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In response to requests from contractors, OFCCP posted to its website both the English and Spanish versions of the Voluntary Self-Identification of Disability form, required by the new regulations implementing Section 503 of the Rehabilitation Act (Section 503).  The form is available in .pdf and Word formats.  The English language version of the form was previously made available, although not in an editable format.

51���� recently hosted a webinar on the implications of one of the most talked-about state laws sweeping across the country, legalized marijuana and its impact on the construction industry.  A recording of the webinar is available in the 51���� Bookstore.

"The 51���� Alternative: A Private Insurance Exchange" to Debut as Early as Summer 2014   51���� of America is planning to launch a new private insurance exchange in cooperation with Willis North America this summer.  The new exchange, which will be called “The 51���� Alternative,” will allow member firms to deliver better health insurance and related benefits to their employees at a lower cost.

On March 6, the U.S. Equal Employment Opportunity Commission (EEOC) issued two new technical assistance guides addressing workplace rights and responsibilities with respect to religious dress and grooming.   The EEOC is responsible for enforcing Title VII of the Civil Rights Act of 1964, which covers religious protections, in addition to race, color, sex, national origin, and genetic information, in employment.

Revised regulations addressing affirmative action obligations of federal contractors in the employment of individuals with disabilities (IWDs) took effect on March 24 as scheduled, following a failed legal challenge by the Associated Builders and Contractors (ABC).  On March 21, the U.S. District Court for the District of Columbia denied ABC’s request to enjoin the new rule, rejecting each of the associations many arguments. 

Once again, HR and Training Professionals in the Construction Industry will come together in October for 51����’s Construction HR and Training Professionals Conference. The Conference will take place Oct. 15-17 in Phoenix, Ariz. at the Sheraton Phoenix Downtown. Information about the event is located on the 51���� website. Registration will open in the Spring.

The U.S. Court of Appeals for the Third Circuit (DE, NJ, PA, VI) recently upheld the National Labor Relations Board’s conclusion that Sheet Metal Local Union No. 27 violated Section 8(b)(4)(ii)(D) of the National Labor Relations Act when it pursued a federal lawsuit against a general contractor that complied with the Board’s 10(k) order instead of the contractual work assignment provisions of a project labor agreement.

On March 13, President Obama signed a presidential memorandum directing the Secretary of Labor to propose changes to regulations governing which employees are entitled to overtime pay under the Fair Labor Standards Act (FLSA). 

On Jan. 10, the Internal Revenue Service (IRS) released final regulations governing the employer shared responsibility provisions of the Affordable Care Act (ACA).1 The final rule addresses application of the so-called "play or pay" requirement that was added by the ACA. Under this requirement, employers with 50 or more full-time employees (as such term is defined in the rules) must offer health coverage to full-time employees and their dependents or pay a penalty. Even employers that offer coverage may incur a penalty if that coverage does not provide "minimum value" to plan participants or if it is not "affordable."

51���� joined 54 trades associations in a letter to the Department of Labor (DOL) on the proposed “persuader” rulemaking from the Office of Labor-Management Standards that would broaden reporting requirements of labor relations consultants (including attorneys and associations) who conduct activities to persuade employees concerning their rights to organize or bargain collectively and of the employers who receive assistance from such consultants. The proposed rule would have a damaging impact on the construction industry due to various unique features of labor relations and labor law in the industry and due to the rule's inclusion of association-provided advice and education as "persuader" activity.