News Release: Fort Myer Construction will pay $900K to settle discrimination and harassment case involving 371 women and minorities

OFCCP News Release: [09/17/2014]
Contact Name: Laura McGinnis or Michael Trupo
Phone Number: (202) 693-4653 or x6588
Email: McGinnis.Laura.K@dol.gov or Trupo.Michael@dol.gov
Release Number: 14-1513-PHI

Fort Myer Construction will pay $900K to settle discrimination and harassment case involving 371 women and minorities

WASHINGTON — Fort Myer Construction Corp. has agreed to settle charges that it violated Executive Order 11246 by failing to provide equal employment opportunities to employees and job applicants at 413 construction sites in the D.C. metropolitan area.

An agreement reached by the federal contractor and the U.S. Department of Labor's Office of Federal Contract Compliance Programs resolves allegations that between Jan. 1 and Dec. 31, 2010, the company discriminated against 27 qualified women and 136 qualified African Americans who applied for jobs as laborers, and unfairly terminated eight African American skilled laborers. It also resolves pay discrimination charges stemming from Fort Myer Construction's practice of assigning equally qualified workers performing the same jobs to projects paying different hourly rates, some with fewer work hours. This resulted in lower wages for 44 African American and 156 Hispanic laborers.

"Strong enforcement and vigilance are critical to opening doors of opportunity for more women and minorities in the construction industry, ensuring that all workers get an equal shot at getting to work on the highest-paying projects," said OFCCP Director Patricia A. Shiu.

OFCCP's investigation of Fort Myer Construction began in January 2011 during the agency's review of companies involved in constructing the U.S. Department of Homeland Security's consolidated headquarters in southeastern D.C. Because that project is valued above $25 million and will last more than a year, this undertaking has been designated by the Labor Department as a Mega Construction Project, which is a priority area for OFCCP. More than 300 workers were interviewed over the course of the compliance evaluation, which focused on Fort Meyer Construction's employment practices in 2010.

"Getting those workers in the door and keeping them is going to take more than improved applicant tracking and better pay policies," said OFCCP Mid-Atlantic Regional Director Michele Hodge. "It's going to take a concerted effort by Fort Myer Construction's leadership to change a culture that devalues too many workers."

During their investigation, OFCCP compliance officers received more than 30 phone calls alerting them to charges of harassment, intimidation, threats and coercion at work. The agency discovered that supervisors at Fort Myer Construction used hostile and derogatory language toward African American and Hispanic employees, as well as a disabled veteran. The supervisors sexually harassed and tried to date female subordinates. African American women were locked out of restroom facilities and had feces left in their work trucks. A company vice president tried to interfere in OFCCP's investigation by discouraging Hispanic employees from talking to agency inspectors conducting an onsite review. Even a female investigator from OFCCP was subjected to inappropriate sexual jokes by a superintendent while at a Fort Myer Construction work site.

Under the terms of the settlement, Fort Myer Construction will pay $900,000 in back wages and interest to 371 class members and make job offers to seven women and 30 African Americans from that class as laborer positions become available. The company has also agreed to undertake extensive training and monitoring measures to ensure that all its employment practices – including hiring, termination and compensation – fully comply with the laws enforced by OFCCP.

D.C.-based Fort Myer Construction builds, repairs and maintains streets, roads, bridges and underground utilities. In 2010, the company received more than $400 million in federal funds for work on 155 construction projects in the D.C. area. Some of its largest contracts that year were with the U.S. Department of Transportation, General Services Administration, Navy Department, National Park Service and Smithsonian Institution.

In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans' Readjustment Assistance Act of 1974. These three laws require that those who do business with the federal government, both contractors and subcontractors, follow the fair and reasonable standard that they not discriminate in employment on the basis of sex, race, color, religion, national origin, disability or status as a protected veteran. For more information, visit http://www.dol.gov/ofccp/.

Read this news release en Español.

Repost: Trades discuss challenges of attracting women and minorities

A pre-apprenticeship program in Pennsylvania helps women and minorities prepare to join the building trades.

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By Michael Bradwell
Feb 10, 2014

There are ample job opportunities in skilled trades for the area’s women and minorities, but promotion of the available positions is not always evident.

That was the acknowledgement Monday by a group of speakers from trade unions and the state Department of Transportation, who said there are a variety of reasons for the situation, one that they’re trying to remedy.

The discussions were part of a three-hour minority and female employment information forum at PONY League headquarters in Washington Square. The event was sponsored by state Rep. Brandon Neuman, D-North Strabane, and state Sen. Tim Solobay, D-Canonsburg.

Neuman said at the outset of the forum, which drew many high school guidance counselors and community representatives, including Washington Mayor Brenda Davis, that he was prompted to hold the event after learning from a constituent that he noticed a construction site that had no minorities or women working on it.

Monday’s event was the third that Neuman sponsored over the past two years. The others focused on career opportunities in the Marcellus Shale natural gas industry and the importance of science, technology, engineering and math, or STEM instruction, in high school curriculums.

As for opportunities that require a skilled trade, “We don’t have enough minorities, and we don’t have enough women in these jobs,” Neuman said.

Jason Koss, director of industry relations for the Constructors Association of Western Pennsylvania, noted that a number of large PennDOT highway projects such as the recently completed flyover at the south junction of Interstates 70 and 79, the Findlay Connector and the recently funded Southern Beltway project, provide jobs for large numbers of people who have skilled trades.

But getting a job requires someone to apply to one of the trade unions and take an entry exam focused on basic math and communication skills. If applicants achieve a high enough score, they receive an interview with Koss and others who determine which trade school would be appropriate for successful applicants.

Koss, whose group works with trade unions and contractors involved in construction of highways, airport runways, locks and dams, bridges and utility projects in 33 counties, acknowledged that across the counties, union heavy highway jobs had 9 percent minority and 3 percent women employees. Skilled trade apprenticeship programs currently have 12 percent minorities and seven percent women enrolled.

“It takes time to change these numbers,” he said.

Koss also acknowledged that while the jobs pay well, there are some challenges, including working in all types of weather, the need for reliable transportation and the requirement of working in a variety of locations.

“You could be in an urban area like Washington for two weeks, then the next two weeks, you could be in a rural area like Avella,” he said. He also acknowledged that the apprenticeship trade programs, whose training requires a multi-year learning commitment, receive little recognition, even though they pay the apprentices, who learn many of their skills on the job.

Another problem with the line of work is that it is sometime misunderstood by people who successfully earn jobs, but leave after a year or two because they don’t like the working conditions.

To remedy that, Koss said CAWP has developed “Future Road Builders,” a virtual highway construction pre-apprenticeship program that lets participants learn about the roles a carpenter, cement mason, laborer, heavy equipment operator and others play in a construction projects.

Jason Fincke, executive director of the Builders Guild of Western Pennsylvania, noted that the average age of an apprentice is 27, noting that many people attend a trade school after college, or after losing a job.

He said career and technology schools are a good place for high school students to receive a grounding in a trade.

“Builders like people to go to apprenticeship schools,” which he said last from three to five years, but are tuition-free for successful applicants.

Like Koss, Fincke said the decision by many high schools to end driver training courses has had a negative impact on skilled trades, since all require apprentices to have reliable transportation.

The trades are open to women, but it’s often a tough sell, he said.

“It’s tough to get women to apply to our trades, but there isn’t a trade out there that doesn’t have women working in it,” he said.

Fincke acknowledged that grades are important, but trade schools tend to focus more on high school students’ attendance records, noting that attendance is an indicator of whether someone will show up for work every day.

William Kerney Jr., chief of the contract compliance division for PennDOT in Harrisburg, said his department works closely with all of its prime contractors to ensure that equal opportunity requirements are being met, but acknowledged that while employers will try many ways to find minorities and women to work on a project, including getting in touch with community leaders where they’re working, they often come up empty.

“We have to do a better job of communicating the opportunities that exist,” he said.

View the original article at http://www.observer-reporter.com/.

Repost: Illinois program recruits more women, minorities for construction work

By Judy Masterson

jmasterson@stmedianetwork.com

January 11, 2014

Wesley Simpson of Waukegan is serious about getting a good job, which is why he recently underwent a rugged 11-week training program for road construction.

“Getting this opportunity means a lot,” said Simpson, 33, who last earned $10 an hour as a forklift driver, a job in Aurora, more than 60 miles from home.

Road construction, though seasonal, pays well and offers good benefits. Simpson could earn between $15 and $20 an hour to start. If he lands an apprenticeship, his hourly wage would climb to $37.

“I need the money,” Simpson said. “I have a 6-year-old son to support.”

Simpson graduated in December from T.C.A.R.T., the Transportation Construction Apprenticeship Readiness Training, Referral and Intermodal Placement Program. It’s a long name for a clear-cut goal: recruiting minorities and women for government-funded road construction.

“The bottom line is right now in the state of Illinois approximately 92 percent of highway construction workers are white males,” said Rev. Arthur Gass, president of the Black Chamber of Commerce of Lake County. “Those numbers have to change if we’re going to be in compliance with state and federal mandates.”

The Black Chamber is one of four community-based organizations − the other three are in Chicago − that are working in partnership with the Illinois Department of Transportation to recruit and train people for the program, which consists of three-weeks of classes in construction math and comportment and eight weeks of hands-on-construction training in south suburban Wilmington.

Just 125 T.C.A.R.T. spots are available for residents of Lake and McHenry counties; 532 applications were accepted.

Trainees are 85 percent African American, 12 percent Hispanic and 3 percent white, according to Gass, who said federal contracts require 16.9 percent minority and 6.9 percent female participation.

“The workforce ought to reflect the diversity of the community,” Gass said. “Highway construction jobs are supported by the motor fuel tax, 14 percent of which is paid by African Americans and yet we pick up less than 2 percent of those jobs. That’s pretty lopsided.”

Petite Coleman, 30, of Beach Park, last earned $12.31 an hour as a certified computer tech at a warehouse store in Vernon Hills. Her talent and liking for hands-on work came through during the technical training portion of T.C.A.R.T.

“Pouring and laying concrete was my favorite,” Coleman said. “The instructor had me doing multiple things and, by doing so many things, I was involved in the process from beginning to end.”

In road construction, Coleman said, she can work the same amount of hours but double her income. She wants to join a union. Her goal is to become a welding inspector, a job that requires a thorough knowledge of many trades.

“I’m a hard worker,” Coleman said. “I believe that you go to work to do your job. I don’t mind working long hours. I just want to be compensated.”

The Black Chamber will also work to help trainees find jobs for the springtime road construction season.

“We will reach out to any and all contractors, be they union or non-union, and make them aware that our people have the training, that they have the skill sets required and that they will make exemplary employees,” Gass said.

T.C.A.R.T. in Lake County has a 97 percent success rate so far, Gass said. The program has a zero tolerance policy for tardiness or absence. Trainees also have to figure out transportation to Wilmington, 95 miles south of Waukegan. Some have formed car pools. Some commute to Chicago to catch a bus from the Urban League office there.

“These are people determined to work and acquire the skills they need,” Gass said.

T.C.A.R.T., Gass said, “eliminates the excuse that contractors often use: that they can’t find qualified people.”

“They now have a pool of highly qualified people who have proven themselves,” Gass said.

For more information on the highway construction training program T.C.A.R.T., call the Black Chamber of Commerce of Lake County at (847) 599-9510 or the Chicago Urban League at (773) 285-5800.

Visit http://newssun.suntimes.com/ to view the original article.

Repost: Sports Authority Announces Partnership to Ensure Minorities and Women Workforce Equity

The Minnesota Sports Facilities Authority commits $700,000 to meeting workforce hiring goals on new Vikings stadium, hires local community/labor coalition to provide outreach and training.

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The Minnesota Sports Facilities Authority (MSFA) announced Thursday that it has chosen Summit Academy OIC and its community partners to serve as the Employment Assistance Firm (EAF) for the construction of the Minnesota Vikings stadium. The group will identify qualified workers, provide training and placement, and offer quality assurance to ensure the project employs a highly-skilled diverse workforce. “We are committed to having the people of Minnesota build the ‘People’s Stadium’,” said Louis King, president of Summit Academy OIC. “This is truly a unique collaborative effort that brings together a strong team of 17 community partners to recruit, hire and train minorities, women and veterans. We applaud MSFA for supporting this process.”

The MSFA has committed to meet the state-mandated goals of employing 32 percent minorities and six percent women on the construction of the Vikings stadium. The organization also has taken the unprecedented step of investing $700,000 to develop the workforce.

“The MSFA is proud to contract with the Employment Assistance Firm “EAF” – Summit Academy OIC,” said MSFA Equity Director Alex Tittle. “We are excited that the collaboration of groups will serve as a resource that will assist us in delivering a workforce that reflects the Twin Cities demographics. We are also proud to announce that MA Mortenson/Thor, Summit Academy and MSFA are working diligently to connect the workforce needs with the project.”

Summit Academy OIC will lead a coalition of local organizations in education, construction training and organized labor that will assist with recruitment and outreach, provide construction-related training and facilitate job placement. In addition, a comprehensive database will be developed to capture existing and new minority, female and veteran workers, and make their data available to employers working on the project.

“MCTC and Saint Paul College are pleased to be the lead higher education partners for this project,” said Mike Christenson, Associate Vice President of Workforce Development at Minneapolis Community and Technical College. “This is an unprecedented agreement that will create clear construction pathways for students of color.” Demographic estimates show that by 2040, people of color will represent nearly 45 percent of the Twin Cities’ population. In addition to providing a diverse workforce for the Vikings stadium, this effort has the potential to meet the workforce needs for future construction projects in Minnesota while also enabling individuals from disadvantaged communities to become self-sufficient. “We are pleased that the MSFA is supporting our efforts to ensure that the people working on the new stadium reflect the diverse population of the city,” said Al Flowers, community organizer. “This is an exciting time for Minneapolis and we look forward to working together on this historic project.”

To read the remainder of this article, visit http://www.blackvoicenews.com/.

Career Opportunity: Apprentice as an Operating Engineer

HOISTING & PORTABLE ENGINEERS Local 4
Apprenticeship & Training Program

The Training Center will accept applications for entry into the apprenticeship program during the month of November.

Each year at this time, Local 4 notifies appropriate agencies and interested parties regarding their application period. November is the only month that interested parties must apply in person at the Canton Engineers Training Center, One Engineers Way, Canton, MA 02021-3708 (Telephone: 781-821-0306)

To be eligible as an applicant, these basic qualifications must be met at the time the application is assigned.

To join the Apprenticeship & Training Program's inquiry list, please register online.

Repost: Building Connections Newsletter

UMass Boston recently released a Summer 2013 issue of their Building Connections newsletter, which describes progress on the campus' current construction initiatives. Page 3 has two great articles titled "Building Projects Promote Diverse Workforce" and "Diversity Manual Cites Integrated Sciences Complex," the second of which mentions PGTI's Finishing the Job: Best Practices for a Diverse Workforce in the Construction Industry. Read or download the newsletter at http://cdn.umb.edu/images/news/BuildingConnectionsConstructionNewsletterSummer2013.pdf.

Map of Boston Resident Jobs Policy Monitored Projects

Check out this map of current Boston Redevelopment Authority (BRA) jobs covered by the Boston Residents Jobs Policy (BRJP). Thank you to the Boston Workers Alliance for creating it!

http://boston.maps.arcgis.com/apps/HeaderFooter/main/index.html?appid=8b6cf7d594c641b9ac065c87e0bbccdc

Repost: Women in Construction - Moore Community House

Great video showing how Moore Community House's Women in Construction program is training women in the Gulf Coast for careers in the building trades and partnering with local business to place them in high-paying jobs.
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Women in Construction - Moore Community House from Kertis Creative on Vimeo.

Apply to Building Pathways Pre-Apprenticeship Program

Apprenticeship Applications Being Accepted, Insulators Local 6 Boston

APPRENTICESHIP APPLICATIONS BEING ACCEPTED

Notice of Non-Discriminatory Policy as to Applicants

PROGRAM: Heat & Frost Insulators and Allied Workers Joint Apprenticeship, Sponsor #20000

AFFILIATION: Heat & Frost Insulators and Allied Workers Union, Local 6 - Insulation Contractors Association of New England

TERRITORIAL JURISDICTION: Mass., Maine, New Hampshire & Rhode Island

TERM OF APPRENTICESHIP: Four (4) years. 150 classroom hours and 1600 job site hours per year.

TRAINING: Related. Learn the types and methods of insulating the various services (hot and cold) that are installed in industrial and commercial installations, power plants, hospitals, pharmaceutical and bio tech facilities. Training will consist of classroom and workshop procedures in the proper use of tools, equipment and application as well as reading construction drawings.

WORK PROCESSES: Assisting journeyman on the job in performing all of the above functions.

MANDATORY ENTRY REQUIREMENTS: Valid, Current Driver’s License and Vehicle

AGE: 18 Years or older by September 1, 2013.

TESTS: General Aptitude Test and Interview; Mandatory Physical and Drug Test.

EDUCATION: High School Diploma or GED required.

RESIDENCY: Territorial jurisdiction of Local Union

APPLICATION FEE: $25.00 Non-refundable fee.

APPLY: In person – During the month of April, 2013 – On Mondays and Wednesdays (Except Mon. 4/15/13) between 10:00 A.M. and 4:00 P.M., at 303 Freeport St., Dorchester, MA. Driver’s license, diploma and application fee must be produced at that time. No exceptions.

TELEPHONE: 617-436-4666

EQUAL OPPORTUNITY: Equal Opportunity is provided to all regardless of race, color, creed, sex, national origin or sexual orientation.

Visit http://insulatorslocal6.com/ for more information.

Job Opportunity: Suffolk Construction is hiring a Compliance Officer

Position Summary:

The Compliance Officer monitors and reports on the goals and requirements related to workforce compliance and the use of minority, woman and disabled-owned businesses on all projects in Suffolk’s Northeast Region.  In addition, the Compliance Officer provides guidance to project management teams on matters relating to such goals and requirements. The Compliance Officer also plays an active role in outreach to and establishing relationships with local, state and community agencies, groups and organizations.

Department: Legal

Reports To:  Director of Diversity & Workforce Compliance

Direct Reports: None

Location: Boston, MA

Status: Full Time/Exempt Salary

To read the full job responsibilities or apply for this position, visit Suffolk Construction's website.