�鶹��ý

Rolls Back Industry Recognized Apprenticeship Program

On February 10, the Centers for Disease Control and Prevention (CDC) issued a report finding, among other things, that fitting a cloth mask over a medical procedure mask (“double masking”) improved source control and reduced wearer exposure to contracting COVID-19. Since the report’s release, news articles have circulated that suggest double masking is now a formal recommendation by CDC. Upon review, �鶹��ý holds that these findings simply highlight the importance of a good fit to maximize overall mask performance for the user and those whom the user may encounter, and NOT a formal CDC recommendation. The CDC on February 11 updated its “Guidance for Wearing Masks” webpage, which contains “What You Need to Know” bullets that are good reminders of the policies and procedures related to masks that the CDC recommends. Neither the recent report nor the updated CDC webpage would by itself lead to changes in an employer’s existing safety procedures and policies.

Takes First Step Towards Revision

Union membership across occupations in the construction industry declined from an annual average of 1,055,000 in 2019 to 993,000 in 2020, a drop of 62,000 or 5.9%, according to an annual economic release recently issued by the Bureau of Labor Statistics (“BLS”). However, total construction industry employment declined even more, from 8,352,000 to 7,829,000, a drop of 523,000 or 6.3%. As a result, union members’ share of employment inched up from 12.63% to 12.68%.

Association Officials Call for Removing Tariffs on Key Materials to Provide Immediate Relief for Hard-Hit Contractors and Exploring Ways to Expand Long-Term Capacity for Steel, Lumber and Other Materials

The construction industry is raising awareness and encouraging open discussion about mental health and substance abuse to reduce suicide in the workforce. The COVID-19 pandemic has added stress, anxiety, and fear to contractors’ already high risk of suicide. We can all agree this is a scary subject and we need to address the public health crisis in our country. But how do we heal our workforce? Please use the following resources to help you spot warning signs, start the conversation, and provide support to those who need it – which can save lives. It takes construction professionals at all levels working together and with their risk partners to build a culture of caring and prevention.

On February 5, the U.S. House of Representatives passed the National Apprenticeship Act of 2021, a bill that would provide nearly $4 billion to expand registered apprenticeships through grants and modify the approval process for apprenticeship programs. Importantly, the bill elevates the role of registered apprenticeship, makes it a national priority, and aligns workforce programs across multiple federal agencies. However, the bill includes language that would bar access to the new grant opportunities to programs that do not partner with a labor union. �鶹��ý supports all bona fide and high-quality apprenticeship programs that are registered with the U.S. Department of Labor and believes they should all be eligible for grant opportunities under the bill. An amendment to clarify all registered apprenticeship programs would be eligible for grants failed despite �鶹��ý voicing support for the amendment. The legislation needs to be approved by the U.S. Senate before becoming law. There is no timeframe for Senate consideration at this time and �鶹��ý will continue to advocate for modifications of the bill.

Action Needed

The COVID-relief bill moving through Congress does not include a federal paid leave mandate. However, it does include an extension of the Families First Coronavirus Response Act (FFCRA) refundable tax credits from March 31, 2021 through September 30, 2021 for those employers that follow those expired mandates. Additional information and guidance on FFCRA and the tax credits can be found on the Department of Labor website and Internal Revenue Service website. However, the tax credits included in the COVID-relief bill would also increase the amount of wages for which an employer may claim the paid family credit in a year from $10,000 to $12,000 per employee while also expanding the reasons for leave. Employers with over 500 employees would still be ineligible for tax credits. The broader COVID-relief bill is under restrictive and specific procedural rules that prohibit legislators from resurrecting and enhancing the FFCRA paid leave mandates. The legislation could become law as early as March. �鶹��ý fully expects future legislative attempts to impose federal paid leave mandates on employers.