Build Houston Magazine • February / March 2014 1 www

Transcription

www.buildhoustononline.com
Build Houston Magazine • February / March 2014
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FROM THE CHAIR | A Look Ahead
Dear Reader,
2014 has arrived and 2013 is now in the rear view mirror. I would like to extend my thanks to Lohn
Zylicz for his service as the Board Chair, all the ABC Board of Directors, members, and staff for a
successful 2013.
With the New Year brings many opportunities as well as challenges for the construction industry, it’s
a good news – bad news story. The good news is that we are again blessed with a robust business
environment that should ensure an abundance of construction work for the foreseeable future. The
bad news is that the workforce required to perform the work will be in short supply.
This year, ABC Greater Houston will be focusing on workforce development for both skilled craft
workers as well as construction professionals. Efforts are already underway to realign ABC and
RICKETTS
Construction & Maintenance Education Foundation (CMEF) to utilize the strengths of both
organizations to achieve the common goals of training, retaining and attracting more workers into the construction workforce. These
efforts will be facilitated by the recently passed HB 5 legislation supported and lobbied for by ABC as well as initiatives such as the
Construction Careers Collaborative (C3), which streamline the recruitment of young people into the industry.
ABC Greater Houston continues to defend the principles of Merit Shop contracting and free enterprise through both political and issue
advocacy. Although the ABC PAC had an outstanding year in 2013 and managed the financial means necessary to support many state
and local candidates that stand for ABC principles, we must surpass this effort in 2014 as this will be a very important election year.
Similarly, ABC Greater Houston was one of the largest contributors to the Free Enterprise Alliance (FEA) in 2013 and I expect that this
effort to be built upon this year so that we can continue to combat legislation and regulations that are counterproductive to business.
Oh, by the way, ABC is going to have some golf tournaments, clay shoots, breakfasts, social mixers and other activities that are fun too.
These events are a great way to network and meet others in the construction industry.
We have an ambitious agenda for the year and it will be a great time! Thanks to all who make ABC Greater Houston the greatest
construction association in the greatest country in the world. If you are a member and have not been involved - get involved! We need
you, and you will make a difference. If you are not a member, I encourage you to join for the same reasons.
To all, have a prosperous year!
Tim Ricketts
ABC Greater Houston Chairman
Director of Projects, Channel BioRefinery & Terminals
Mark Your Calendar For The Following Events and Training Opportunities!
FEBRUARY
Feb 5: ABC Member Mixer at Brady’s Landing
Feb 5: Commercial Blueprint Bootcamp
Feb 20: Texas Hold’em Tournament
Feb 25: Responding to OSHA Enforcement
Efforts Seminar
Feb 27: CMEF Performance Verification Center
Open House
MARCH
Mar 3-6:
Mar 19:
Mar 27:
OSHA 510
Common Bid Mistakes Seminar
CMEF State of the Foundation
Mar 31:
ABC Spring Golf Tournament
APRIL
Apr 11:
Apr 21:
ABC Membership Breakfast
Spring Clay Shoot
Dates above are tentative. Visit www.abchouston.org or scan the Quick Reference Code with your Smart Phone for more information.
2
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Shawn Sheffield
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Ray Roberts
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your complete rental resource
www.buildhoustononline.com | February / March 2014
ABC LEADERSHIP
Chair
Tim Ricketts
Channel BioRefinery & Terminals
Chair Elect
Darlene East
Holes Inc.
Vice Chair
Mike Holland
Marek Brothers Systems, Inc.
EDITORIAL FEATURES:
COVER FEATURE
Mobley Industrial Services Celebrates 35 Years In Business
Learn how Mobley became one of the most well-respected names among
multi-service specialty contractors and how their impressive reputation for
safety, quality and cost effectiveness gets the job done right the first time,
regardless of size or complexity. (P14)
Secretary
Warren Adamson
S&B Engineers and Constructors
Treasurer
Leonard Bedell
Mobil Steel International
2014 BOARD OF DIRECTORS
Neil Adams
Gilbane Building Company
Brian Anderson
G.R. Birdwell Construction
Kerry Bennett
ISC Constructors, LLC
Kevin Bordelon
Zachry Industrial
Billy Spies
KBR
Robert Burelsmith
E. E. Reed Construction, L. P.
Sam Craig
Craig & Heidt, Inc.
Matt Daniel
KBR Building Group
DEPARTMENTS:
Marcus Deal
CB&I
Matt Elliott
SpawGlass Construction Corp.
LEGAL NEWS
6
5th Circuit Rejects NLRB’s Decision Prohibiting Class Action Waivers
8
Spoliation On Construction Projects
John Golashesky
Turner Industries Group, LLC
Brandon Mabile
Performance Contractors, Inc.
John Marshall
Satterfield & Pontikes Constr. Inc.
FINANCIAL NEWS
10
Rod Molyneau
JACOBS
Health Savings Accounts in an Affordable Care Act World
Bob Nussmeier
Kiewit/TIC
INDUSTRY NEWS
12
Performance Verification Center Opens in La Porte
21
Could Construction Boom Lead To Workforce Bust?
Joe Orr
Baker Concrete Construction, Ind.
Rodney Page
Ref-Chem L.P.
Frank Rusich
Tellepsen Industrial
SAFETY NEWS
Wendell Rychlik
W.T. Byler Company
16
OSHA 300 Logs: Three Common Questions Not On OSHA’s Website
William Sanchez
Oxford Builders Inc.
18 Safety: Happy New Gear!
Randle Shepherd
Manhattan Construction Company
Christina Stone
Gaughan, Stone & Thiagarajan
ASSOCIATION NEWS
20
Henry Villarreal
Turner Construction
ABC Recognizes 2014 Members
Ben Westcott
Andrews Myers
IN THE KNOW
24
People On The Move; Special Recognition; Project News & Company News
INDEX OF ADVERTISERS
Aggregate Technologies Inc. ......................17
American Mat & Timber Co. ......................17
Baker Triangle...............................................7
Cokinos, Bosien, & Young...........................19
Craig & Heidt, Inc........................................13
Efficiency Shoring and Supply.......................4
Expertox.....................................................24
Ford Nassen & Baldwin..............................11
Interface Consulting International, Inc.......19
ISC Constructors, LLC....................................9
Lee College.................................................23
Locke Solutions Precast Division.................28
Lone Star College........................................25
Marek Brothers Systems, Inc................ 13, 25
Mobley Industrial Services.........................14
Porter Hedges LLP......................................24
Scott-Macon Equipment.............................22
Skillforce.......................................................3
TCA/The Compliance Alliance L.P...............27
Mark Williams
Foster Wheeler USA Corp.
Ronnie Wills
Aggregate Technologies Inc.
Lohn Zylicz
D.E. Harvey Builders, Inc.
Build Houston Magazine
3910 Kirby Drive, Suite 131
Houston, Texas 77098
(713)523-6222
Publisher/Owner: Associated Builders
& Contractors of Greater Houston
Executive Editor: Jennifer Woodruff
Assistant Editor: Katy Driver
Account Manager: Janice Peters
Graphic Design: Jennifer Woodruff
Interested in Residential Construction
News? Call the Greater Houston Builders
Association and ask about Houston Builder
Magazine at (281) 970-8970.
5
5th Circuit Rejects NLRB’s Decision
Prohibiting Class Action Waivers
T
he U.S. Court of Appeals for the 5th Circuit ushered in the
holiday season with a huge present for employers with
arbitration agreements. In D.R. Horton, Inc. v. National
Labor Relations Board, the 5th Circuit found that class action
waiver provisions contained in mandatory, pre-dispute arbitration
agreements governed by the Federal Arbitration Act (“FAA”) are
enforceable, notwithstanding the right employees have to engage
in concerted activities under the National Labor Relations Act
(“NLRA”).
Factual Background
The case involved an arbitration agreement where the parties
voluntarily waived all rights to trial in court before a judge or
jury. The parties further agreed all disputes and claims would
be determined exclusively by final and binding arbitration.
The arbitration agreement also contained a class action waiver
prohibiting the arbitrator from either consolidating claims of
other employees or fashioning a proceeding as a class or collective
action or to award relief to a group or a class of employees in
one arbitration proceeding. A former superintendent attempted
to initiate class-wide arbitration against the company under the
Fair Labor Standards Act (“FLSA”) seeking overtime for a class
of employees whom he claimed had been improperly classified
as exempt employees. The company took the position that the
arbitration agreement barred the collective action arbitration.
The superintendent then filed an unfair labor practice charge with
the NLRB, claiming the arbitration agreement violated the NLRA.
An administrative law judge found the arbitration agreement
violated the NLRA because its language would cause employees
to reasonably believe they could not file an unfair labor practice
charge. The Board upheld the ALJ’s decision and further found
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the arbitration agreement violated Section
8(a)(1) of the NLRA because it prohibited
employees from engaging in their Section 7
rights to participate in protected concerted
activities, including maintaining joint,
class or collective actions. The company
appealed to the 5th Circuit, arguing the
Board’s decision was inconsistent with
the FAA and U.S. Supreme Court cases
interpreting it.
JODON
An administrative law judge
found the arbitration agreement
violated the NLRA because its
language would cause employees to
reasonably believe they could not
file an unfair labor practice charge.
The 5th Circuit’s Analysis
At the outset, the court deferred to the Board’s conclusion that
the filing of collective actions is concerted activity protected
under the NLRA; however, the court said, “To stop here, though,
is to make the [NLRA] the only relevant authority.” The court then
continued its analysis under the FAA and related Supreme Court
cases finding no substantive right to proceed collectively under
the FLSA. Consequently, the court found the Board’s decision
inconsistent with the FAA, and the FAA does not yield to the NLRA.
The 5th Circuit recognized the FAA’s purpose to ensure the
enforcement of arbitration agreements according to their terms
Class Action Waivers | LEGAL
“even when the claims at issue are federal statutory claims,
unless the FAA’s mandate has been ‘overridden by a contrary
congressional command.’” The court found no congressional
command in the NLRA or its legislative history not to apply the
FAA, and the court refused to infer one. The 5th Circuit also
noted: “[e]very one of our sister circuits to consider the issue
has either suggested or expressly stated that they would not
defer to the NLRB’s rationale, and held arbitration agreements
containing class waivers enforceable.” Therefore, the court found
the arbitration agreement, including the class waiver provision,
should be enforced according to its terms.
Although the court upheld the class waiver provision, the 5th
Circuit found a violation of the NLRA concluding the arbitration
agreement language could lead employees to reasonably believe
they were prohibited from filing unfair labor practice charges
with the Board. The court based this finding on language in
the agreement stating the employee “knowingly and voluntarily
waives the right to file a lawsuit or other civil proceeding relating
to Employee’s employment....” As a result, the court determined
that the company should clarify the arbitration agreement
regarding employees’ ability to retain access to the Board.
NEWS
Conclusion
The 5th Circuit’s decision provides employers with a blueprint
regarding language needed for an enforceable arbitration
agreement containing class or collective action waiver
language. Employers should review their arbitration agreements
immediately to evaluate whether they have sufficient class
waiver language, and evaluate whether their agreements could
be construed to lead employees to believe they were prohibited
from filing unfair labor practice charges with the Board. If they
find that an agreement could be construed that way, they should
take action as soon as possible to make clear that such filings are
not prohibited.
Firmwide:124958523.1 800000.1000
ABOUT THE AUTHOR:
G. Mark Jodon, managing shareholder of Littler Mendelson’s Houston office,
is board-certified in labor and employment law by the Texas Board of Legal
Specialization. Mark serves the Greater Houston ABC as one of its chapter
attorneys. He can be reached at (713) 652-4739 and [email protected].
acoustical | drywall | eifs | plaster | prefab | stone systems | stucco | bakertriangle.com
Bob Baker, Founder
Bob Baker founded BakerTriangle 40
years ago and had a deep desire to
provide the highest quality workmanship
in the drywall and plaster industry. His
legacy continues today as a thirdgeneration company dedicated to
continuing the values and standards
he began so many years ago.
BakerTriangle is structured for quality.
BT40
1974
build houston 2014.indd 1
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2014
1/15/2014 8:35:43 AM
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Spoliation On
Construction Projects
What It Is And How
It Can Hurt You...
D
uring construction projects, many things do not go
as planned—there may be a flaw in the design plans,
an undetectable defect in the construction materials,
or installation errors. Those problems might prompt the party
incurring the cost of correction to file a claim against whomever
is at fault. Whether you are the party making the claim or the
one being sued, you must be mindful of the impact your actions
during the project can have on your success in the courtroom.
to collapse? Or perhaps the exterior
insulation system allows moisture to
damage other building components.
For example, during a commercial project, imagine that the
window system or the exterior finish of a building leaks, or that
the expansion joint connecting the old foundation to the new
foundation has a gap in it. What if the guy wire holding sections
of a tower is not properly anchored overnight and causes a tower
In those instances, the knee-jerk reaction
of the upstream party might logically be to
fix the problem immediately. After all, the
primary goal of a construction project is its
SNYDER
safe, timely, and on-budget completion.
However, repairing the problem immediately without written
notice and good documentation might actually create bigger
problems. The party who suffered harm and wants to file a claim
must either preserve the evidence or make the evidence available
to all relevant parties, or both.
In the legal field, a party’s failure to
preserve important evidence when a
lawsuit has been filed or is about to
filed is called “spoliation.” Any party
involved in a lawsuit may be guilty
of spoliation—either the party
bringing the lawsuit, or the party
defending itself.
In the legal field, a party’s failure to preserve important evidence
when a lawsuit has been filed or is about to be filed is called
“spoliation.” Any party involved in a lawsuit may be guilty of
spoliation—either the party bringing the lawsuit, or the party
defending itself. Over the years, courts have expanded the
definition of spoliation to include instances in which a party
destroys, disposes of, or even alters an important piece of
evidence. In many cases, this refers to destroying documents. In
the construction context, this includes sending the evidence to
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Spoliation on Construction Projects | LEGAL
the dumpster or scrap yard, demolishing or removing it, covering
it up, or repairing or replacing it.
This issue arises frequently in the construction context. All parties
involved in construction projects must realize the importance of
preserving evidence and the consequences of not doing so. If you
run into such a scenario, you need to call your counsel to be sure
you take the right steps to preserve the relevant evidence and the
rights of all parties to the potential dispute.
The scenarios described above have all occurred on real-world
construction projects and have been the subject of court decisions.
In each of those scenarios, the party who suffered harm made the
wrong decision— immediately destroyed or corrected or covered
up the evidence of the problem without notifying others and
giving them time to inspect it. The leaking windows and exterior
finish were replaced, the expansion joint was repaired and resealed, the collapsed tower was buried or taken to a scrap yard,
and the stucco was replaced with brick. In other words, the party
bringing the lawsuit engaged in “spoliation.” As a result, the other
parties could not adequately defend themselves.
For more information about spoliation, please visit www.
porterhedges.com and search “spoliation.”
ABOUT THE AUTHOR:
Allison Snyder was born in Austin, Texas and obtained her B. A. from the
University of Texas in 1975 and her J.D. from the University of Houston in 1979.
Ms. Snyder is a partner in the firm’s Construction Law and Litigation Sections
and she maintains an active litigation, arbitration and mediation practice. Her
practice includes litigation, mediation and arbitration of construction and surety
disputes, construction defect and design defect cases, default and termination
claims, payment and performance claims, and delay and inefficiency claims. She
routinely represents contractors, owners, subcontractors, suppliers, sureties,
lenders, design professionals and construction managers in resolving complex
construction disputes.
When this happens, courts across the country will try to “level
the playing field” by issuing a fine to the wrongdoer, limiting
the evidence that he can rely on at trial, or even dismissing the
lawsuit altogether. This is true even if the party who destroyed or
covered up the evidence did so without bad faith. In the end, the
party who “hid” the evidence or failed to preserve the evidence
suffers the most harm.
C
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NEWS
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9
Health Savings
Accounts in an
Affordable Care
Act World
T
he passage of the Affordable Care Act (ACA) has focused a
lot of attention on the issue of affordable insurance options,
such as Health Savings Accounts (H S A).
H S A’s, created by the George W. Bush Administration in 2003,
are investment accounts similar to an IRA or 401(k) in their taxadvantaged status. You or your employer can contribute money
on a pre-tax basis, thus reducing taxable income. Capital gains in
the account are sheltered from taxes and withdrawals are tax-free
so long as they’re used for qualified medical expenses. However,
the accounts must be paired with a high-deductible health
insurance policy to be valid.
Some 15.5 million Americans are covered by H S A-eligible
insurance plans, an increase of 50% since ObamaCare passed,
according to the trade group America’s Health Insurance Plans
(AHIP). Because insurance is already so expensive and H S A
linked policies tend to have the lowest premiums, those numbers
are expected to grow.
ObamaCare does give health plans
a little wiggle room…plus or minus
2 percent. That wiggle room allows
some federally qualified H S A
plans with the highest deductibles
(around $6,000) to barely meet the
ObamaCare standards, according
to Ramthun.
10
It appears that Health Savings
Accounts will slip under the
Affordable Care Act’s threshold
for qualified coverage – although
just barely. And given the fact
that H S A’s are about the only
type of health coverage bending
CHRIST
down the health care cost curve,
TAYLOR
they may even thrive. But for
INSURANCE
those who wanted to ensure that
H S A’s would survive the reform, it has been a guessing game.
ObamaCare allows four different levels of health coverage to be
offered inside the health insurance exchanges: platinum, gold,
silver and bronze. These levels must provide a minimum amount
of insurance coverage based on a standard known as “actuarial
equivalence.” The bronze level provides the least amount of
coverage, 60 percent, when compared to the standard.
The question was whether a high deductible policy that meets
the standards set by the 2003 law creating H S A Plans would
also meet the 60 percent actuarial equivalency threshold set
by ObamaCare. If the contribution to the H S A – which can be
several thousand dollars, often paid in part or in whole by the
employer – were included in the calculation, there is no question
the H S A plans would qualify. But no one knew if the government
would allow the H S A contribution to be included.
Roy Ramthun, who handled health policy in the Bush (43) White
House for a time and now runs his own H S A consulting company,
has recently done the calculations. Given the requirements under
Health Savings Accounts | FINANCIAL
NEWS
the H S A law, federally qualified high
deductible coverage comes very close to
the bronze requirement of 60 percent.
ObamaCare does give health plans
a little wiggle room…plus or minus 2
percent. That wiggle room allows some
federally qualified H S A plans with the
highest deductibles (around $6,000) to
barely meet the ObamaCare standards,
according to Ramthun.
Construction law. Build on our experience.
This is great news for two reasons. First,
employers have been increasingly shifting
to H S A’s. A recent Towers Watson/
National Business Group on Health survey
found that 66 percent of large companies
(1,000 employees or more) offered
employees at least one account-based
plan option this year, and that number is
expected to grow to 80 percent next year.
The second reason is that H S A plans slow
the growth in health care spending. A
2012 study from the Rand Corporation,
a policy research institute, found that
families with consumer-directed health
coverage spent an average of 21 percent
less the first year after switching from
traditional coverage. And if half of those
with employer-sponsored coverage were
in such plans, health care costs would fall
by $57 billion.
H S A’s encourage people to be valueconscious shoppers in the health care
marketplace, just like they are in every
other sector of the economy, and could
very well thrive in an ACA world.
ABOUT THE AUTHOR:
Christ Taylor Insurance is an Employee Benefits and
Insurance Brokerage firm doing business for over
50 years in southeast Texas, and long-time ABC
member. We provide solutions to small and medium
size companies in the areas of Healthcare and other
Benefit programs, as well as Life Insurance and
Retirement Plans. Contact the Christ Taylor team at
713-850-7747 or www.christtaylor.com.
It’s Where We Hang Our Hat.
At Ford Nassen & Baldwin, P.C., we dedicate our practice to the
legal needs of the construction industry. As one of the largest
construction law firms in Texas, we represent owners, general
contractors, EPC contractors, specialty contractors, major
suppliers, and sureties in both the public and private sectors.
We are proud to represent the builders of the world in virtually
every sector of the construction industry including commercial,
infrastructure and energy.
fordnassen.com
Dallas • Austin • Houston
11
Performance Verification Center
Opens In La Porte
C
onstruction and Maintenance Education Foundation
(CMEF) will hold an Open House event at its new
Performance Verification Center on Thursday, February
27th. The new Performance Verification Center, the only one of
its kind in the Greater Houston area, will be open to anyone in
the industry who needs hands-on evaluation of craft performance
skills.
Fulfilling an Industry Need
“The CMEF Board of Directors found that there was a great need
for a local Performance Verification Center and they took the
opportunity to meet that need,” says Dr. Steven Horton, CMEF
Interim Director of Education. He goes on to say, “CMEF was
in a unique position in the fact that Oates Industries made the
land available for expansion and also had the resources to do so.
Thanks to select members of Associated Builders and Contractors
of Greater Houston and our Training Contributor Partners,
verification tools and equipment were donated and evaluation
stations are now operational.”
Armed with guidelines set out by NCCER, CMEF began the build
out phase, ensuring that a controlled environment was created
that would accommodate craft professionals and their Evaluators.
“One of the key drivers of this project was the Owner community.
More and more Owners are requiring that the craft professionals
on their jobsite meet a certain standard of skills to work safely on
that jobsite,” says Horton.
12
The Performance Verification Center now offers hands-on
evaluation of craft skills in the following areas:
• Pipefitting
• Scaffold Builder
•Carpentry
• Electrical
•Insulator
• Instrumentation Fitter
• Rebar
• Concrete Finisher
• Millwright (coming in February)
• Boilermaker (coming in April)
• Crane, Rigging, and Signal Person
CMEF Performance Verification Center
Open House
Thursday, February 27th
3pm-6pm
2950 East X St.
La Porte, TX 77571
Public Welcome!
Register online at www.abchouston.org
or call Joyce Denison at 713-523-6222.
CMEF Opens PV Center | INDUSTRY
NEWS
A view of the Performance Verification Stations.
Evaluators Making the Grade
CMEF has two full-time, and several part-time Performance
Verification Evaluators on hand to observe and evaluate
candidates. As the Center grows, CMEF will be seeking additional
Evaluators. “An Evaluator must demonstrate journey-level
experience in the craft(s) they apply to evaluate and also are
required to successfully complete the Instructor Certification
Training Program (ICTP) held at CMEF’s main office,” said Whitney
Cox, CMEF Training Manager. When asked what a candidate gets
in return for completion of Performance Verification, Whitney
stated, “Successful completion of a Performance Verification
is only half of the certification process. Only once a candidate
has passed both the hands-on performance evaluation and
written assessment (also provided by CMEF), will they receive the
‘Certified Plus’ credential. They will also receive a wallet card, a
certificate and a copy of their transcript.”
To learn more about the Performance Verification Center or to
become an Evaluator, contact the CMEF office at (281)478-3900.
A Pipefitter Verification Station is shown above.
13
A Legacy of Safety, Quality & Hard Work
With a Personal Touch
“We are committed to providing outstanding quality services to our customers within a framework
of safe performance and we will strive to understand and support the requirements of our
customers, co-workers and the communities.”
– Chuck Mobley, President, Mobley Industrial Services
“Continuous improvement will be pursued through an environment of mutual respect, teamwork,
personal commitment, systems thinking, participative problem solving and responsible
communication.”
– Kirk Mobley, V.P. of Safety, Health and Environmental, Mobley Industrial Services
“As a result, Mobley Industrial Services will be competitive, earn the respect of our community and
continue to meet the ever-increasing demand for excellence.”
– Blake Young, Vice President, Mobley Industrial Services
F
or Mobley Industrial Services’ management and the team that supports industry with
specialty contractor services, those words define the company’s mission. Mobley Industrial
Services delivers on those promises, earning recognition for outstanding performance from
its peers and clientele across industry.
Mobley, now celebrating 35 years in business, is one of the most well-respected names among
multi-service specialty contractors. With an impressive reputation for safety, quality and cost
effectiveness, Mobley Industrial Services gets the job done right the first time, regardless of size or
complexity.
Standing Behind The Work
Mobley Industrial serves the refining, petrochemical, power generation, pulp and paper, food and
beverage, cryogenics, and marine industries with surface preparation and painting, tank coatings
and linings, insulation, scaffolding, corrosion under insulation management, fireproofing, asbestos
and lead abatement, and asset management programs.
“One of our greatest strengths is we are family-owned and operated, so we can make decisions
quickly,” Chuck said. “Mobley’s top management is always available to answer any question and
explain every aspect of our service, how we intend to implement our recommendations, and the
effect it will ultimately have on the customer’s facility – before costly decisions are made. As our
customers’ needs and priorities change, we are flexible enough to change with them.”
Mobley Industrial Services has completed many multimillion dollar projects in the states it
serves, including Texas, New Mexico, Colorado, Kansas, Oklahoma, Arkansas, Louisiana, Missouri,
Tennessee, Mississippi, Alabama, Georgia, Florida, North Carolina, and South Carolina. “We are
proud of what the Mobley name has become,” Chuck said.
Not Only Specialists But Also Experts
With 1,000-1,200 personnel depending on its workload, Mobley Industrial Services’ management
places among its highest priorities the protection of its workforce and the environment in which
they operate. Over the years, the company has continually updated its equipment and utilizes the
latest technology in providing services for its customers.
14
Mobley Industrial Services | COVER
“What we initially envisioned for Mobley Industrial Services was
a company that could stand apart from the competition in many
facets,” said Kirk. “We take safety and quality seriously, and we
don’t say it, we do it! We can provide safe, quality services that
are on schedule at a fair price.” He goes on to say, “We maintain
the best equipment in the industry, and our employees, facilities
and procedures are always OSHA compliant and act in accordance
with all local regulations.”
Mobley has developed an innovative safety program that rewards
those with an outstanding record of no accidents or injuries. “Our
commitment to safety is our customers’ assurance of a worry-free
job completed without delays due to accident or injury,” Kirk says.
“We think our corporate safety statistics speak for themselves
and believe that safety is cost effective because it makes good
business sense.”
As part of its safety program, Mobley conducts weekly on-site
training to enhance its multicraft skills and enable the company
and its team to achieve zero incidents and injuries. This is in
addition to an extensive list of 25 safety training programs
it implements with its team focusing on all aspects of work
performed, including hazard communication, ladder safety,
respirator safety, PPE, hearing safety, confined space entry and
abrasive blasting, to name a few.
Over the years, manufacturing sites have presented Mobley with safety
excellence and safety leadership awards. Recently, the Mobley team
received a high honor for its work – VPP Star Status Recommendation
from Chevron Phillips Cedar Bayou in Baytown, Texas.
STORY
“Our site leadership and staff of employees are reinforcing the
standards and safety culture to which we strive for as a company,”
Young said. “This is a true testament as to what can be done with
teamwork.”
Speaking to the company’s safety, quality and performance in the
application of protective coatings, its teams earned first place for
the past five years in the Coating Society of the Houston Area’s
painters’ competitions, which exhibits the proficiency of painting
crews in the Gulf Coast area.
On a national level, Mobley Industrial Services has earned
recognition from associations such as Associated Builders and
Contractors (ABC), which recently honored Mobley with its sixth
ABC National Safety Excellence Award and an ABC STEP Diamond
Award – the pinnacle of safety performance in the construction
industry.
“ABC is proud to honor Mobley Industrial Services with a National
Safety Excellence Award for demonstrating an extraordinary
commitment to safety and outstanding safety performance,” said
Michael D. Bellaman, ABC president and CEO. “Mobley Industrial
Services has truly shown a dedication to becoming one of the
leaders for the industry by striving to create the safest work
environment possible for its employees.”
“With decades of experience in the industry and a thorough
understanding of each process, we are not only specialists, we are
experts,” Young said.
Houston, TX
O 281.470.9120
F 281.470.0426
Corpus Christi, TX
O 361.265.0304
F 361.265.0387
Pascagoula, MS
O 228.762.3073
F 228.762.3073
Sulphur, LA
O 337.882.6505
F 337.882.6566
El Dorado, AR
O 870.863.4644
F 870.863.4644
www.mobleyservices.com
15
OSHA 300 Logs:
Three Common Questions
Not On OSHA’s Website
I
t’s almost OSHA 300 Log posting time again! Most of you
know the basics:
• If you have more than 10 employees, you must maintain
an OSHA 300 log;
• Injuries that receive medical treatment beyond first aid
are always recordable;
• The first day that an incident happens is never counted
toward the “lost days”;
• Etcetera, etcetera, etcetera.
You may also know you can find examples and answers on OSHA’s
website on the nuances of what’s recordable and what’s not, i.e.
if my employee has an accident in our parking garage, is that a
work-related injury?
But here are three questions TCA often hears from even the most
seasoned employers:
QUESTION 1
An employee changes his story from facts that aren’t recordable
to facts that are, do we still have to record it?
EXAMPLE: Our employee called in and said he got hurt over the
weekend and wouldn’t be in. The next day his sister, an attorney,
called in and said he had been mistaken, he had been hurt at work,
and they were filing a worker compensation claim. The employee
never came back to work, and never made direct contact with
the employer again in spite of repeated requests by the employer
16
to fill out an incident form. The worker
compensation carrier paid the claim based
upon documents filled out by the sister but
the employee did not personally sign any of
them. Is this recordable?
Answer 1
No. OSHA Technical Services advised
AMAVI
TCA that the employer has to determine
several elements for an incident to be
recordable. First and foremost is the determination of whether
or not an event is “work-related.” The decision is the employer’s.
Recordability is not the employee’s, his sister’s, his attorney’s,
or even his doctor’s decision. However, the employer MUST be
able to defend the basis of his or her decision. In this case, there
was no evidence of “work-relatedness” and there was evidence,
the employee’s initial phone call, that it was not work related.
OSHA said the employer was under no obligation to fabricate a
report of injury for an employee who refused to make a report.
Therefore, regardless of the worker compensation payment and
any doctor’s treatment, this event did not meet the criteria for a
“work-related” injury.
QUESTION 2
Using an employee’s medical insurance, instead of worker
compensation insurance, means we don’t have to record it,
correct?
OSHA 300 Logs | SAFETY
NEWS
Answer 2
No, this is not correct. Many employers seek to minimize the
escalation of insurance premiums by paying for minor matters out
of pocket and some employees elect to use private insurance over
worker compensation insurance. Further, some employees refuse
medical help even when it may be needed and never inform the
employer of any problem, status, or treatment, beyond the initial
report of the incident. While it is fine to manage your insurance
costs as long as your policy has no provision to the contrary,
and it is fine for an employee to say “I’m okay, I’m not going to
the doctor” or to use his own medical insurance, none of these
after-effects have any influence over recordability. The incident,
regardless of how it was managed, must be judged by OSHA’s
criteria for recordability to determine whether or not it belongs
on the OSHA 300 log. If it meets OSHA’s published criteria for
recordability (see www.OSHA.gov) then it must be recorded,
regardless of how it was ultimately managed by the employer or
the employee.
QUESTION 3
We have less than 10 employees during the year so we have no
duty to disclose our work-related injuries, correct?
Answer 3
No, this is not correct. You have no duty to track them on an OSHA
300 log, but you do have a duty to disclose them upon request by
OSHA or any other authorized party. If you elect to not maintain
an OSHA 300 log due to company size then OSHA has a right to ask
to see your records (i.e. employee injury records, medical records,
etc.) to determine recordability of any work-related incidents that
occurred.
Now that we’ve shared the answers to these previously
unpublished FAQ’s, let me wish you first and foremost, and injury
and incident free 2014! Happy New Year!
ABOUT THE AUTHOR:
Tara Maria Amavi, (formerly Tara Templeton Hart) is the Founder and President
of TCA/The Compliance Alliance L.P. TCA has provided services to almost 1000
companies nationwide and TCA’s proprietary tools, methods and means have
been ranked #1 in the world for managing contractor safety. Ms. Amavi has
been named one of Houston’s 50 Most Influential Women for 2012 by Houston
Woman magazine, and has also been named one of the Who’s Who in Safety by
Compliance Magazine. Ms. Amavi is a sought after public speaker, has appeared
on local & national radio and television programs including five appearances on
The BusinessMakers, a radio show hosted by John Beddow & Russ Capper. Ms.
Amavi may be contacted at [email protected] or 713.263.7661.
17
Happy
New Gear
T
o make a vehicle go faster and in some cases slower, different
gears need to be installed in the transmission. High gears
create speed; likewise, low gears create slow speeds and
greater pulling power. When contractors attempt to have better
results than previous years, new gears may be necessary. Gears
for operating at greater efficiency, skill and accuracy. A detriment
to worksite efficiency is an injury that causes an employee to
leave the site and replaced with less trained, less skilled and a
less-than-ready worker. It’s the killer of opportunity, momentum,
efficiency and yes, even project and corporate success. You can’t
name many customers that choose contractors to perform work
in their facilities or on their property with a history of high injury
statistics. If a project goal is to be successful, project teams must
minimize false starts, perform without defects in workmanship
and learn to overcome delays and setbacks created by weather,
scope change, customer issues and injury.
Construction Research
Few employers know that research chartered by the Construction
Industry Institute was conducted during the 1990’s to determine
“During the 1990’s construction
injury incidence rates were in the 6.00
to 12.00 range. Of the 122 project
sites visited by the researchers, four
Task Force teams found that 53% (63
sites) were at zero lost time injuries
and 8% (10 sites) were at zero
recordable injuries.”
18
how some projects could go long periods of
time with no recordable injuries while other
projects had injuries frequently. Even as
recent as the summer of 2012, research was
concluded determining the value of using
leading indicators on new construction,
turnaround and maintenance projects. In
the early days, the researchers wanted to
know about injury-free projects and learn
GHORMLEY
“How the contractors did it.” During the
1990’s construction injury incidence rates
were in the 6.00 to 12.00 range. Of the 122 project sites visited
by the researchers, four Task Force teams found that 53% (63
sites) were at zero lost time injuries and 8% (10 sites) were at zero
recordable injuries. Again, the researchers were trying to find
out, “How they did it; how can projects go more than one million
hours without a recordable injury?”
It’s Magical
What do you guess the researchers determined? That companies
were cheating on OSHA logs documentation? Were they hiding
injuries? Were they under-reporting? Did they not know to follow
the recordkeeping guidelines? On the contrary, researchers found
that the best of the best contractors were using nine leading
indicator/best practices with more than 100 sub-categories of
leading indicators. Who would have figured it? So there is really
no magic to achieving zero injury, it’s a matter of using leading
indicators. Amazingly, it was discovered that project teams who
treated employees well had better safety statistical outcomes.
Researchers found that the involvement of all employees in
safety activities and recognition of safety performers was a key to
achieving zero injury for long periods of time.
Happy New Gear| SAFETY
CBY ABC PadL.Ad_Layout 1 11/5/13 2:48 PM Page 1
Focus On History…Not
Task force teams determined that projects
with high injury rates had leaders, both
corporate and project, which focused on
lagging indicators such as injury statistics.
Since history can’t be changed, in this
case accidents, incidents and injuries,
the best way to prevent them is to focus
on human behaviors. The root cause
of injury is at-risk behavior and if those
behaviors can be eliminated, injury can
be eliminated. The sixty-four dollar
question then is how do you eliminate
at-risk actions of employees? The answer
in part, is training on the elements of
zero injury, planning safety into the work
plans, and empowering employees and
line leaders to observe, coach and assist
co-workers. Also, projects excel when
workers are involved in all safety activities
such as meetings, inspections and
safety committees. When workers are
recognized for their safety participation
and achievement, they become coowners of the safety process. And when
people are owners, they are protectors of
what they own.
NEWS
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Is There More?
Yes, there are at least 130 leading
indicators that when used, help project
teams achieve zero injury for thousands,
if not millions of work hours. In over 20
years of keeping zero injury results, the
Zero Injury Institute has reports of only 50
instances where zero injury was achieved
for a million work hours or more.
HOUSTON
•
DALLAS /FT. WORTH
•
SAN ANTONIO
Trouble?
Wouldn’t you like your project to get a
new transmission and gear up for zero
injury? That’s what a well-tuned, leading
indicator safety program does.
ABOUT THE AUTHOR:
Bennett Ghormley has over 35 years of experience
in safety, training and construction administration.
He is experienced in implementing safety programs
involving commercial, industrial and municipal
industries. Mr. Ghormley has conducted audits,
investigations and inspections in refineries, chemical
and petrochemical plants, for pipelines, water and
waste facilities, manufacturing plants and fabrication
facilities. Mr. Ghormley has served as an expert
witness in litigation cases and appeared before
the Workers’ Compensation Commission, EEOC,
Employment Commission and civil courts. Contact
Mr. Ghormley via email at bennettghormley@
yahoo.com
Let us help you avoid getting trapped.
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by unrivalled experience to address cost and schedule issues on troubled projects. Clients
have called on us to assist with change order identification and substantiation, schedule delay
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We’ve built our reputation by getting into trouble.
www.interface-consulting.com | Houston, TX | 713.626.2525
19
2014 Renewal Drive | ASSOCIATION
Thank You For Renewing!
The following companies have renewed their membership with Associated Builders and Contractors for 2014.
To learn more about ABC and the benefits of membership, visit www.abchouston.org or call (713)523-6222.
ABC members are “America’s Best Contractors”!
Adams Insurance Services, Inc.
Aggregate Technologies Inc.
Ajamie LLP
Allegiance Crane & Equipment
Alliance Health Resources & Deer Park Family Clinic
Allied Electrical Contractors of Houston, Inc.
Amber, L.P.
American Institute of Steel Construction (AISC)
American Mat & Timber Co.
Andrews Myers, P.C.
Ardent Services LLC
Astro Fence Co.
Austin Commercial
AVAdek
AW Constructors
Baker Triangle
Barrier Equipment, Inc.
Bass Construction
Becon Construction Co., Inc.
Bendel Tank & Heat Exchanger
BETCO Scaffolds
BIC Alliance
Big City Access, Inc.
BIG Enterprise
BKD, LLP
BKW Environmental
Bobcat of Houston
Bo-Mac Contractors, Ltd.
Bottom Line Equipment
Brady, Chapman, Holland and Associates
Brand Energy & Infrastructure Services
C-Air-S Mechanical, Inc.
Cajun Constructors, Inc.
Camarata Masonry Systems, LTD
CED Industrial
Cemex
Certex - Houston
Certified Companies, Inc.
Chamberlin Roofing & Waterproofing
Champion Rentals, Inc.
Channel BioRefinery & Ternimals
Cherry Demolition, Inc.
Christ Taylor
Clean-Co Systems, Inc.
CLM Equipment Co., Inc.
Coastal Flow Measurement, Inc.
Coastal Ice
Coastal Welding Supply, Inc.
Coats, Rose, Yale, Ryman & Lee PC
Cokinos, Bosien, & Young
Commercial Siding & Maintenance
Compliance Safety Consulting
Construction Interior Products, Inc.
Contech Control Services
Craig & Heidt, Inc.
D. E. Harvey Builders, Inc.
Dean & Draper Insurance Agency
Disa, Inc.
Doran Steel, Inc.
Efficiency Shoring and Supply
Electra Link Inc.
Empire Scaffold
20
Environmental Allies, Inc.
Epoxy Design Systems, Inc.
Excel Maintenance & Construction
ExperTox
Fast Track Specialties, LP
Force Corporation
Ford Nassen & Baldwin
G.R. Birdwell Construction
Gajeske Inc.
Gallop Tower Field Service
Gaughan, Stone & Thiagarajan
Geotech Engineering & Testing
Gilbane Building Company
Griesenbeck Architectural Products, Inc.
Group Contractors, LLC
Gulfspan Industrial, LLC
Harper & Pearson Company, P.C.
Haynes Whaley Associates, Inc.
Hi-Tech Electric, Inc.
HOAR Construction, LLC
Holes Incorporated
HUB International/Rigg
IHI E&C International Corporation
ImageNet Consulting
ISC Constructors, LLC
Jamail & Smith Construction
JAMCO INC.
JV Industrial Companies
Karsten Interior Services
KBR Building Group
Kirksey
Liberty Mutual Surety
Locke Solutions Precast Division
LVI Facility Services, Inc.
LWL, Inc.
Maintenance Enterprises, Inc.
Marek Brothers Systems, Inc.
Marek Sawing & Drilling
MedSafe
MEK Interiors & Floors Inc.
MMR Group
Mobil Steel International, Inc.
Mobley Industrial Services, Inc.
Naegeli Transportation, Inc.
NextGen Parking
Norman Smith Equipment Co.
Northern Safety & Industrial
Odebrecht Construction, Inc.
OGI-Texas, An Ohio Gratings Company
Oldcastle Precast
On Center Software
PCL Industrial Construction Co.
Performance Electric L.P.
Peterson Beckner Industries
Pinnacle Industries, Inc.
Portable Rental Solutions
Porter Hedges LLP
Prime Information Center, Inc.
Pro Modular Ltd.
ProSource Staffing
Pro-Vigil, Inc.
PV Rentals, Leasing & Sales
Repcon, Inc.
Rimkus Consulting Group, Inc.
ROMCO Equipment Co.
S&B Engineers and Constructors, Ltd.
S&S HVAC Equipment, LLC
Safety By Design
Safway Services LLC
Satellite Shelters, Inc.
Saulsbury Industries
Scaffolding Today, Inc.
Schear Hampton Drywall, LLC
Seyfarth Shaw LLP
Skanska USA Building Inc.
Skilled Trades
Skillforce, Inc
Southeast Fire Protection, L.P.
Southwest Refractoring Inc. of Texas
Specialty Maintenance Products
Specified Components
Standard Constructors, Inc.
STARCON International, Inc.
Straight Line Industrial Services, Inc.
Structure Tone Southwest, Inc.
Synergen
TCA/The Compliance Alliance L.P.
TDIndustries
Technip USA, Inc.
Tecon Services, Inc.
TEJAS Underground Utilities, LLC
Terracon Consultants, Inc.
Tetra Tech
The Gonzalez Group
The Mundy Companies
The Scruggs Co.
The Stevenson Group
TNT Crane & Rigging, Inc.
Tolunay-Wong Engineers, Inc.
Total CAD Systems, Inc.
Total Industrial Services
T-Rex Services
TRIAD Electric & Controls
Triton Construction Company
United Access
United Rentals Trench Safety
Upland Services, Inc.
Watermark Graphics Inc
Wildcat Electric Supply
Williams Scotsman
Zachry Industrial, Inc.
NEWS
CONSTRUCTION WORKFORCE DEVELOPMENT
Could Construction Boom Lead To Workforce Bust?
By Katy Driver, Assistant Editor
A
Google search for “2014 Houston Construction Boom”
comes up with over 673,000 results, including recent
articles from the ‘Dallas Morning News’, online current
affairs and culture magazine Slate, and even the Australian
newspaper ‘The Sydney Morning Herald’. It seems the whole
world knows that the construction forecast in Houston, and
its surrounding areas, is strong and wants to talk about the
opportunities that abound in the Lone Star State’s metropolis
flagship for the construction industry.
Great opportunities rarely present themselves without challenges,
though, and contractors are facing some tough adversity in the
form of developing a skilled workforce that is ready to take on the
immense amount of work on the horizon. While projected figures
vary somewhat depending on what publication you subscribe to,
it is certain that a huge amount of commercial and industrial
construction is on the verge of happening in Houston. What area
experts are not so certain of is who is going to do the work.
The “2014 Houston Employment Forecast”, published by the
economic development organization The Greater Houston
Partnership, cited that the City of Houston has issued $5.9 billion
of building permits in the last year, representing a 17.9 percent
increase in nonresidential permits along with a 40.2 percent
increase in residential permits. Over $40 billion in chemical
plant expansions and startups are expected in Texas and along
the Louisiana Gulf Coast. The downside of the conversation is
that “construction employment remains 21,600 jobs below its
pre-recession peak [because] Houston has a shortage of skilled
construction workers” due to the elimination of shop classes
from high schools and the lack of action taken by construction
associations to train the workforce (Patrick Jankowski, CCR, Vice
President Research Greater Houston Partnership).
Acting Director of the Houston commercial contractors’ nonprofit initiative to develop training standards for their industry,
Construction Career Collaborative (C3), and the Director of
Workforce Development for Marek Family of Companies Katrina
Kersch, has not been blindsided by this labor shortage. Her
response to being asked about the most important Houston
construction workforce challenges? “We will pay for our
inattention to our workforce with higher cost and extended
schedules [in construction projects]. The gap between those
who are training to become skilled craft professionals and the
anticipated need is wide and deep,” she laments. “Furthermore,
our competition for talent lies beyond our own industry and
extends into the technology, service, retail and medical industries.
Construction workforce productivity has not kept pace with these
other industries,” a condition she attributes to the inability of the
construction industry to attract and train qualified workers.
This lag is due to many factors, including a focus on “college
only” tracks that have created a void in the labor workforce and
a generation without marketable skills or the access and desire
to pursue a four-year degree. The opportunity has arisen for
contractors to revive career and technical programs thanks to
recent changes by the 83rd Texas legislature through the passing
of HB5, but the construction industry risks being pushed out by
other industries in the race for talent if it doesn’t strike while the
iron is hot.
Mike Gremillion is ISC Constructor’s Houston Office Vice President
and the former chairman of Construction and Maintenance
Education Foundation, the NCCER accredited educational affiliate
of ABC Greater Houston devoted to servicing the workforce
development needs of the contractor community through
programs ranging from craft and safety training to management
and leadership instruction. His sentiments echo Kersch’s,
demonstrating that the struggle to find willing and qualified
workers is prominent on both sides of the industry, commercial
and industrial contractors are alike in their challenges. Gremillion
(Continued on page 22)
21
illuminates the void, saying, “The largest workforce challenge is
the number of craft workers needed to perform the billions of
dollars of expansions over the next 5 years. Currently, we have
more craft workers leaving the workforce than are entering it.”
Interim Director of Education at CMEF Dr. Steven Horton also sees
the gap between seasoned craft workers and new craft workers
entering the industry as the majority of skilled craft labor retires
without even enough individuals to take their place, much less
fill the thousands of additional jobs needed amidst the boom.
“Owners and contractors are competing for skilled craft labor,”
he elaborates. “A less-skilled craft labor workforce will lead to a
decrease in safety and quality performance and increase the cost
for both owner and contractor.” This compounds the issue of not
having enough workers which also results in increased costs due to
lengthening schedules and extended deadlines. The construction
boom that all sources predict could end up negatively impacting
the Houston economy rather than invigorating it as should
happen.
Simple economics illustrate the incentive for individuals to get
trained and enter the construction workforce. Kersch illuminates
the shortage and its economic impact saying, “While the current
number of individuals employed in the industry has decreased,
anticipated demand will far outpace the availability of qualified
“BUILT ON A TRADITION OF SERVICE EXCELLENCE SINCE 1973”
SALES ● RENTALS ● SERVICE ● PARTS
For the individuals who are willing to
put time and effort into getting the
right training, the pot of gold at the end
of the rainbow is a real thing. Earning
potential for a trained entry-level
worker putting in a 40-hour work week
(excluding over time), can range from
$37,000 - $52,000 and the experienced
worker from $44,000 - $73,000 a year
depending on the craft...
workers.” What does this lead to? Horton states it matter-offactly: “Craft wages will escalate to create incentive to fill the need
for industry’s craft labor demand.” In other words, demand drives
the price, and contractors are not only willing to pay a premium
for trained workers, they are finally realizing the importance of
providing training resources and incentives for individuals to
enter the construction industry’s workforce.
For the individuals who are willing to put time and effort into
getting the right training, the pot of gold at the end of the
rainbow is a real thing. Earning potential for a trained entry-level
worker putting in a 40-hour work week (excluding over time), can
range from $37,000 - $52,000 and the experienced worker from
$44,000 - $73,000 a year depending on the craft, according to Dr.
Horton’s research and interviewing of local contractors. Overtime
demands have allowed for select craft workers to even earn over
$100,000, and in an environment like the one Houston is facing,
this will not be an impossible achievement for many dedicated
workers.
(dealerships vary by location)
DEMAG
AMERICAN
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Kersch puts the onus on the construction industry: “I think we
have an obligation as an industry to make potential candidates
understand the benefits of entering our industry,” which also
means providing them with the means to enter the field as trained
and competent employees. “C3’s challenge is to create the
demand for training through educating owners and construction
users that there is no magic pill, shortcut, or assessment that will
develop a skilled craft professional. That is only accomplished
through training both in the lab and classroom and through
structured on-the-job training.” Once owners and contractors
realize the need and benefit in training individuals, incentives for
individuals to enter the industry will become more apparent.
Opportunity, pay and benefits abound for those individuals who
pursue such training for a career in construction. Kersch is certain
that “opportunities in our industry have never been better as
accelerated training tracks and rapid advancement for motivated
individuals are readily available.” She highlights the obligation of
(Continued on page 24)
22
Join a Leader in Workforce Training
INSTRUCTORS & TRAINERS WANTED
Lee College in Baytown, Texas, is located in the epicenter of expansion in the petrochemical
industry along the Texas Gulf Coast. Projections estimate more than 22,000 workers will be
needed in the construction trades and petrochemical industry over the next 10 years. Other
positions will come open through retirements and attrition. Lee College has increased classes
and programs to help provide skilled workers for these jobs.
The college is hiring instructors and trainers in a variety of growing petrochemical and
construction trades career fields.
OSHA & NCCER
Piping
Machinists
Millwright
Process Operations
Welding
Instrumentation
Electrical
Information Technology
Experience required; degree is a plus.
View job postings and apply for positions online: https://jobs.lee.edu
For more information: Contact Human Resources
at [email protected] or 281.425.6875
Lee College does not discriminate on the basis of gender,
disability, race, color, age, religion, national origin, or veteran status.
Contact us!
281.425.6875
www.lee.edu
Raising the standard for workforce preparedness.
23
industry leaders to make potential candidates understand their
choices when it comes to finding and choosing an employer who
provides benefits—and believes that standardized training should
be a priority (and it is getting to be that way, thanks to owners and
contractors who see the value in and support organizations like
CMEF and programs like C3).
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The Houston area is primed to be the top market for craft
training and career advancement for construction professionals.
Gremillion touts the diversity of programs and multitude of
capacities in which high school aged and young adults can gain
training for craft skills. “Area community colleges like Lee College,
San Jacinto College Central, and San Jacinto College North offer
craft training programs through CMEF for all disciplines—pipe
fitting, welding, electrical, instrumentation just to name a few,”
he explains. As an added benefit, companies that participate in
the CMEF Training Contribution Program receive substantially
discounted craft training rates at those local community colleges.
These discounted rates range from $100 or less per training
class. “Many companies including ISC either pay for or reimburse
students for the tuition cost per semester,” said Gremillion. After
completing their training, these students have the opportunity to
earn credentials of certification through written skills assessment
and performance verification at CMEF’s brand new 10,000 square
foot Performance Verification Center in Deer Park. This synergy
between owners, contractors, trade associations, and educators
Our construction team
relationships
by providing clients with solutions based on experience.
Porter Hedges assists owners, contractors, subcontractors, suppliers, lenders and design professionals who manage the risks of
construction projects. From commercial to industrial and infrastructure construction, our experienced counsel can take you
from contract formation to project completion, including the complexities of financing projects. Our breadth of experience
helps clients avoid claims and resolve them when they happen.
Chambers USA has ranked our construction practice among the best in Texas (Band 1) for nine consecutive years,
describing Porter Hedges as “a very strong firm” with “experience across a broad array of construction matters.”
1000 Main Street, 36th Floor
Phone: (713) 226-6000 Fax: (713) 228-1331
24
porterhedges.com
PORTER HEDGES LLP, ATTORNEYS AT LAW
Attorney Advertising
is an exciting step towards comprehensive training for and
expansion of the construction workforce.
Contractor companies can take advantage of this fertile
environment by choosing to adopt a high school. “When a
contractor adopts a high school,” Gremillion explains, “they provide
the school with the necessary tools and materials to teach the
internationally-renowned and predominantly recognized NCCER
curriculum to junior and senior students. They also agree to offer
these students an internship during the summer, and to hire them
upon graduation. In return, the student agrees to complete his
craft training after hired while he is working.” Engaging in career
development by training high school students will ultimately result
in more well-trained and career-oriented individuals entering
into the work force, providing companies with a solution to their
man-power issue while also benefitting them through safer, more
efficiently completed projects that save money and time. It is a
cycle from which everybody benefits- owners, contractors, the
school systems, students, and the community as a whole.
These sponsored training programs, whether through high schools,
community colleges, or non-profit educational organizations like
CMEF, will change the landscape of the construction industry in
Houston by fortifying its workforce with skilled and well trained
craft workers who have almost limitless earning potential meeting
the needs of a very demanding construction forecast. All of the
pieces are in place; it’s time to solve this workforce shortage! - KD
turns hard workers into skilled workers
Discover how our
hands-on programs
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25
IN THE KNOW |People, Companies, Projects and Awards
MEYERS
BAILEY
EMMONS
LEIKER
HALEY GREER
BOONE
PEOPLE ON THE MOVE
Joe Rizzo, Business Development Manager for Cherry, has been
elected to a two-year term on the board of directors for the
Houston Contractors Association (HCA). Rizzo began his term in
January 2014 as part of a 13-member board of directors for HCA.
SpawGlass CEO Joel Stone has announced the promotion of
Brandon Meyers to president of the company’s Houston Region.
Meyers has more than 20 years experience, with the past 11
years at SpawGlass. As president, Meyers will be responsible for
all construction operations in the Houston Region. SpawGlass
also announced that Michael Emmons has been promoted to
chief operating officer, responsible for daily operations, safety,
leadership and strategic direction for the construction company’s
approximately 500 employees as it continues to grow.
Stephen T. Dorsett, Sr. has joined the Correct Electric, Inc. family
as an Estimator/PM. Stephen brings with him over twenty five
years of experience in the Electrical Industry working with both
Commercial and Industrial projects. His areas of expertise are
estimating, value engineering, contract negotiations, project
management, planning and scheduling.
Houston-based Bailey Architects is continuing its dedication to
design and service excellence following the passing of the firm’s
founder Ray Bailey, FAIA. The firm’s leadership includes Principals
Ray Leiker, AIA; Mark Boone, AIA, LEED AP; and Cope Bailey. A
Principal in the firm since 1984 and Ray Bailey’s business partner
for 36 years; Ray Leiker, AIA will serve as Managing Principal and
President. Leiker’s dedication to the profession and community
includes providing service and leadership for the Houston
26
E.E. REED CONSTRUCTION
DORSETT
KAHANEK
Architecture Foundation (Past President), American Institute of
Architects-Houston Chapter (Past President), the Texas Society of
Architects (Past Vice President), and other community and industry
organizations. Mark Boone has been with Bailey Architects
for 26 years and will serve as Principal and Director of Project
Management. Boone has led the firm’s work in the institutional,
educational and corporate sectors. Under close mentorship of his
father, Cope Bailey has been a design leader with the firm since
1990 and will serve as Principal and Vice President.
Sun Coast Resources, Inc., is pleased to announce the
appointment of Sheila Kahanek as President. Kathy Lehne will
continue in an executive role as Founder and CEO. Since joining
Sun Coast in 2012 as Chief Financial Officer, Kahanek has been
instrumental in the successes of numerous strategic, productivity,
and operational initiatives.
COMPANY NEWS
Haley Greer, Inc., believes in recruiting young! Project Manager,
Ryan Wroblewski, participated in career day at his son’s school.
Instilling a “safety-first” message, he brought glass samples and
safety equipment for the class and did a 30 minute presentation
about careers in the construction.
PROJECT NEWS
E.E. Reed Construction recently completed a new laboratory
space for Clariant Oil and Mining. Located in The Woodlands
Technology Center, the new 16,000 square foot laboratory space,
built for product testing, was completed in September 2013. E.E.
Reed worked with architect, Kirksey, on this project.
WE
HELP
Is keeping up with
SAFETY a
®
can be:
SIMPLE
AFFORDABLE
SUSTAINABLE
Is the ISNetworld system
a full time job?
It’s BLACK & WHItE... IF
sAFEtY Is tHE PROBLEM…
It Doesn’t Have To Be.
SOLUTION
Since 1985
TCA IS THE
3131 Memorial Court
Suite 15101
Houston, TX 77007
713.263.7661 [email protected]
Legal Notices: TCA is an independent service provider and is in no way endorsed by, sponsored by, approved by, or otherwise affiliated with
ISN Software Corporation or any other pre-qualification networks. ISNetworld® is a registered trademark of ISN Software Corporation.
27
Published by Associated Builders & Contractors of Greater Houston
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28

Build Houston Magazine • February / March 2014 1 www

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