AGC of America filed comments with the National Labor Relations Board (the “Board”) on Dec. 7 in response to the agency’s proposed rule to revise the standard for determining joint-employer status under the National Labor Relations Act (“NLRA”).

AGC recently submitted comments on the U.S. Department of Labor (DOL) Wage and Hour Division’s (WHD) proposed rule to establish a new test for determining who is an independent contractor versus an employee under the Federal Labor Standards Act (FLSA).

DOL to Provide Educational Webinars on December 14 & 15.

AGC continues to urge Congress to impose a tentative labor agreement to head off a possible nationwide rail strike. 

AGC and the Secretary discussed top industry priorities, such as addressing the workforce shortage through skills training and attracting individuals to the construction industry, as well as the importance of safety on the job site.

AGC warns the IRS to look before it leaps into quickly rolling out prevailing wage and apprenticeship requirements—for which it has no internal expertise or experience—tied to new private development tax credits in the Inflation Reduction Act.

The Pension Benefit Guaranty Corporation (PBGC) has proposed a regulation regarding interest rate assumptions in determining a withdrawing employer’s liability to a multiemployer plan, which could have significant implications for the unionized construction industry.

The U.S. Department of Labor has put forth a new test for determining whether someone is an employee or independent contractor under the Fair Labor Standards Act that could tilt the balance in that determination towards employee status. 

AGC of America has a guide for federal contractors to object to the Office of Federal Contract Compliance Programs (OFCCP) release of their EEO-1 data by October 19.

AGC will provide the agency comments by the November 4 deadline on the reporting and documentation requirements of the new labor requirements.