A D V A N C I N G U N I O N C O N S T R U C T I O N A N D M A I N T E N A N C E

A Publication of The Association of Union Constructors | www.tauc.org | Winter 2019

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THE VALUE OF ZERO

CELEBRATING THE 18TH ANNUAL ZISA® WINNERS PAGE 9

LINDAUER: IT'S ALL ABOUT THE DATA PAGE 6

BRESLIN: A DIFFERENT KIND OF SAFETY PAGE 8

SNYDER: THE SECRET TO BETTER CREATIVITY PAGE 24

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A Publication of The Association of Union Constructors | www.tauc.org | Winter 2019

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INDUSTRIAL GENERAL THE CONTRACTING, ENGINEERING VALUE & MAINTENANCE OF ZERO

That’s a fancier way of saying that we’re a group of highly-skilled and experienced union contractors that help organizations plan, build, and maintain some of the most CELEBRATING THIS YEAR’S complex infrastructures around the globe. ZISA® WINNERS PAGE 9 Need something? Give us a call.

LINDAUER: IT'S ALL ABOUT THE DATA PAGE 6

BRESLIN: A DIFFERENT KIND OF SAFETY PAGE 8

SNYDER: THE SECRET TO BETTER CREATIVITY PAGE 24

2755A PARK AVE, WASHINGTON, PA 15301 - PHONE: 724-884-0184 - FAX: 724-884-0185

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A Publication of The Association of Union Constructors | www.tauc.org | Winter 2019

The Construction User is published quarterly by:

The Association of Union Constructors 1501 Lee Highway, Suite 202 From the Desk of the President Arlington, VA 22209 703.524.3336 4 The Pledge 703.524.3364 - fax By Jake Locklear www.tauc.org

ExEcutivE Editor 0>1 David Acord Features 703.628.5545 [email protected]

6 It’s All About the Data AdvErtising rEprEsEntAtivE By Steve Lindauer (Contact for rates and details) Bill Spilman 8 A Different Kind of Safety Innovative Media Solutions INDUSTRIAL GENERAL By Mark Breslin 320 W. Chestnut St. THE P.O. Box 399 9 2018 ZISA® Winners Oneida, IL 61467 (309) 483-6467 CONTRACTING, ENGINEERING [email protected] 16 NMAPC Honors 18th AnnualVALUE Zero Injury Safety Awards® Winners Art dirEction & dEsign Top Shelf Design, LLC & MAINTENANCE http://topshelfdesign.net/ 19 Diversity: From Buzzword toOF Business StrategyZERO At Aristeo Construction, a new generation of leadership is taking an innovative subscriptions approach to winning the war for talent By David Acord For information about subscriptions, reprints, or purchasing bulk copies, That’s a fancier way of saying that we’re a group of highly-skilled and experienced contact Executive Editor David Acord at 26 TAUC Signs Apprenticeship Pledge, Attends White House Event CELEBRATING703-628-5545 or [email protected]. union contractors that help organizations plan, build, and maintain some of the most ©2019TH THE ASSOCIATION OF UNION CONSTRUCTORS. THE 18ALL RIGHTS ANNUAL RESERVED. THE CONTENTS OF THIS PUBLICATION MAY NOT BE REPRODUCED, complex infrastructures around the globe. ®IN WHOLE OR IN PART, WITHOUT THE PRIOR ZISA WRITTEN WINNERS CONSENT OF THE PUBLISHER. Columns PAGE 9 covEr: 22 Legal Corner Illustration by Need something? Give us a call. 46 Years and Counting By Steve Fellman Top Shelf Design, LLC

24 Industrial Relations Corner LINDAUER: IT'S ALL ABOUT THE DATA The Secret to Better Creativity By Jacob Snyder PAGE 6 27 Government Affairs Corner What Next? Pension Reform After the Joint Select Committee By Josh ShapiroBRESLIN: A DIFFERENT KIND OF SAFETY PAGE 8 28 EHS Corner Change By Rusty Brown SNYDER: THE SECRET TO BETTER CREATIVITY PAGE 24

2755A PARK AVE, WASHINGTON, PA 15301 - PHONE: 724-884-0184 - FAX: 724-884-0185 PUBLISHED FEBRUARY 2019

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55277_Magazine_X2.indd 3 1/25/19 4:224:44 PM FROM THE DESK OF THE PRESIDENT

The Pledge N HALLOWEEN, WHILE my kids were back home in Texas, I found myself in Washington, DC with a group of union craftworkers, walking O over to the White House for a meeting with the President of the United States. Needless to say, this type of thing doesn’t happen to me every day. We were invited to participate in a discussion on the Administration’s workforce develop- ment efforts to ensure more Americans have the skills necessary to succeed – including increased apprenticeship opportunities. As part of the White House’s “Pledge to America’s Workers” initiative, TAUC committed to working with all of its 2,000 member contractor firms to hire 250,000 apprentices over the next five years, beginning in 2019. My company, APM, joined this commitment (see full story, Page 19). The Pledge is a great opportunity for TAUC and its construc- tion firms to join our labor partners and the President in highlighting the value of apprenticeship and other training programs for job opportunity and economic growth. Our presence at the White House is also another step forward in the growth of TAUC as a significant player in government affairs. As I sat and listened to President Trump speak, I looked around the room and saw plenty of people like me in suits. But there was also many blue-col- lar craftworkers dressed in their work clothes: Electricians wearing safety vests, Ironworkers and Millwrights wearing jeans and holding their hardhats in their by JAKE LOCKLEAR laps. The white collar and the blue collar were hand-in-hand, united together on one of the biggest stages. It was a unique and humbling experience, and I got a TAUC PRESIDENT little emotional. I reflected on the wisdom of my Grandpa – J.W., or ‘Big Jake’ PRESIDENT AND CEO, APM – who would have summarized his public policy as ‘I’m for the working man!’ To think his grandson (me), three generations removed from a sharecropper in central Texas, would be in the White House to celebrate job creation for the “working man,” was surreal. But I know what you’re thinking: that’s all fine and good, but how is TAUC going to help its members hire 250,000 apprentices over the next five TAUC has committed to years? When you think about it, the number is actually quite manageable; it breaks down to each of our 2,000 member contractors hiring 25 additional working with all of its apprentices each year for the next five years. Here’s how we’ll go about it: 2,000 member contractor • Prioritize apprenticeship hiring – through establishment of apprentice- firms to hire 250,000 ship hiring goals and benchmarks for certain projects.

apprentices over the next • Increase outreach efforts to young workers – through creative outreach five years, beginning efforts via web platforms, as well as increased visibility at high schools and job/career fairs around the country. in 2019. • Increase on-the-job mentoring efforts – through development of men- toring programs that pair apprentices with veteran workers to help all achieve their highest potential.

• Keep people first – through commitment to valuing and respecting our workers, keeping their safety and well-being as our top priority.

I want to close with the story of Nick Brockman, APM’s General Manager for Specialty Services. Nick is a third-generation union craftsman who attended the White House event with me. He is one example of many professionals who have grown a successful career through the building trades. He joined the UBC (United Brotherhood of Carpenters) apprenticeship program in 1997 shortly after

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graduating from high school and has worked in many excit- TAUC Awards Season is Here! ing roles and projects in the power industry, gaining insight for highly-technical scopes as well as project management. Nick reflected on his construction career in sharing: TAUC is now accepting applications and nomina- “My apprenticeship gave me a chance to be trained by tions for its 2019 slate of awards and honors! veteran craftworkers with decades of experience. I was able to learn so much so quickly. I knew I didn’t want to sit at The deadline for all awards is Thursday, February 28, a university for four years and go into debt studying top- 2019. Go to www.tauc.org/awards2019 and navigate to ics that didn’t interest me. The apprenticeship program was the award competition you are interested in -- and good almost too good to be true – it gave me the opportunity to luck! learn and get real work experience while getting paid a great wage at the same time.” Thomas J. Reynolds Safety Awards: TAUC’s Thomas Nick added, “Being a third-generation union member, I J. Reynolds Awards recognize member contractors who have seen the positive impact that a skilled trade can have achieve a Days Away, Restricted or Transferred (DART) on many levels, including one’s personal growth, provid- Rate of 25% or more below the national industry average in ing for one’s family, and delivering value to our custom- a calendar year. ers through a highly trained and productive workforce. My union membership and apprenticeship has provided James J. Willis Craftperson of the Year: The James J. a solid foundation of progressive skill-advancement train- Willis Craftperson of the Year Award was created in 1989, ing as a continual source of personal fulfillment and career as the Craftsman of the Year Award, to honor outstanding progression.” labor-management cooperation and quality craftsmanship I am confident we all appreciate the value of apprentice- in the construction industry. ship programs. Listening to Nick, and others who share his experience, gives a little something extra to the Pledge, and ***NEW*** Joseph R. La Rocca Union Project of it motivates me to continue with J.W.’s public policy: “I’m the Year: The Awards will recognize outstanding work for the working man.” performed under labor-management cooperation and will be judged under the following four criteria: collaboration/ teamwork; construction quality and craftsmanship; project execution/scale; and safety. In addition, there will be three award categories, for projects of less than $5 million; $5 million to $50 million; and above $50 million.

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55277_Magazine_X2.indd55277_Magazine.indd 5 5 1/23/191/25/19 12:14 4:44 PM FEATURE It’s All About the Data by STEVE LINDAUER, TAUC CEO

AST YEAR, THE Labor- Management Committee of L the National Maintenance Agreements Policy Committee, Inc. (NMAPC) instituted a simple but groundbreaking new policy that is intended to usher in a new era of transparency and accuracy for the union construction and maintenance industry. Since this policy will affect many, if not all, of TAUC’s 2,000 member contractors, I wanted to use my first column of the New Year to explain what’s changing, and why, and how it will impact our tripartite community. have always stated that reporting work understand people being a little skep- As most of you know, in addition hours is mandatory and required of all tical. After all, our industry hasn’t to my role as CEO of TAUC, I also signatory contractors (see Article 26, always been celebrated for its effi- serve as Impartial Secretary and CEO if you want to look it up). The only ciency. In the past, some paperwork of the NMAPC. The two organiza- difference is that now we’re giving and information requirements were tions grew from the same seed – our that requirement new “teeth” in the time-consuming and duplicative. predecessor organization, the National form of a hard annual deadline and However, in the case of work hours Erectors Association. While they are the potential suspension of a contrac- reporting, a change was not only nec- separate business entities, TAUC and tor’s ability to file a new SER if they essary, but long overdue – and vital NMAPC still overlap in many ways. miss that deadline. to the future health of the NMAPC Most importantly, all contractors who But why create yet another require- Program and the continued growth of are signatory to the NMA are also ment for our contractors and their the industry. automatically granted status as TAUC support staff? Aren’t we just mak- The primary reason we made the Regular Members. Thus, any changes ing everyone’s lives more difficult? policy change is to gain a clearer and to the NMA naturally affect TAUC as These are fair questions, and I can more accurate picture of how much well. The new policy deals with the reporting of NMA work hours. You can view the entire policy decision online at www.nmapc.org – just click A statistical analysis by the NMAPC concluded on the “IMPORTANT NOTICE” image in the center of the screen or that as many as half of the actual hours worked click on the “Report Work Hours” tab. In a nutshell, the NMA is tight- under the NMA are never reported at all! ening the reporting requirements to ensure that all contractors submit That’s a staggering number…It’s extremely their work hours data in a timely man- ner. If a contractor fails to report their important for the NMAPC and our industry as a hours on any approved Site Extension whole to have a clear and accurate record of hours Request (SER) from the previous cal- Over 600 Field Employees endar year by March 1, their ability to request new SERs will be disabled More Thanworked 1 Million under Man the Program. Hours Annually until they submit their data. In a sense, this policy is nothing new. Since the first NMA was nego- 800-683-4586|www.krsm.net Request a quote: [email protected] tiated in the early 1970s, the rules

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work is being performed under the NMA. The sad truth is, Accurate work hours data will also allow us to more many contractors simply don’t report their work hours in effectively market the NMA to new clients (or increase its a complete and timely manner. In fact, a statistical analy- use among existing clients). If our analysis is correct, and sis by the NMAPC concluded that as many as half of the up to half of all work hours aren’t being reported at all, actual hours worked under the NMA are never reported imagine the impact this new reporting requirement will at all! That’s a staggering number. An under-reporting rate have on our organization! Let me be blunt: big numbers are approaching 50% is simply not in compliance with the powerful. Big numbers sell. When potential clients see how requirements stipulated in the NMAs. many work hours are actually performed under the NMA It’s extremely important for the NMAPC and our indus- in specific industry sectors or regions, it gives us credibility try as a whole to have a clear and accurate record of hours and an incredible persuasive advantage. worked under the Program. The reasons are obvious. We I’ve spent more than thirty-six years in this industry, and measure the success of the NMAPC by the number of I’ve never met anyone – contractor, union rep or owner-cli- hours worked. This data is our lifeblood. Moreover, the ent – who complained about having too much data. More metrics tell us where the NMAs are being used geographi- data equals more accuracy. A sharp, clear picture of where cally and which industry sectors and building trades crafts you stand is always better than a fuzzy snapshot. A contrac- are utilizing it. More accurate data allows us to closely track tor would never submit a report to his or her board of direc- fluctuations in use of the NMA (both positive and nega- tors that contained vague or incomplete information. Ever tive) and pinpoint areas of potential growth. In short: if we seen a P&L statement that contained the phrase “some- know who’s using the NMA and where, it allows us to iden- where around this amount” or “I think this is about right”? tify trends, keep close track of manpower needs and allocate Of course not! At the end of the day, the NMAPC is simply our resources more carefully and effectively. Opportunities asking its signatory contractors to provide the same level of can be identified and capitalized upon, and potential trou- high-quality, accurate data on work hours that they provide ble spots can be identified early, allowing us to take quick in every other aspect of their businesses, including finances, action to resolve any problems. insurance, RFPs, safety, and so on. AD 3.9.16:AD 6.16.15 3/9/16 4:37 PM Page 1 And lastly, speaking of safety: more accurate report- ing of work hours will also help us promote our industry’s incredible record of zero injuries. Each year, the NMAPC honors tripartite teams’ injury-free records on NMA proj- ects with the Zero Injury Safety Awards (ZISA®) program. Encouraging more contractors to submit their work hours means those same contractors are eligible to apply for ZISA® honors – and I don’t need to tell you how important a stel- lar safety record is to potential clients. I hope I’ve given you a better idea of why the NMAPC elected to strengthen its reporting requirements. The good news is, submitting your work hours has never been easier. It’s all done online with a few simple clicks of the mouse and filling in basic information – no cumbersome paper forms to fill out and mail in. And if you need some help reporting your hours, you can contact our Senior Manager of Information Technology, Ben Cahoon, at (703) 524- 3336 x118 or at [email protected]. Right Team. Here’s to a successful, productive and more accurate Right Solution. 2019! McCarl’s – 70 years of superior construction, fabrication, and on-site management solutions across a wide range of industries throughout the region, including: shale gas, Steve Lindauer is the CEO of The Association of petrochemical, water treatment, chemical, steel, power Union Constructors and also serves as Impartial generation, and cryogenics. Secretary and CEO of the National Maintenance Call us today. We do it right. Agreements Policy Committee, Inc. (NMAPC). www.McCarl.com

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55277_Magazine_X2.indd55277_Magazine.indd 7 7 1/23/191/25/19 12:14 4:44 PM FEATURE A Different Kind of Safety 2018 ZISA® WINNERS Psychological Safety: A Foundation for Teamwork CERTIFICATES OF MERIT by MARK BRESLIN

SK PEOPLE YOU work with what they are afraid will put in the work to create safety and mutual commit- of. You might hear answers like heights, snakes, ment, which combine to create one driving force pushing A public speaking, failure or the dark. The most the team forward. That force is contained in the words team dishonest ones will tell you they aren’t afraid of members use with one another. They might sound like this: anything. But the truth is that the deepest fears, and ones that impact us the most, are those we would find • I accept you and don’t judge you it hard to reveal or describe. • We share in success and failures together This reluctance to be honest with ourselves or others • We are not negative or destructive with one another, plays a big role in our security and happiness in life – and no matter if we like each other or not at work. And the tendency of most leaders to ignore these • Everyone owns what they do or say fears in the workplace has a significant impact. Now some • Honesty is our default at all times very compelling research backs it up. It turns out that for • I’ve got your back teams to best work cooperatively, collaboratively and cre- atively, there is one attribute above all others that contrib- For leaders it can be a challenge to prioritize psychologi- utes to success. This attribute is psychological safety. cal safety. It doesn’t seem to pay the bills. People will test the With that word, “safety,” we address a set of fears that not limits. And truthfully, there are a lot of people who don’t only limits teams, but limits individuals in their personal have the security and internal maturity to act like adults. growth and evolution. What are some of these fears that can Continued on Page 29 only be soothed by psychological safety? How about these:

• Fear of being vulnerable • Fear of being rejected Payroll got • Fear of being judged (and listening to the whispers of insecurity many of us hide with great skill) • Fear of failure, and thus fear of risk -- of taking that you down? hit to our self-image and self-esteem We’ll help! Leaders need to understand that addressing these legit- imate fears and, ultimately, minimizing them can have a truly extraordinary impact on their workers and the jobsite as a whole. By focusing on safety – both physical and psy- chological -- you build bonds that enable people to stretch, risk, trust and open up. These bonds, in turn, allow people GET AN to be authentic and bring their best selves to both others INSTANT and the workplace. For learning, coaching, mentoring and motivating, this is essential -- and when it comes to physi- QUOTE cal safety on the jobsite, personal authenticity probably TODAY! influences peer-to-peer accountability more than anything else. In many, if not most workplaces, this approach to psy- chological safety doesn’t exist at all because it is not val- ued as it should be. What takes its place are politics, gossip, negativity and conflict, which are all direct results of people acting out of their own insecurities and fear-based emo- tions. Many leaders accept this because that is what they The #1 payroll service for contractors | (800) 949-9620 are most accustomed to – but those with courage and vision

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GROUP 1 GROUP 6 GROUP 11

Pioneer Pipe, Inc. GEM Inc. Pioneer Pipe, Inc. Energizer Battery Perstorp Polyols Inc. Solvay Specialty Polymers Parkersburg-Marietta Building Northwestern Ohio Building Parkersburg-Marietta Building Trades Council Trades Council Trades Council 51,482 Work Hours 60,000 Work Hours 65,721 Work Hours Marietta Plant Toledo Plant Marietta Plant Marietta, OH Toledo, OH Marietta, OH

GROUP 2 GROUP 7 GROUP 12

Kiewit Power Constructors Co. Gribbins Insulation Company BMWC Constructors, Inc. (NACA) Ashland Inc. LyondellBasell Tyr Energy Insulators Local Union No. 37 Will and Grundy Counties Building Lawrence County Building Trades 61,602 Work Hours Trades Council Council Calvert City Plant 71,718 Work Hours 51,861 Work Hours Calvert City, KY Equistar Chemical Plant Hickory Run Energy Station Morris, IL New Castle, PA GROUP 8 GROUP 13 GROUP 3 Brock Industrial Services Stepan Company BMWC Constructors, Inc. Construction & Turnaround Carpenters Local Union No. 174 Procter & Gamble Fabric and Services, LLC 61,821 Work Hours Home Care CVR Energy, Inc. Millsdale Plant Lima Building Trades Council Oklahoma State Building Trades Elwood, IL 83,356 Work Hours Council Lima Plant 52,761 Work Hours Lima, OH Wynnewood Refinery GROUP 9 Wynnewood, OK Commercial Contracting Corporation GROUP 14 GROUP 4 Fiat Chrysler Automobiles Michigan Building Trades Council Burnham Industrial Contractors NRG Energy, Inc. McCarl’s Inc. 61,866 Work Hours Talen Energy Lawrence County Building Trades Sterling Heights Assembly Council Central Pennsylvania Building Sterling Heights, MI Trades Council 83,884 Work Hours 54,850 Work Hours New Castle Power Station New Castle, PA Brunner Island Station GROUP 10 York Haven, PA Construction & Turnaround Services, LLC (NACA) GROUP 15 GROUP 5 McDermott International United Association Local Union AZCO Inc. MC Industrial No. 520 PBF Energy Ameren Corporation Los Angeles/Orange Counties 62,365 Work Hours Building Trades Council St. Louis Building Trades Council Delta Plant 84,895 Work Hours 56,277 Work Hours Delta, PA Rush Island Power Plant Torrance Refinery Festus, MO Torrance, CA

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Graycor Industrial Constructors Enerfab Power & Industrial, Inc. Smart Energy Insulation - Toledo Andeavor Corporation Primary Energy Recycling Mechanical Los Angeles/Orange Counties Corporation Husky Energy, Inc. Building Trades Council Boilermakers Local Union No. 374 Lima Building Trades Council 85,549 Work Hours 148,602 Work Hours 158,276 Work Hours Los Angeles Refinery Cokenergy, LLC Plant Lima Refinery Carson, CA East Chicago, IN Lima, OH

GROUP 17 GROUP 22 GROUP 27

GEM Inc. Chapman Corporation Chellino Crane Nutrien Covestro LLC ExxonMobil Lima Building Trades Council Upper Ohio Valley Building Trades Operating Engineers Local Union 87,177 Work Hours Council No. 150 Lima Nitrogen Plant 149,629 Work Hours 164,425 Work Hours Lima, OH New Martinsville Plant Joliet Refinery New Martinsville, WV Joliet, IL

GROUP 18 GROUP 23 GROUP 28 Duke Energy Corporation Lytle Electric Co., Inc. Construction & Turnaround Total Work Hours: 131,977 Marathon Petroleum Corporation Services, LLC (NACA) Public Service Enterprise Group Industrial Contractors Skanska IBEW Local Union No. 725 (PSEG) Duke Energy Corporation 150,000 Work Hours Baltimore - D.C. Building Trades Central Wabash Valley Building Robinson Refinery Council Trades Council Robinson, IL 165,262 Work Hours 74,196 Work Hours Keys Energy Center Edwardsport Generating Station Edwardsport, IN GROUP 24 Baltimore, MD

Gribbins Insulation Company Duke Energy Corporation Public Service Enterprise GROUP 29 Insulators Local Union No. 18 Group (PSEG) 57,781 Work Hours Burnham Industrial Contractors Total Work Hours: 156,335 EME Homer City Generation L.P. Cayuga Generating Station Johnstown Building Trades Council Cayuga, IN Matrix North American Construction, Inc. 166,861 Work Hours Public Service Enterprise Group Homer City Generating Station (PSEG) Homer City, PA GROUP 19 Middlesex County Building Trades Council Chapman Corporation 82,252 Work Hours The Williams Companies, Inc. GROUP 30 Upper Ohio Valley Building Trades Sewaren Generating Station Council Woodbridge, NJ AZCO Inc. 145,738 Work Hours Denton Municipal Electric Matrix North American Dallas Building Trades Council Moundsville Plant Construction, Inc. 171,290 Work Hours Moundsville, WV Public Service Enterprise Group (PSEG) Denton Energy Center Denton, TX Middlesex County Building Trades GROUP 20 Council 74,083 Work Hours Fluor Constructors International, Sewaren Generating Station GROUP 31 Inc. Woodbridge, NJ Cargill, Inc. Ford Motor Company Northwestern Indiana Building Total Work Hours: 172,124 Trades Council GROUP 25 147,068 Work Hours GEM Inc. Hammond Plant Enerfab Power & Industrial, Inc. Ford Motor Company Hammond, IN Lightstone Generation LLC Cleveland Building Trades Council Tri-State Building Trades Council 60,694 Work Hours 156,377 Work Hours Walton Hills Stamping Plant Gavin Power Plant Walton Hills, OH Cheshire, OH

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55277_Magazine_X2.indd55277_Magazine.indd 10 10 1/23/191/25/19 12:14 4:44 PM Conti Mechanical GROUP 35 GROUP 37 Ford Motor Company Michigan Building Trades Council BP Products North Energy Transfer Partners 58,350 Work Hours Ford World Headquarters America, Inc. Total Work Hours: 245,847 Dearborn, MI Total Work Hours: 197,334 Scheck Mechanical Energy Transfer Partners Brock Industrial Services Aristeo Construction Steamfitters Local Union No. 420 BP Products North America, Inc. Ford Motor Company 144,516 Work Hours Michigan Building Trades Council Insulators Local Union No. 17 73,643 Work Hours Marcus Hook Industrial Complex 53,080 Work Hours Marcus Hook, PA Woodhaven Stamping Plant Whiting Refinery Whiting, IN Woodhaven, MI Chapman Corporation Energy Transfer Partners AMS Mechanical Systems, Inc. Upper Ohio Valley Building Trades BP Products North America, Inc. Council GROUP 32 Northwestern Indiana Building Trades Council 101,331 Work Hours Southern Illinois Power 63,184 Work Hours Mariner - Hopedale Expansion Whiting Refinery Hopedale, OH Cooperative Whiting, IN Total Work Hours: 181,053 Imperial Crane Services, Inc. GROUP 38 Triangle Enterprises, Inc. BP Products North America, Inc. Southern Illinois Power Operating Engineers Local Union Cooperative No. 150 AK Steel Insulators Local Union No. 37 60,507 Work Hours Total Work Hours: 246,978 123,413 Work Hours Whiting Refinery Thermal Solutions, Inc. Marion Generating Station Whiting, IN Marion, IL AK Steel Butler County Building Trades Scheck Mechanical Council Southern Illinois Power GROUP 36 135,700 Work Hours Cooperative Middletown Works Boilermakers Local Union No. 363 Northern Indiana Public Middletown, OH 57,640 Work Hours Marion Generating Station Service Co. (NIPSCO) Graycor Industrial Constructors Marion, IL Total Work Hours: 206,093 AK Steel Butler County Building Trades Solid Platforms, Inc. Council Northern Indiana Public Service 111,278 Work Hours GROUP 33 Co. (NIPSCO) Indiana/Kentucky/Ohio Regional Middletown Works Middletown, OH Bilfinger Industrial Services Inc. Council of Carpenters - Northern Procter & Gamble Hair Care LLC Office Cedar Rapids Building Trades 96,131 Work Hours Council R. M. Schahfer Generating Station GROUP 39 190,696 Work Hours Wheatfield, IN Iowa City Beauty Care Plant Alcoa Inc. Iowa City, IA Graycor Industrial Constructors Northern Indiana Public Service Total Work Hours: 327,110 Co. (NIPSCO) Industrial Contractors Skanska GROUP 34 LaPorte, Starke and Pulaski Alcoa Inc. Counties Building Trades Council Southwestern Indiana Building Fluor Constructors International 57,005 Work Hours Trades Council SunCoke Energy, Inc. Michigan City Generating Station 182,686 Work Hours Northwestern Indiana Building Michigan City, IN Warrick Operations Trades Council Newburgh, IN 193,423 Work Hours Atlantic Plant Maintenance Cokenergy, LLC Plant Northern Indiana Public Service Gribbins Insulation Company East Chicago, IN Co. (NIPSCO) Alcoa Inc. Northwestern Indiana Building Insulators Local Union No. 37 Trades Council 144,424 Work Hours 52,957 Work Hours Warrick Generating Station R. M. Schahfer Generating Station Newburgh, IN Wheatfield, IN

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55277_Magazine_X2.indd55277_Magazine.indd 11 11 1/23/191/25/19 12:14 4:44 PM GROUP 40 Chellino Crane Gallagher-Kaiser Corporation CITGO Petroleum Corporation General Motors Company LLC Operating Engineers Local Union Sheet Metal Workers Local Union Dynegy Inc. No. 150 No. 110 Total Work Hours: 422,043 73,230 Work Hours 54,556 Work Hours Enerfab Power & Industrial, Inc. Lemont Petroleum Refinery Bowling Green Assembly Plant Dynegy Inc. Lemont, IL Bowling Green, KY Boilermakers Local Union No. 105 The State Group Industrial (USA) 124,718 Work Hours GROUP 42 Limited William H. Zimmer Station General Motors Company LLC Moscow, OH Niagara County Building Trades General Motors Company Council Enerfab Power & Industrial, Inc. 50,769 Work Hours Dynegy Inc. LLC Boilermakers Local Union No. 105 GMCH Lockport Operations Total Work Hours: 598,104 Lockport, NY 102,812 Work Hours Lesco Design & Manufacturing Miami Fort Power Station Company North Bend, OH General Motors Company LLC GROUP 43 Millwrights Local Union No. 1029 Scheck Mechanical 108,952 Work Hours Dynegy Inc. United States Steel Boilermakers Local Union No. 363 Fort Wayne Assembly Roanoke, IN 81,289 Work Hours Corporation Coffeen Power Station Atlas Industrial Contractors, LLC Total Work Hours: 638,185 Coffeen, IL General Motors Company LLC Matrix North American South Central Indiana Building Construction, Inc. Scheck Mechanical Trades Council United States Steel Corporation Dynegy Inc. 73,967 Work Hours Pittsburgh Building Trades Council Boilermakers Local Union No. 363 Bedford Foundry GMPT 197,678 Work Hours 59,150 Work Hours Bedford, IN Clairton Works Baldwin Generating Station Clairton, PA Baldwin, IL Barton Malow Company General Motors Company LLC Matrix North American Scheck Mechanical Nashville Building Trades Council Construction, Inc. Dynegy Inc. 66,675 Work Hours United States Steel Corporation Boilermakers Local Union No. 363 Spring Hill Manufacturing Facility Pittsburgh Building Trades Council 54,074 Work Hours Spring Hill, TN 143,229 Work Hours Kincaid Power Station Edgar Thomson Works Kincaid, IL Gallagher-Kaiser Corporation Braddock, PA General Motors Company LLC Northeastern Indiana Building Solid Platforms, Inc. GROUP 41 Trades Council United States Steel Corporation 61,521 Work Hours Keystone Mountain Lakes Regional CITGO Petroleum Fort Wayne Assembly Council of Carpenters Roanoke, IN 106,652 Work Hours Corporation Clairton Works Total Work Hours: 548,719 Gallagher-Kaiser Corporation Clairton, PA General Motors Company LLC Brock Industrial Services Sheet Metal Workers Local Union AMS Mechanical Systems, Inc. CITGO Petroleum Corporation No. 68 United States Steel Corporation Carpenters Local Union No. 174 61,098 Work Hours United Association Local Union 185,013 Work Hours Arlington Assembly Plant No. 597 Lemont Petroleum Refinery Arlington, TX 72,896 Work Hours Lemont, IL Gary Works Dearborn Mid-West Company Gary, IN BMWC Constructors, Inc. General Motors Company LLC CITGO Petroleum Corporation Northeastern Indiana Building Solid Platforms, Inc. Chicago and Cook County Building Trades Council United States Steel Corporation Trades Council 60,861 Work Hours Keystone Mountain Lakes Regional 181,844 Work Hours Fort Wayne Assembly Council of Carpenters Lemont Petroleum Refinery Roanoke, IN 61,907 Work Hours Lemont, IL Edgar Thomson Works The State Group Industrial (USA) Braddock, PA Brock Industrial Services Limited CITGO Petroleum Corporation General Motors Company LLC Chapman Corporation Insulators Local Union No. 17 Buffalo and Vicinity Building United States Steel Corporation 108,632 Work Hours Trades Council Pittsburgh Building Trades Council Lemont Petroleum Refinery 59,705 Work Hours 55,823 Work Hours Lemont, IL Tonawanda Engine Plant Edgar Thomson Works Tonawanda, NY Braddock, PA 12 | THE CONSTRUCTION USER • WWW.TAUC.ORG

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ArcelorMittal American Electric Power FirstEnergy Corp. Total Work Hours: 780,666 Total Work Hours: 872,639 Total Work Hours: 1,073,843 Stevens Engineers & Constructors, Day & Zimmermann NPS, Inc. Chemsteel Construction Company Inc. American Electric Power FirstEnergy Corp. ArcelorMittal Tri-State Building Trades Council Beaver County Building Trades Northwestern Indiana Building 192,273 Work Hours Council Trades Council Mountaineer Power Plant 158,707 Work Hours 180,394 Work Hours New Haven, WV Bruce Mansfield Plant Indiana Harbor (East Chicago) Plant Shippingport, PA East Chicago, IN Enerfab Power & Industrial, Inc. American Electric Power Chemsteel Construction Company Morrison Construction Company Floyd and Clark Counties Building FirstEnergy Corp. ArcelorMittal Trades Council Upper Ohio Valley Building Trades Northwestern Indiana Building 160,064 Work Hours Council Trades Council Clifty Creek Plant 155,200 Work Hours 129,494 Work Hours Madison, IN W. H. Sammis Plant Burns Harbor Plant Stratton, OH Burns Harbor, IN Industrial Contractors Skanska American Electric Power Minnotte Contracting Tranco Industrial Services, Inc. Southwestern Indiana Building FirstEnergy Corp. ArcelorMittal Trades Council North Central West Virginia Laborers Local Union No. 81 151,560 Work Hours Building Trades Council 106,654 Work Hours Rockport Plant 152,700 Work Hours Burns Harbor Plant Rockport, IN Pleasants Power Station Burns Harbor, IN Willow Island, WV Thermal Solutions, Inc. Solid Platforms, Inc. American Electric Power MPW Environmental Services, Inc. ArcelorMittal Tri-State Building Trades Council FirstEnergy Corp. Indiana/Kentucky/Ohio Regional 139,547 Work Hours Painters (IUPAT) District Council Council of Carpenters - Northern Kyger Creek Power Plant 53 Office Cheshire, OH 123,332 Work Hours 102,219 Work Hours W. H. Sammis Plant Indiana Harbor West Plant Thermal Solutions, Inc. Stratton, OH East Chicago, IN American Electric Power Tri-State Building Trades Council Minnotte Contracting Solid Platforms, Inc. 100,393 Work Hours FirstEnergy Corp. ArcelorMittal Big Sandy Plant North Central West Virginia Indiana/Kentucky/Ohio Regional Louisa, KY Building Trades Council Council of Carpenters - Northern 122,846 Work Hours Office Industrial Contractors Skanska Fort Martin Power Station 77,879 Work Hours American Electric Power Maidsville, WV Burns Harbor Plant East Central Ohio Building Trades Burns Harbor, IN Council Burnham Industrial Contractors 77,368 Work Hours FirstEnergy Corp. Stevens Engineers & Constructors, Conesville Power Plant Upper Ohio Valley Building Trades Inc. Conesville, OH Council ArcelorMittal 84,259 Work Hours Cleveland Building Trades Council Thermal Solutions, Inc. W. H. Sammis Plant 76,546 Work Hours American Electric Power Stratton, OH Cleveland Plant Southwestern Indiana Building Cleveland, OH Trades Council Burnham Industrial Contractors 51,434 Work Hours FirstEnergy Corp. Eagle Services Corp. Rockport Plant Beaver County Building Trades ArcelorMittal Rockport, IN Council Laborers Local Union No. 81 63,126 Work Hours 55,499 Work Hours Bruce Mansfield Plant Burns Harbor Plant Shippingport, PA Burns Harbor, IN Minnotte Contracting ACMS Group, Inc. FirstEnergy Corp. ArcelorMittal North Central West Virginia Northwestern Indiana Building Building Trades Council Trades Council 56,817 Work Hours 51,981 Work Hours Harrison Power Station Burns Harbor Plant Haywood, WV Burns Harbor, IN

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55277_Magazine_X2.indd55277_Magazine.indd 13 13 1/23/191/25/19 12:14 4:44 PM Day & Zimmermann NPS, Inc. GROUP 50 GROUP 56 FirstEnergy Corp. Cleveland Building Trades Council Nooter Construction Company Enerfab Power & Industrial, Inc. 55,343 Work Hours PBF Energy American Electric Power Eastlake Power Plant Los Angeles/Orange Counties Tri-State Building Trades Council Eastlake, OH Building Trades Council 301,081 Work Hours 218,814 Work Hours Big Sandy Plant Burnham Industrial Contractors Torrance Refinery Louisa, KY FirstEnergy Corp. Torrance, CA North Central West Virginia Building Trades Council GROUP 57 50,872 Work Hours GROUP 51 Harrison Power Station Norris Brothers Company, Inc. Haywood, WV Kiewit Power Constructors Co. Arconic (NACA) Cleveland Building Trades Council MPW Environmental Services, Inc. Birdsboro Power LLC FirstEnergy Corp. Reading Building Trades Council 301,990 Work Hours Painters (IUPAT) District Council 228,788 Work Hours Cleveland Works Cleveland, OH 53 Birdsboro Energy Center 50,641 Work Hours Reading, PA Harrison Power Station Haywood, WV GROUP 58 GROUP 52 Graycor Industrial Constructors Solid Platforms, Inc. Inc. BRONZE STAR ArcelorMittal American Electric Power Indiana/Kentucky/Ohio Regional Southwestern Indiana Building Council of Carpenters - Northern Trades Council GROUP 47 Office 304,342 Work Hours 253,908 Work Hours Rockport Plant Burnham Industrial Contractors Indiana Harbor (East Chicago) Plant Rockport, IN FirstEnergy Corp. East Chicago, IN North Central West Virginia Building Trades Council GROUP 59 209,376 Work Hours GROUP 53 Fort Martin Power Station Thermal Solutions, Inc. Maidsville, WV United States Steel Corporation MPW Environmental Services, Inc. Pittsburgh Building Trades Council FirstEnergy Corp. Painters (IUPAT) District Council 313,618 Work Hours GROUP 48 53 Clairton Works Clairton, PA 280,924 Work Hours GEM Inc. Bruce Mansfield Plant Campbell Soup Company Shippingport, PA Northwestern Ohio Building Trades GROUP 60 Council GROUP 60 213,193 Work Hours GROUP 54 Chapman Corporation Napoleon Plant FirstEnergy Corp. Napoleon, OH McCarl’s Inc. North Central West Virginia Talen Energy Building Trades Council Lehigh Valley Building Trades 344,105 Work Hours GROUP 49 Council Harrison Power Station 290,706 Work Hours Haywood, WV Solid Platforms, Inc. Martins Creek Station United States Steel Corporation Bangor, PA Indiana/Kentucky/Ohio Regional Council of Carpenters - Northern GROUP 61 Office GROUP 55 Day & Zimmermann NPS, Inc. 213,253 Work Hours American Electric Power Gary Works Gribbins Insulation Company Upper Ohio Valley Building Trades Gary, IN Marathon Petroleum Corporation Council Insulators Local Union No. 37 355,539 Work Hours 298,963 Work Hours Cardinal Plant Robinson Refinery Brilliant, OH Robinson, IL

14 | THE CONSTRUCTION USER • WWW.TAUC.ORG

55277_Magazine_X2.indd55277_Magazine.indd 14 14 1/23/191/25/19 12:14 4:44 PM GROUP 62 GROUP 68 GOLD STAR BMWC Constructors, Inc. Day & Zimmermann NPS, Inc. Indianapolis Power & Light Talen Energy Company Northeastern Pennsylvania GROUP 73 Southwestern Indiana Building Building Trades Council Trades Council 637,616 Work Hours The State Group Industrial (USA) 372,769 Work Hours Susquehanna Nuclear Plant Limited Petersburg Generating Station Berwick, PA Alcoa Inc. Petersburg, IN Southwestern Indiana Building Trades Council GROUP 69 1,039,105 Work Hours GROUP 63 Warrick Generating Station Chapman Corporation Newburgh, IN Scheck Mechanical Blue Racer Midstream, LLC Croda International Plc Upper Ohio Valley Building Trades Delaware Building Trades Council Council GROUP 74 372,773 Work Hours 640,388 Work Hours Atlas Point Plant Natrium Plant RMF Nooter, Inc. New Castle, DE Natrium, WV Husky Energy, Inc. Lima Building Trades Council 1,078,285 Work Hours GROUP 64 GROUP 70 Lima Refinery Lima, OH BMWC Constructors, Inc. GVH Environmental, Inc. Marathon Petroleum Corporation American Electric Power East Central Ohio Building Trades Upper Ohio Valley Building Trades GROUP 75 Council Council 391,822 Work Hours 823,084 Work Hours Enerfab Power & Industrial, Inc. Canton Refinery Cardinal Plant American Electric Power Canton, OH Brilliant, OH Upper Ohio Valley Building Trades Council 1,099,265 Work Hours GROUP 65 GROUP 71 Mitchell Power Plant Moundsville, WV Minnotte Contracting Solid Platforms, Inc. FirstEnergy Corp. BP Products North America, Inc. North Central West Virginia Indiana/Kentucky/Ohio Regional GROUP 76 Building Trades Council Council of Carpenters - Northern 392,554 Work Hours Office BMWC Constructors, Inc. 940,080 Work Hours ExxonMobil Harrison Power Station Will and Grundy Counties Building Haywood, WV Whiting Refinery Whiting, IN Trades Council 1,478,701 Work Hours Joliet Refinery SILVER STAR GROUP 72 Joliet, IL Kiewit Power Constructors Co. GROUP 77 GROUP 66 (NACA) St. Joseph Energy, LLC RMF Nooter, Inc. Conti Electric Inc. St. Joseph Valley Building Trades Council BP Products North America, Inc. General Motors Company LLC Northwestern Ohio Building Trades IBEW Local Union No. 305 946,805 Work Hours Council 500,918 Work Hours St. Joseph Energy Center 1,646,925 Work Hours South Bend, IN Fort Wayne Assembly Toledo Refinery Roanoke, IN Oregon, OH

GROUP 67 GROUP 78

Superior Construction Company, Nooter Construction Company Inc. Energy Transfer Partners BP Products North America, Inc. Philadelphia Building Trades Northwestern Indiana Building Council Trades Council 2,031,332 Work Hours 521,853 Work Hours Marcus Hook Industrial Complex Whiting Refinery Marcus Hook, PA Whiting, IN

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NMAPC Honors 18th Annual Zero Injury Safety Award Winners

Nooter Construction, Energy Transfer Partners and the Philadelphia Building Trades Council received the top Gold Star Award for 2,031,332 injury-free hours worked at the Marcus Hook Industrial Complex.

ASHINGTON, DC - The National Maintenance (NCA), a PLA administered by the North American Agreements Policy Committee, Inc. (NMAPC) is Contractors Association and North America’s Building pleased to congratulate the winners of the 18th Trades Unions. W Annual Zero Injury Safety Awards® (ZISA®), the Altogether, the 133 winning teams accounted for more premier safety recognition program in the union than 29 million injury-free hours worked in calendar year construction and maintenance industry. The ZISA® Gala 2017 - the most in ZISA history, shattering the previous was held on Thursday, November 1 at the historic National record by nearly five million work hours. This brings the Building Museum in Washington, D.C. grand total of injury-free work hours recognized to more Each Zero Injury Safety Award® recognizes an alliance than 257 million since the ZISA® program began 18 years between owner-clients, signatory contractors and local and ago. international unions who worked together in a tripartite A complete list of winners can be found on page 9. fashion to achieve zero injuries on their industrial construc- tion and maintenance projects. This year, 133 winning tri- The Year’s Top Winners partite teams were honored - the most in ZISA history. Of that number, 128 worked together under the auspices of The highlight of the evening was the presentation of the National Maintenance Agreement (NMA), while five the top ZISA® honor - the Gold Star Award, reserved for teams worked under the National Construction Agreement projects that have documented more than one million

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injury-free hours. This year the top Gold Star Award went Courage on Display to Nooter Construction Company (contractor), Energy Transfer Partners (owner-client) and the Philadelphia The night’s keynote Building Trades Council (labor) for 2,031,332 injury-free speaker was Colonel hours worked at the Marcus Hook Industrial Complex in Gregory Gadson, who Marcus Hook, Pennsylvania. served our nation in Another top team was Kiewit Power Constructors Co. the United States Army (contractor), St. Joseph Energy LLC (owner-client) and the for more than 26 years. St. Joseph Valley Building Trades Council (labor). This tri- Greg’s life is a portrait partite alliance was awarded the top ZISA® Silver Star Award of courage in the face of for performing 946,805 injury-free work hours at the St. great adversity. In May Joseph Energy Center in South Bend, Indiana. Silver Star 2007, as commander of Awards are given to projects that have documented between the 2nd Battalion, 32nd 500,000 and 999,999 hours worked without a recordable Field Artillery, Gadson’s injury. greatest challenge came The top award in the Bronze Star category, for injury- in Iraq, where an impro- free projects between 200,000 and 499,999 hours, went vised explosive device to Minnotte Contracting (contractor), FirstEnergy Corp. (IED) attack cost him (owner-client) and the North Central West Virginia both legs above the Colonel Gregory Gadson Building Trades Council (labor) for performing 392,554 knees and normal use of injury-free work hours at the Harrison Power Station in his right arm and hand. Haywood, West Virginia. Despite this, Greg remained on active duty in the Army The Certificate of Merit category recognizes projects and continued to inspire many with his message of cour- that have documented between 50,000 and 199,999 work age, determination and teamwork. Refusing to be defined hours performed without a recordable injury. This year’s top by the proverbial “hail of bullets,” he has since drawn upon Certificate of Merit honor was awarded to a group of 11 tri- the lessons of pride, poise and team, learned as a West Point partite teams, all of which performed work for FirstEnergy linebacker, and applied them to his life, career and family. Corp. While each individual team’s total qualified them for Greg’s military awards include the Distinguished Service a certificate, collectively they performed 1,073,843 work Medal, Legion of Merit, Bronze Stars, Purple Heart, the hours without injury. Meritorious Service Medal and the Army Commendation Medal. Greg kept the Gala audience riveted with tales of wartime valor, and imparted valuable lessons about the importance of perseverance.

Members of Nooter Construction hold a banner celebrating their ZISA® Gold Star.

WINTER 2 0 1 9 | 17

55277_Magazine_X2.indd55277_Magazine.indd 17 17 1/23/191/25/19 12:14 4:44 PM Thank You to All ZISA® Sponsors

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55277_Magazine_X2.indd55277_Magazine.indd 18 18 1/23/191/25/19 12:14 4:44 PM Thank You to All ZISA® Sponsors FEATURE Diversity: From Buzzword to Business Strategy At Aristeo Construction, a new generation of leadership is taking an innovative approach to winning the war for talent

by DAVID ACORD

HE ECONOMY IS BOOMING, and contractors working population,” explained Michelle Aristeo Barton, are scrambling to take advantage of new business President of Aristeo Construction and daughter of the com- T opportunities — but the ongoing labor shortage pany’s co-founder, Joseph. “With the current economy, is making it difficult to keep up with the strong companies across industries are competing for the best tal- demand for their services. Like many other sectors of ent. The best way for the construction industry to attract the U.S. economy, union construction and maintenance is this coveted talent is to be inclusive of all potential popu- facing a “double whammy.” Older, more experienced workers lations, especially those diverse populations that make up are retiring at a rapid clip, and there simply aren’t enough large segments of the total working population or are rap- younger workers to take their place, making it extremely idly growing. We can increase our potential to find the best tough (if not downright impossible) to find enough skilled talent by encouraging diversity across backgrounds, experi- labor for big projects. ences, and industries.” Many contractors, working closely with their union Barton ascended to the role of President in 2018 as partners, are taking many proactive steps. They’re investing part of a carefully thought-out succession plan, after serv- in recruiting, education and training, spending more than ing in a variety of leadership positions at the company for $1 billion to fund more than 1,900 apprenticeship training more than a decade. Her sister, Anne Aristeo Martinelli, and education facilities across North America. The prob- came on board the previous year as Chief Strategy Officer lem is, they’re competing with dozens of other industries after stints at McKinsey & Company and The Boston equally desperate to hire the same pool of young workers. Consulting Group, where she advised a number of Fortune In a situation like this, union contractors need any advantage they can find. They need an edge. At Metro Detroit-based Aristeo Construction, one of the nation’s largest general con- tractors in the manufacturing sector (and a longtime TAUC Governing Member), a new leadership team is casting a wide net and looking for the next generation of craftwork- ers in areas other contractors often overlook. “Diversity” – perhaps the most familiar yet misunderstood buzzword of the past decade – is proving to be not only a sound HR policy, but a wise business strategy, too. “Diversity in the work- Aristeo at Ford Motor Co. jobsite in Allen Park, Mich., August 2018. Far left: Anne place really means being fully Aristeo Martinelli. Right, second from end: Michelle Aristeo Barton. inclusive of the entire potential

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500 companies. Together, they and the entire Aristeo team feedback processes that funnel employee ideas and sugges- are committed to finding talent in underrepresented areas. tions to our management team. We do this through fre- “Recruiting diverse applicants is really widening our quent surveys, employee committees, online forums, and applicant base to include the entire labor force,” Martinelli one-on-one meetings with the management team. The key told The Construction User. “America’s workforce is grow- part of our employee-driven process for feedback and idea ing and diversifying, and the construction industry would generation is that all of the feedback gathered becomes the benefit by sourcing from the entire population.” She noted base of communication for the leadership team.” that in 2017, less than one million women were working In other words, even before outreach begins, Aristeo in the construction industry, representing only 9.1% of the makes sure the environment that new hires will enter is set construction workforce. On the bright side, the number of up to make them feel valued and part of the team – some- women working in construction has increased over the last thing that’s especially important for members of underrep- five years – with an annual growth rate of 3.7% since 2013.” resented groups. That sense of inclusiveness also extends to “However, there is still quite a way to go before we grow safety, Barton noted. the workforce through a higher representation of women “Decades ago we instituted a policy that gave each and or other underrepresented groups in construction, such as every employee ‘Stop Work Authority’ on job sites,” she black or Asian-American. Those populations are 50% and said. “This policy is predicated on the idea that employ- 70% less likely, respectively, to be in construction careers ees are more likely to voice their concerns when witness- than in the overall workforce,” Martinelli continued. ing unsafe behavior if a company has already established “These numbers highlight a significant portion of the popu- an inclusive and supportive culture where every member of lation that remains untapped in the industry.” the team feels valued and heard. This is why transparency YOUR FIRST LINE She added, “Recruiting from a wide pool of well-quali- and inclusion is so important to us, and why we believe it’s ™ fied applicants will strengthen our team with many diverse a key driver of encouraging diversity in the construction perspectives. The unique experiences, talents and skills they industry.” OF DEFENSE. bring help us generate new ideas, which can strengthen our perspective as a company. Aristeo’s leadership team consists Making Diversity Work of people from varying backgrounds — in fact, one-third of the team is from non-construction backgrounds and “Contractors can take a number of steps in order to another third is female. These individuals provide diversity encourage diverse applicants in construction,” Martinelli of thought and act as role models to upcoming generations noted. “One of the first steps, because it will take many who need to see examples of themselves in leadership roles.” years, is to increase awareness of the overall industry and Last year, Aristeo was certified as an official Women’s construction careers in schools and for children who are Business Enterprise (WBE) by the Great Lakes Women’s just learning about the potential careers available to them. Business Council (GLWBC), a regional partner organiza- At Aristeo, we are working alongside our customers and tion of the Women’s Business Enterprise National Council peers through the Associated General Contractors (AGC), (WBENC), utilizing WBENC’s national standard of certi- Construction Users Round Table (CURT) and other orga- ™ fication. The WBE label confirms that a company is at least nizations to support ways to generate awareness of the con- A PERFORM & PROTECT FEATURE 51% owned, operated, and controlled by women. “Earning struction sector’s roles in secondary education.” FOR CORDED & CORDLESS TOOLS our WBE certification is an exciting opportunity,” stated “This outreach is important because careers in construc- DEWALT® LANYARD READY™ integrated solutions offer options to Barton. “One thing that’s most important to us, however, is tion are often hereditary – individuals seek out these careers tether select corded and cordless tools to rigid structures on jobsites remaining true to Aristeo’s long standing core values. This because a relative worked in the industry,” she pointed when working at height with a maximum lanyard length of 2m, business was founded on exceeding our customers’ expecta- out. “This connection provides applicants with a solid helping to secure the tool in case it is dropped. tions, supporting diverse businesses, and remaining dedi- understanding of what it means to work in construction, cated to safety, quality, and integrity. This certification will including the range of opportunities found in the indus- help us further our support of the diverse business com- try. However, not all communities have access to examples The integrated lanyard attachment point munity, but we will also remain focused on continuing our of what a career in construction looks like, and we need works with any multi-action carabiner legacy as a top general contractor.” to increase outreach on the part of the industry into these areas. Reaching out and educating students at a young age 2-stage carabiner for a secure hold, yet can be Laying the Groundwork about the opportunities that exist, the advantages of a con- un-hooked from attachment point to charge battery struction career, and explaining what they need to do to “One of the most important first steps to encourag- achieve this goal is key.” ing a more diverse workforce is to ensure that your exist- Training is another critical component, Martinelli The integrated lanyard strap has a lanyard ing workforce enjoys a supportive and inclusive culture,” added – and not just with traditional construction skills. that secures the battery to the tool Barton advised. “At Aristeo, we emphasize the importance A successful career in the modern, high-tech construc- of inclusivity throughout our culture via transparent and tion field also requires significant problem solving, critical open communication policies. We have multiple, internal thinking, math skills, and foundational professional skills. FOR MORE INFORMATION: www.DEWALT.com/PNP Continued on Page 29 DEWALT’s PERFORM & PROTECTTM line of Power Tools is designed to provide a high level of one or more of the following: control, dust containment, or low vibration, without sacrificing performance. Copyright ©2018 DEWALT. The following are examples of trademarks for one or more DEWALT power tools, accessories, anchors, and concrete adhesives: the yellow and black color scheme; the “D”-shaped air intake grill; the array of pyramids on the handgrip; the kit box configuration; and the array of lozenge-shaped humps on the surface of the tool. 20 | THE CONSTRUCTION USER • WWW.TAUC.ORG

55277_Magazine_X2.indd55277_Magazine.indd 20 20 1/23/191/25/19 12:14 4:44 PM YOUR FIRST LINE OF DEFENSE.™

A PERFORM & PROTECT™ FEATURE FOR CORDED & CORDLESS TOOLS

DEWALT® LANYARD READY™ integrated solutions offer options to tether select corded and cordless tools to rigid structures on jobsites when working at height with a maximum lanyard length of 2m, helping to secure the tool in case it is dropped.

The integrated lanyard attachment point works with any multi-action carabiner

2-stage carabiner for a secure hold, yet can be un-hooked from attachment point to charge battery

The integrated lanyard strap has a lanyard that secures the battery to the tool

FOR MORE INFORMATION: www.DEWALT.com/PNP

DEWALT’s PERFORM & PROTECTTM line of Power Tools is designed to provide a high level of one or more of the following: control, dust containment, or low vibration, without sacrificing performance. Copyright ©2018 DEWALT. The following are examples of trademarks for one or more DEWALT power tools, accessories, anchors, and concrete adhesives: the yellow and black color scheme; the “D”-shaped air intake grill; the array of pyramids on the handgrip; the kit box configuration; and the array of lozenge-shaped humps on the surface of the tool. WINTER 2 0 1 9 | 21

55277_Magazine_X2.indd55277_Magazine.indd 21 21 1/23/191/25/19 12:14 4:44 PM LEGAL CORNER 46 Years and Counting by STEVE FELLMAN, TAUC GENERAL COUNSEL

T THE END of 2018, I became Of Counsel to our A law firm, and my partner Katie Meyer took over as TAUC General Counsel. After practic- ing law for 56 years, it is time for me to change focus, slow down and start spending more time with my family. Although I will still serve as Counsel to my firm and provide advice to clients as needed, my time “practicing” will evolve from my law office to the tennis court. As this is my last column, I want to take this opportunity to tell you how honored I have been to serve as General Counsel to TAUC and its predecessor, the National Erectors Association (NEA), for 46 years. I thank you for the opportunity to serve the union construction indus- try. I thank you for the opportunity no industrial maintenance members, thousands and even millions of hours to develop working relationships and no concerns about joint employer without a reportable injury. TAUC’s personal friendships with so many pension liability, and no involvement position as a leader in union construc- dedicated TAUC leaders and TAUC with environmental issues. There were tion was highlighted recently when staff members. no smart phones, tablets or laptops. A TAUC President Jake Locklear was When I started as NEA’s General majority of the members were family- invited to the White House in recog- Counsel in 1972, NEA was basically owned companies. The main pur- nition of the industry’s efforts to pro- a union iron worker employer’s asso- pose of the association was to develop mote apprenticeship. At the annual ciation. Its members were either fab- a better means of cooperation with TAUC Leadership Conference, multi- ricators, erectors or, in some cases, the Ironworkers and promote union ple International Union Presidents sit fabricator/erectors. Most members construction. down with major owners and TAUC competed in regional geographic Today, TAUC has evolved into an contractors to discuss how to further markets. However, NEA had two association of more than 2,000 union the goals of all who work under the U.S.-based members — the American contractors representing a broad NMA. Earlier this year, TAUC had Bridge Division of U.S. Steel and range of crafts working under the its first technology conference, estab- Bethlehem Steel — which competed NMA. TAUC’s member contractors lishing the association as a focal point globally. At that time, these compa- are multi-craft contractors focusing in exposing contractors to new tech- nies had a market share of well over on industrial maintenance. TAUC nology directly affecting construction. 50% of the major bridges through- is heavily involved in government TAUC is also a major contributor to out the world. Since the steel affairs. An example is TAUC’s lob- the Helmets to Hard Hats program. industry had a history of antitrust bying effort to craft a solution to the And The Construction User has devel- problems, I was retained as General multiemployer pension liability issue. oped into a major industry publica- Counsel to make sure that no prac- The TAUC Environmental Health tion. I am very proud to have been a tices were engaged in at NEA meet- and Safety Committee has effectively small part in TAUC’s evolution. ings that could be considered antitrust promoted all aspects of workplace They say that “the past is pro- violations. safety. Each year at the ZISA® din- logue.” In looking over how TAUC When I started working for NEA, ner, hundreds of contractors are rec- has changed in the past 46 years, I can the association had no safety program, ognized as having worked hundreds of only wonder what the next 46 years Continued on Page 29 22 | THE CONSTRUCTION USER • WWW.TAUC.ORG

55277_Magazine_X2.indd55277_Magazine.indd 22 22 1/23/191/25/19 12:14 4:44 PM Thank You Steve Fellman for 46 Years of Distinguished Service

All Our Best as You Begin a New Adventure!

55277_Magazine_X2.indd55277_Magazine.indd 23 23 1/23/191/25/19 12:15 4:44 PM INDUSTRIAL RELATIONS CORNER The Secret to Better Creativity by JACOB SNYDER

ONTRACTORS SPEND A LOT of time in 1. People are motivated by seeing the results of the construction industry focused on numbers. their labor. C We track and measure everything: dates, billings, pieces, tonnage, safety statistics, profitability and This is a theory proved out in Dr. Ariely’sMan’s Search labor shortages, just for starters. We also spend a lot of time for Meaning: The Case of Legos study. People want to be able analyzing our labor productivity and wondering why it isn’t to see and appreciate what they have done. Obviously, our better. Is it due to a lack of materials? A tight labor market? industry has a huge advantage here. The finished results of Or maybe we blame it on poor skills training, absenteeism, our labor – buildings, roads or other structures – can be weather, or any number of other factors. seen and utilized by our employees and the general public However, I believe the key to improving our industry on a daily basis. and increasing productivity has very little to do with the We need to find ways as an industry to recognize the reasons listed above. Instead, we must first find a way to efforts of employees in completing these projects. It may increase the discretionary effort (the level of effort above involve some type of commemorative item when a project is the required minimum people could give if they wanted to) complete, or perhaps a note on company letterhead congrat- of as many of our employees as possible – and to accom- ulating each employee involved in the project and noting plish this, we need to understand what motivates people. what it means to both the community and the company. It Once we have that information, we can then find ways to is essential that our project teams are aware of how this fac- equip our front-line supervision with the knowledge, skills, tor motivates people and how they can incorporate visual and tools to motivate their people, and so on down the line. results into motivation. Let me be blunt: as important as they are, numbers don’t motivate people. When we reduce everything – and every- 2. People want to be appreciated. This one one – to numbers and statistics, we forget what makes us seems so simple, but we so often fail to do it. human in the first place. No contractor will ever increase the discretionary effort of his or her employees with this We tend to view everything in terms of tasks and com- kind of approach. In the past, when you fell behind on a pletion and fail to recognize the effort and emotion that project, the default answer was to throw more people at went into the task. Further, it is so easy to focus on prob- the problem – again, thinking in terms of numbers. That’s lems and criticism that we often forget the impact a gesture never the best solution, but today it’s not even an option of appreciation can have on our people. Dr. Ariely summed in many sectors of our industry, due to severe skilled labor it up well when he said, “The good news is that adding shortages. motivation doesn’t seem to be difficult. The bad news is that Many, many scholars have written about motivation and eliminating motivation seems to be incredibly easy.” how we perceive it. As we unwind this topic I will revert Our industry places a lot of stress on our project manag- to several sources, but none better than Duke University ers, superintendents, foremen and other senior staff. That Professor of Psychology and Behavioral Economics, Dan stress is centered around time and cost sensitivity, and it Ariely. If you are not familiar with his work, including his is very easy to project that stress and negativity onto the TED Talks, I encourage you to spend some time research- workforce. However, it should be our goal to teach our proj- ing his efforts. Dan says the following about motivation in ect teams how to channel their stresses and needs in a motivat- the workforce: “When we think about labor, we usually ing way. By doing so, it will reduce the stress on our teams think about motivation and payment as the same thing, and make their jobs easier by tapping into the discretion- but the reality is that we should probably add all kinds ary effort of the workforce. It is important for managers to of things to it: meaning, creation, challenges, ownership, understand that motivation is internally determinate -- that identity, pride, etc.” is, people are motivated by their own perceptions and val- See, what Dan has figured out is something almost uni- ues, not those of the manager or company. versally true in our industry: money is important in attract- Appreciation can be shown in many ways in both group ing talent in a tight labor market, but money only gets and personal settings. Showing appreciation may come in someone to the job — it doesn’t motivate them to perform. the form of a sincere thank you, a note expressing gratitude I have identified five areas for our industry to focus on as for an employee’s efforts, a social media post, a meal shared a means to motivate employees and tap discretionary effort. with workers and stakeholders, or similar actions that dem- onstrate thoughtfulness and gratitude for the skills and

24 | THE CONSTRUCTION USER • WWW.TAUC.ORG

55277_Magazine_X2.indd55277_Magazine.indd 24 24 1/23/191/25/19 12:15 4:44 PM INDUSTRIAL RELATIONS CORNER

efforts of employees. Every organization should have a con- state. People in the challenge state perform better, are versation that starts with this question: “How do we show motivated, and more likely to improve their efforts mov- appreciation to our employees?” ing forward. People in the stress state tend to be frustrated, stressed, more likely to quit, and perform more poorly. The 3. Workers feel better when they have completed study found that the primary difference between people in a challenging task rather than an easier one. the two groups was their level of confidence. A confident person performs better in almost any measurable endeavor One of the main reasons I focus on this area for our than someone who lacks confidence. industry is that we have the ability to present challenges We have a challenge to instill confidence in our work- that so few other industries do. We tackle complex tasks force. Increasing confidence increases motivation to per- that are rarely the same from job to job and are crucial to form. It is very common on a construction site to find meeting the needs of our communities. criticism and negativity. However, I would encourage all Another study by Dr. Ariely found that people who of you to spend time on a job and identify the times that completed a more difficult task, even if the work product something is said that will build someone’s confidence — it was less appealing, were more satisfied and more motivated is far rarer than you think. to tackle other projects. This causes us to question how we are presenting jobs and projects to craft workers when we hire them on projects. I know our orientation focuses a lot on safety and expectations, but we don’t focus very much We have a challenge to instill confidence on the challenges the project presents, and we don’t tell in our workforce. Increasing confidence employees that we need their expertise and maximum effort to overcome the challenges before us. As an industry, we increases motivation to perform. must find ways to improve the way we interact with craft workers. Making them part of the team that solves chal- lenging problems creates buy-in, and is very motivating for employees. We must continue to provide skills training to employ- ees as one method of improving confidence. However, we 4. People want to help others. For the most part, must also teach our managers how to instill confidence ver- people want to be part of something bigger than bally and on a personal basis. Our ability to build confident themselves. workers will yield a more productive workforce. So, I leave you with three questions that, if answered They want to help their community, coworkers and those correctly, might just unlock the secret to productivity: in need. Think about all the volunteering that you and your craftspeople do. Perhaps it is in your local church, or as • How is my organization going to ensure that all of part of Habitat for Humanity, or raising funds for medical our managers know how to motivate employees? research. None of those tasks are motivated by money, and • What strategies will we use to help our managers? all of them require time and effort. So why do people do it? • How will we measure our managers’ ability to Because we all crave purpose and want to be a part of some- motivate? thing bigger than ourselves. Many of the projects contractors work on help people Share these questions with senior staff at your next meet- and affect the quality of life in our community. Maybe it’s ing – it’s a great way to get everyone thinking along the a new hospital or a water treatment plant. Regardless, we lines of motivation rather than focusing solely on numbers. need to make sure we communicate how our projects help people and show craft workers the impact they are having on their neighbors. One of the interesting things that Dr. Ariely found is that when people believe they are helping Jacob Snyder is the TAUC Industrial Relations others, they are more motivated and more likely to follow Committee Chairman and Director of Safety the rules. and Labor Relations for Enerfab Power & Industrial, Inc. 5. Confidence produces better results.

In a Harvard University study called Decisions Under Stress, the researchers identify two states people enter into when performing tasks: the challenge state and the stress

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55277_Magazine_X2.indd55277_Magazine.indd 25 25 1/23/191/25/19 12:15 4:44 PM FEATURE TAUC Signs Apprenticeship Pledge, Attends White House Event

Outside the White House, L-R: Kyle Cochran; Bill Gordon; Jake Locklear; and Nick Brockman

HE ASSOCIATION Representing TAUC at the White Cochran of IBEW Local 26 (and the OF Union Constructors House was President Jake Locklear, 2018 TAUC Craftperson of the Year); T (TAUC) participated in a President and CEO of APM and the Bill Gordon, Ironworkers Local 5; and special event at the White APCOM family of companies. “The Nick Brockman, with Millwrights House with President Donald Trump on Pledge is a great opportunity for Local 2158. October 31 to highlight the importance TAUC member firms to join our labor “Workforce development and of apprenticeship programs. TAUC also partners and the President in high- apprenticeship training are the life- signed the White House’s “Pledge to lighting the value of apprenticeship blood of the union construction and America’s Workers” and committed and other training programs for job maintenance industry,” said Steve to working with its 2,000 member opportunity and economic growth,” Lindauer, CEO of TAUC. “We contractor firms to hire 250,000 new Locklear said. “Our TAUC presence understand that apprentices repre- apprentices over the next five years. at the White House is also another sent our collective future. If we don’t President Trump created the step forward in our strategy to be a recruit the best people, we will fail, Pledge in July to encourage compa- player in government affairs.” plain and simple – and failure is not nies and trade association to educate Accompanying Locklear to the an option. That’s why contractors and and train more workers. Since then White House were three building unions dedicate so much time and more than 160 groups, including trades craftworkers, all of whom effort to our privately funded appren- TAUC, have signed the Pledge. have benefited enormously from ticeship training programs.” their apprenticeship training: Kyle

26 | THE CONSTRUCTION USER • WWW.TAUC.ORG

55277_Magazine_X2.indd55277_Magazine.indd 26 26 1/23/191/25/19 12:15 4:44 PM GOVERNMENT AFFAIRS CORNER What Next? Pension Reform After the Joint Select Committee by JOSH SHAPIRO, SENIOR ACTUARIAL ADVISOR, GROOM LAW GROUP

Editor’s Note: This issue, we invited Josh Shapiro of Groom Law Group, one of the leading experts on multiemployer pension reform, to write a guest column reviewing the most recent developments on the issue, specifically the activities of Congress’ special Joint Select Committee.

HEN CONGRESS’ JOINT Select Committee the cash flow necessary to support the partitioned liabilities. on the Solvency of Multiemployer Pension Plans And lastly, higher minimum contribution requirements W began its work in the spring of 2018, expecta- would be designed to protect the multiemployer system tions were not terribly high. The multiemployer from future crises. pension system faces complex challenges that The Committee considered expanding PBGC’s ability will require difficult choices and sacrifices to solve. In to take over a portion of the liabilities of distressed plans other words, it seemed like fertile ground for unproductive through its partition program as the primary mechanism bickering without any serious attempt to develop a realistic for improving plans’ funding strength. The partitioned solution. The Committee adjourned on November 30, and liabilities would become obligations of the PBGC, leaving while it did not succeed in producing a reform proposal, it plans with liabilities equal to what their employers can rea- also did not resemble the partisan circus that many critics sonably support. The Committee also considered raising the expected. In a deviation from recent Congressional practice, guaranteed benefit level and allowing PBGC to take over lawmakers from both sides of the aisle engaged in serious plans before they reach the point of insolvency. and substantive negotiations in a genuine effort to find a In order to address PBGC’s existing $54 billion short- practical bipartisan solution. Despite not producing a formal fall, and support partitions for failing plans, the Committee proposal, the Committee’s work was not necessarily in vain, considered both direct support from the U.S. Treasury and as the framework that it developed could very well serve as several new premium structures. Of greatest concern to a blueprint for a comprehensive solution to the impending healthy plans is the suggestion that a new variable rate pre- crisis facing the multiemployer pension system and future mium could be introduced for multiemployer plans. Under reform initiatives. this provision, plans would pay a premium each year that The Committee’s primary focus was on deeply under- is equal to a percentage of their unfunded liabilities. Even funded plans that, in the absence of Congressional relief, well-funded plans could have large variable rate premiums, are certain to fail. Such plans are present in nearly all seg- since the liability calculations would likely be done using ments of the multiemployer plan universe, including the very conservative actuarial assumptions. The Committee construction industry, though on average there are rela- also considered the possibility of new premiums that are tively fewer failing plans in the construction industry than paid by the unions representing covered workers and the in other industries. This does not mean, however, that the companies employing those workers, as well as premiums Committee’s work will not have a profound impact on the that are deducted from retiree benefit payments from across companies and workers in construction industry plans. the entire system. Providing assistance to failing plans will cost money, and The Committee also focused on strengthening the healthy plans are likely to end up paying some of the bill. multiemployer pension system so that additional fund- Additionally, Congress will want assurances that the mul- ing crises do not occur in the future. The centerpiece of tiemployer system will not face another crisis in the future, the Committee’s thinking on this issue was a cap on the which could mean significant changes to the minimum discount rate that actuaries use to calculate the funding funding rules. requirements. This provision would result in a combina- While the specific details of the reform provisions con- tion of higher contribution levels and lower rates of ben- sidered by the Committee remain closely guarded secrets, efit accrual. The magnitude of the impact would depend on the general framework consisted of three primary compo- the specific provision that is adopted. On one end of the nents. First, an expansion of the Pension Benefit Guaranty spectrum, a relatively high cap on the discount rate that Corporation’s existing partition authority would provide only applies to future benefit accruals would have a modest relief to failing plans. Second, an increase in PBGC premi- impact on plans. ums coupled with direct Treasury funding would produce Continued on Page 29

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55277_Magazine_X2.indd55277_Magazine.indd 27 27 1/23/191/25/19 12:15 4:44 PM EHS CORNER Change by RUSTY BROWN, CSP

E MUST CHANGE our I did. Some consistent themes from In closing, “Zero is Possible!” We mindset when it comes to my own interviews: Better planning, owe it to our people to embrace this W injuries on our projects. craft involvement, constancy with philosophy. Until we do, nothing will Zero injuries is possible. the safety program, and manage- change. Change is good. Without it Just look at the recent NMAPC Zero ment commitment. Path forward: we cannot move the needle forward in Injury Safety Awards®. TAUC member Set the tone – be clear with expecta- our journey to Zero Injuries. contractors were part of 133 tripartite tions. Make sure craft and staff fully teams that collectively logged more understand your safety expectations. Hope to see you all at the ZISA® than 29 million work hours without a Is your management committed to awards later this year. recordable injury in 2017 – shattering safety? Are they willing to spend the previous year’s total by more than what it takes to prevent injuries? five million hours! You can see a total Some additional programs to help Rusty Brown is the list of award participants beginning companies on their journey to zero Environmental Health on page 9. include: dropped object prevention, and Safety Director So yes, we can get to zero! You short service employee, observation for Kiewit Power may ask yourself, “How?” To me, it’s program, front line supervisor train- Constructors Co. and simple: start by asking safety execu- ing, material handling, and tool Chair of the TAUC tives from those winning companies usage. Environmental Health to explain their approach. That’s what and Safety Committee.

Join TAUC and NMAPC On Social Media! Follow us on Twitter, Facebook and LinkedIn to stay connected to TAUC and NMAPC, get the latest union construction news and updates, learn about upcoming events and more!

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28 | THE CONSTRUCTION USER • WWW.TAUC.ORG

55277_Magazine_X2.indd55277_Magazine.indd 28 28 1/23/191/25/19 12:15 4:44 PM A Different Kind of Safety Internal change, especially when it local universities, but we also attend Continued from Page 8 comes to going beyond fear, can take educational sessions with students, time and courage. where we have the opportunity to teach But none of that matters. The leader 3. Do not compromise, rational- them about all the potential opportu- sets expectations. The leader sets lim- ize or ignore any destructive behav- nities in the construction industry,” its. The leader sets the tone. The leader iors of your team. Not because they Martinelli said. sets consequences. For me as a CEO, make you money. Not because they’ve “These steps, combined with additional it happens in a new employee’s first always been there. Not because you change through policy, funding and staff meeting and in front of everyone are afraid to directly confront it and other interventions, have the power to on the team. I lay out what constitutes solve it. When you “ just let it go,” you expand our industry and create a more the “safe zone” at work. I tell them let down your team and yourself. diverse workforce.” that if anyone gossips, shit-talks or Who knew that psychological character assassinates anyone on our safety could make such a difference team, they are fired that day. “And,” at work? But really, isn’t it obvi- 46 Years and Counting I add, “don’t test me -- because I have ous? What makes a healthy person, Continued from Page 22 done it.” Those who refuse to lis- a healthy family or a healthy child? ten and test me anyway express their What helps them grow and thrive will bring. Regardless, I know that guilty outrage. They say, “You can’t as they should? Yeah. Same thing. TAUC will continue its leadership fire me.” I say, “I told you upfront, Psychological safety – it’s worth the role in successfully promoting union now pack your shit in this box and be time, effort and commitment. construction and union contractors. out of here by noon.” Again, I thank all of you for giv- I am HR’s nightmare. I am the ing me the opportunity to serve as team’s protector. Mark Breslin is a TAUC’s General Counsel and for pro- My zero-tolerance approach is strategist and author of viding the friendships that have made certainly not for everyone, but that several books, includ- these past 46 years so enjoyable. is how seriously I take psychological ing most recently, The safety and team acceptance. I don’t Five Minute Foreman: Steve Fellman is a share- just hope people are coming as their Mastering the People holder with GKG Law best selves. I encourage it, support it Side of Construction. in Washington, D.C. He and, in truth, I demand it. People can- Visit his website at www.breslin.biz or served as general counsel not do their best work operating out contact him at (925) 705-7662. to The Association of of fear. And what I find is that when Union Constructors for an individual feels this and embraces 46 years. it, they bring a level of commitment Diversity: From Buzzword to and productivity that you cannot Business Strategy pay for. Performance rises, retention Continued from Page 20 What Next? increases, risk tolerance expands and Continued from Page 27 positive group norms get set in stone. “It is critical to begin providing Here are three ways to lead your schools the appropriate preparations On the other hand, a very low cap teamwork through a workplace foun- for technical and advanced train- that applies to all liabilities could have dation of psychological safety; ing programs,” she said. “At Aristeo, a dramatic impact. 1. Own your own emotions, members of our leadership team are All multiemployer plan stakehold- behavior and insecurities. A leader involved in numerous industry asso- ers should evaluate how the frame- that shows authenticity, vulnerability, ciations that focus on strengthening work developed by the Committee and empathy gets loyalty and buy-in coursework and career development would affect their funding require- in return. You don’t have to be the with multiple skilled trade disciplines. ments. Despite the inability of the hard-ass 24/7. Some people think it We believe that volunteering our time Joint Select Committee to develop might look weak – and that is most with these organizations is critical— bipartisan recommendations by the insecurity talking in your head. Being they are important to the success of our November 30th deadline, mem- your best self, no matter what others business.” bers of Congress remain committed think, is real strength. Aristeo employees also engage in out- to advancing multiemployer pen- 2. Communicate your expecta- reach to colleges and universities. “We sion reform legislation in the 116th tions. Recognize and praise open- attend dozens of events designed to Congress. This makes it critical for ness and team risk taking. Treat garner excitement for the construction stakeholders to educate lawmakers on failure as a team learning experience. industry and recruit candidates for a how different proposals would affect And give people the time, coaching variety of positions across our company. the businesses that sponsor these and resources to grow and change. Not only do we recruit heavily from plans.

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55277_Magazine_X2.indd55277_Magazine.indd 29 29 1/23/191/25/19 12:15 4:44 PM The National Maintenance Agreements Policy Committee, Inc. (NMAPC) has been serving the union construction and maintenance industry for more than 40 years. We negotiate and administer the National Maintenance Agreements (NMA), a series of collective bargaining agreements utilized by more than 2,000 industrial construction and maintenance contractors employing members of fourteen international building trades unions. Now, the NMAPC has created a comprehensive web-based resource center to help contractors, clients and crafts more effectively utilize the NMAPC Program.

The NMA I.Q. eLearning Resource Center is the web-based resource for Less paper. “all things NMA.” It is designed for newcomers and industry veterans alike, and equally useful to all members of the tripartite community – contractors, More productive field teams. building trades unions and owner-clients. It offers easy-to-follow online tutorials and short videos on virtually every aspect of the NMA, from a “How does it work?” general overview to detailed instructions and explanations on more technical aspects of the Agreements.

Stay on schedule and within budget with All the mobile tools you need to mitigate risk, easy-to-use mobile tools that deliver real-time track your quality and safety performance, and Tr y it today – it’s free! insight into your labor budget. improve your processes. www.NMAIQ.org procore.com/productivity | 866 477 6267

55277_Magazine_X2.indd55277_Magazine.indd 30 30 1/23/191/25/19 12:15 4:44 PM The National Maintenance Agreements Policy Committee, Inc. (NMAPC) has been serving the union construction and maintenance industry for more than 40 years. We negotiate and administer the National Maintenance Agreements (NMA), a series of collective bargaining agreements utilized by more than 2,000 industrial construction and maintenance contractors employing members of fourteen international building trades unions. Now, the NMAPC has created a comprehensive web-based resource center to help contractors, clients and crafts more effectively utilize the NMAPC Program.

The NMA I.Q. eLearning Resource Center is the web-based resource for Less paper. “all things NMA.” It is designed for newcomers and industry veterans alike, and equally useful to all members of the tripartite community – contractors, More productive field teams. building trades unions and owner-clients. It offers easy-to-follow online tutorials and short videos on virtually every aspect of the NMA, from a “How does it work?” general overview to detailed instructions and explanations on more technical aspects of the Agreements.

Stay on schedule and within budget with All the mobile tools you need to mitigate risk, easy-to-use mobile tools that deliver real-time track your quality and safety performance, and Tr y it today – it’s free! insight into your labor budget. improve your processes. www.NMAIQ.org procore.com/productivity | 866 477 6267

55277_Magazine_X2.indd55277_Magazine.indd 31 31 1/23/191/25/19 12:15 4:44 PM 55277_Magazine_X2.indd55277_Magazine.indd 32 32 1/23/191/25/19 12:15 4:44 PM