Building Design and Construction Handbook - Merritt - Ventech!

17.66 SECTION SEVENTEEN
heat. Standby pay is usually considered a normal part of the construction process,
if in the union agreement, and must be allowed for by the contractor in cost estimates.
Prevailing Wages. Contracts for construction for governmental agencies often require
that the labor on a job be paid prevailing wages. These are defined as the
wages received by persons normally performing that trade in the locality where the
job is being performed. Prevailing wages in localities where there is a strong union
usually are the union wages paid to labor in that area. Also considered part of
prevailing wages are all fringe benefits and allowances usually paid in addition to
hourly wages. If a contractor enters into an agreement that provides for payment
of prevailing wages, the contractor may also be responsible for a subcontractor who
fails to pay prevailing wages.
Labor Recruitment. A contractor’s labor recruitment takes many forms. Most importantly,
the work force comes from a following of labor that has previously
worked with the contractor. These workers are summoned by telephone or by word
of mouth when they are needed on the job site. In instances in which the usual
labor force must be vastly expanded, the contractor can resort to advertising in
newspapers or recruitment by advising local labor-union officials that workers are
needed.
Workers are assigned to tasks on the basis of their trade. In strong union jurisdictions,
crossing-over by labor from one trade to another is prohibited when the
union labor is organized along craft lines.
When there is strong competition for labor, the contractor may have to resort to
overtime work to attract and hold capable people, with the expectation that overtime
pay will prevent job hopping. In instances in which a great many jobs, or one
tremendous job, will be under construction in a locality with a relatively small labor
force, other problems may arise. Labor may have to be brought in from the outside,
and to do this the contractor may find it necessary to pay travel time or living
allowances for such labor.
Termination. When a project ends, generally all labor is discharged, except the
contractor’s key personnel, who may be moved to another job. Subcontractors,
however, frequently, through judicious timing, are able to employ entire labor
groups by moving them from one project to another.
Employment Policies and Practices. Employment policies and practices should
include guidelines for all supervisors on employment termination that may be construed
as discrimination because of sex, age, handicap, or various forms of sexual
harrassment. Under prevailing court decisions, these areas must be dealt with in a
clearly defined policy on the part of the company. Complaints from employees
should be handled by an established machinery set up by the company so that they
may be heard and fairly dealt with. Lawsuits based on violation of such practices
may be quite costly both in the recovery awarded and in legal expenses. Employment
termination under unusual circumstances should be discussed with an attorney
prior to being executed.
Efficiency. Keeping production efficiency high is generally the chief task of the
labor superintendent or supervisor. The means used may involve careful scheduling
and planning of materials and equipment availability, weeding out of inefficient
workers, training and instruction of those who may not be totally familiar with the
work, and most importantly, skilled supervision.