AGC-backed legislation would block a pending U.S. DOL overtime regulation increasing the overtime threshold by nearly 70 percent, from $35,568 to $60,209.

AGC urges support for Congressional effort to repeal the U.S. DOL’s independent contractor regulation under the Fair Labor Standards Act that threatens legitimate independent contractor relationships in the construction industry.

A federal judge in Louisiana dismissed on procedural grounds AGC of America’s Construction Advocacy Fund-financed lawsuit challenging the Biden administration’s government mandated PLA regulation.

A federal judge agreed with AGC of America’s Construction Advocacy Fund-financed lawsuit, striking down the NLRB’s joint employer regulation that threatened to undermine general contractor and subcontractor standard business practices.

In a new executive order, President Joe Biden seeks to set the stage for apprenticeship goals, preferences, and evaluation factors on projects that receive federal funding.

On Feb. 9, AGC of America and other business groups coordinated by the Coalition for a Democratic Workplace jointly filed an amicus brief urging the U.S. Court of Appeals for the Ninth Circuit to set aside a significant National Labor Relations Board (“NLRB” or “Board”) decision that makes it easier for unions to gain recognition without a secret-ballot election beyond 8(f) recognition in construction.

A federal court delays National Labor Relations Board joint employer regulation effective date to March 11, as it considers an AGC lawsuit to block it permanently.

In the decades-long attempt to reform the nation’s broken immigration system, a bipartisan group of Senators released a border security framework this week in the U.S. Senate, though the effort is unlikely to advance due to a number of factors.

The House of Representatives passed a bipartisan legislation resolution by a vote of 206 to 177 to block the National Labor Relations Board from implementing its new joint employer rule.

The final rule reshapes the test for determining whether a worker is an employee or independent contractor under the Fair Labor Standards Act, creating a complex analysis more likely to support a finding of employee over independent contractor status than the previous test.