Construction has been one of the last industries to adopt technology. That’s partly cultural—folks in the industry like to solve problems with their own ingenuity.
IN A TIME OF CRITICAL SHORTAGES, DON’T UNDERESTIMATE THE VALUE OF EXISTING EMPLOYEES OR THE POWER OF PROGRAMS THAT ENCOURAGE NEW RECRUITS TO GO THE DISTANCE
With ransomware attacks on high profile businesses like Colonial Pipeline and JBS Foods in the headlines, construction managers at organizations of all sizes are increasingly asking, “Are we vulnerable too?” or even “Are we next?”
THINKING ABOUT THE COST INCREASE AND LEARNING CURVE WHEN TRYING A NEW INNOVATIVE PRODUCT MAY SEEM NOT WORTH YOUR TIME. BUT DO YOU KNOW HOW YOUR INPUT BETTERS THE INDUSTRY AS A WHOLE, AND HOW IT BENEFITS YOU?
In March 2021, the U.S. House of Representatives passed the Protecting the Right to Organize (PRO) Act. This legislation calls for wide-ranging, union-friendly revisions to the National Labor Relations Act (NLRA).
As 2020 drew to a close, the U.S. Congress passed the Consolidated Appropriations Act, 2021, a massive $900 million coronavirus relief bill combined with a $1.4 trillion omnibus spending bill.
As more Baby Boomers enter retirement, the need for skilled workers is increasing across the American economy. The construction industry is not immune. Add on the struggle with convincing young people that a college degree isn’t always the ticket to a good life and skilled trades are a viable career choice. How can the construction industry recruit good talent?
The Department Of Labor Believes Its Proposed Rule Change Could “Reduce Worker Misclassification, Reduce Litigation, Increase Efficiency And Job Satisfaction And Flexibility.”
The Fair Labor Standards Act was passed more than 80 years ago, and since then, the United States Department of Labor has struggled to define the term “independent contractor.”