workers who were members of unions—for the construction industry was 10.3 percent in 2024, down from last year when it was 10.7 percent according to an annual report released January 28, 2024, by the Bureau of Labor Statistics (BLS). Union representation in the industry also declined, from 11.4 to 11.2 in 2024. In 2024 total construction employment fell by 26,000 but union membership fell by 38,000. Despite the decrease, the construction industry remains an industry with one of the highest unionization rates and is considerably higher than the 5.9 percent across all industries…
Immediately after assuming office on Jan. 20, 2025, Pres. Trump began issuing numerous executive orders. While they may not immediately impact business immigration, many of them presage changes in the business immigration landscape. The following is an analysis of several of these executive orders from that perspective: While these orders do not have an immediate impact on business immigration, they may cause an increase in administrative costs for companies with foreign workers and create retention challenges for companies. Editor’s Note: This article was written by Dillon Colucci and Rebecca B. Schechter of the law firm Greenberg Traurig, LLP, and reprinted with permission.
According to the latest Contractor Compensation Quarterly (CCQ) published by PAS, Inc., construction support staff wages are to rise by an average 4.2%. The prediction is based on data gathered from over 252 companies in the 21st edition of PAS’s Construction Support Staff Salary Survey. This is down from the actual increase of 4.7% for 2023. Looking forward, PAS thinks 2025 support staff increases will likely mimic 2024 activity, unless construction conditions change. Additionally, according to PAS’s 2024 Benefit Survey, more firms have improved their benefit programs than have reduced them. In 2024, the percentage of firms improving their benefit…
Many federal contractors and subcontractors have long been required to create affirmative action plans and have also promoted diversity, equity, and inclusion – practices that some see as necessary to create equal employment opportunities and others criticize as discriminatory. President Trump quickly delivered on his promise to unravel such programs late last night by revoking an executive order that mandated certain aspects of the affirmative action requirements, barring “illegal” DEI programs, and signing an executive order that promotes “colorblind equality” and merit-based opportunity. While there are still many unanswered questions about this new direction – and legal challenges are expected…
President Trump just issued a far-reaching executive order targeting diversity, equity, and inclusion (DEI) initiatives in not only the federal government but also the private sector. The order directs federal agencies to “combat illegal private-sector DEI preferences, mandates, policies, programs, and activities” and to encourage private employers to instead implement the Trump administration’s policy of “individual initiative, excellence, and hard work.” While the order creates many unanswered questions and will likely face legal challenges, this Insight will explain what private employers need to know about these new federal anti-DEI initiatives and what you should do now. 5 Takeaways for Private-Sector…
In the final days of the administration, the U.S. Environmental Protection Agency (EPA) has released a flurry of approved waivers for California to enact stringent emissions standards for on-road and off-road vehicles. Two waivers remain to be approved, impacting locomotives and fleets. EPA waivers for California have nationwide implications as other states are then able to adopt California’s standards. AGC also anticipates direct costs for engines/equipment and supply chain implications. President-elect Trump has signaled disapproval of the waiver for California’s Advanced Clean Cars II regulations—indicating that the incoming administration will attempt to reverse the decision. That waiver is also the…
The 2025 AGC Annual Convention is set to take place in Columbus, OH, from April 8-10, 2025, and it’s packed with specialized programming for union contractors and their chapter staff. Don’t miss the chance to hear from industry-leading professionals at the following sessions: With enhanced union contractor focus conveniently built into the convention’s other exceptional educational sessions, networking opportunities, keynote presentations, and trade show, the 2025 Convention is an essential event for construction professionals with an interest in labor relations. For more information on the union contractor sessions, contact Jim Young.
Highlights The National Labor Relations Board’s (NLRB or Board) decision in Endurance Environmental Solutions, LLC will make it more difficult for employers to unilaterally make workplace changes without first bargaining with their workers’ union, even when they seek to act under the authority of a negotiated management rights clause in a collective bargaining agreement (CBA). The ruling replaces the “contract coverage” standard from a 2019 Board decision, under which employers could unilaterally change working conditions if the change is “within the compass or scope” of contract language. “We find that the contract coverage test adopted in [2019] undermines the [National Labor Relations…