The union membership rate--the percent of all workers who were members of unions—for the construction industry was 10.7 percent in 2023, a full percentage point lower than last year when it was 11.7 percent according to an annual report released January 23, 2024, by the Bureau of Labor Statistics (BLS). Union representation in the industry also declined, from 12.4 to 11.4 in 2023. Still, union membership in construction remains considerably higher than the 6.0 percent rate across industries in the private sector. Union membership in the U.S., both in general and in the construction industry, fell to the lowest rates on record.
Join AGC of America for "Davis-Bacon and Related Acts Three-Part Webinar Series: Understanding, Influencing and Complying with Federal Prevailing Wage Requirements," an informative three-part webinar series taking a deep dive into recent updates to Davis-Bacon rules and compliance.
According to the latest Contractor Compensation Quarterly (CCQ) published by PAS, Inc., construction support staff wages are to rise by an average 4.4%. The prediction is based on data gathered from over 234 companies in the 20th edition of PAS’s Construction Support Staff Salary Survey. This is down from the actual increase of 5.0% for 2022. Looking forward, PAS thinks 2024 support staff increases will likely mimic 2023 activity, unless construction conditions change.
On January 10, the Associated General Contractors of America and its Louisiana AGC chapter filed suit in federal court to block the Biden Administration’s unlawful effort to mandate project labor agreements (PLAs) on major federal construction projects. Unless stopped, the government-mandated PLA final rule will require every federal prime contractor and subcontractor to engage in negotiation or agree to PLAs on federal construction projects valued at $35 million or more, with limited exceptions, beginning on new contract solicitations issued on or after January 22.
AGC of America is reviewing a newly released 779-page U.S. Department of Labor proposed rule to “modernize” regulations governing registered apprenticeship programs.
On January 12th the US House of Representative passed a bipartisan Congressional Review Act (CRA) resolution by a vote of 206 to 177 to block the National Labor Relations Board (NLRB) from finalizing its new joint employer rule. Under a rule issued by the NLRB and that becomes effective Feb. 26, 2024 it would allow joint employer finding based on only indirect exercise of control or mere reservation of control. Joint employer status is important because employers can be held jointly responsible for union recognition, collective bargaining and unfair labor practices.
If you’re gearing up for union negotiations in 2024, don’t miss the opportunity to review current and past practices that may not have been incorporated into expiring collective bargaining agreements (CBAs). It will be worth the effort to dig up and review all of the side letters, settlements and memoranda of agreement that the parties have entered into since the last CBA was signed. You may want to urge the union to engage in that effort too, especially if you intend to propose or freshen up an integration or zipper clause.
On January 9, 2024, the U.S. Department of Labor (DOL) announced a final rule, effective March 11, 2024, revising the Department’s guidance on how to analyze who is an employee or independent contractor under the Fair Labor Standards Act (FLSA). This final rule rescinds the Trump administration final rule (2021) and replaces it with a more complex analysis for determining employee or independent contractor status.
For over five decades, Board of Certified Safety Professionals (BCSP) has been at the forefront of promoting excellence in safety practices. Through rigorous certification processes, the organization has ensured that safety practitioners meet and maintain high standards in their technical competency. The impact of BCSP-certified professionals can be witnessed in the improved safety practices across various sectors, highlighting the organization's commitment to creating a safer work environment.
The Chief Executive Officer of the Associated General Contractors of America, Stephen E. Sandherr, issued the following statement in response to the release today of a new Biden administration rule imposing government-mandated project labor agreements on federal construction projects valued at $35 million or more: