(9) Collective Bargaining Agreements will be actively
negotiated or extended in 2015:
These agreements are being administered by regional employer
associations that negotiate many of the basic building trades, some interior
trades and some specialty exterior building envelope trades. These trades and contractors are primarily
engaged in the construction of, but not limited to, the structure and exterior
envelope of the building.
(17) Collective Bargaining Agreements have previously negotiated agreements and increases in 2015:
(17) Collective Bargaining Agreements have previously negotiated agreements and increases in 2015:
These agreements are currently being administered by Philadelphia
regional employer associations that negotiate many of the MEP, specialty and
sub contracting trades, as well as the interior fit out group. These trades and contractors are primarily
engaged in, but not limited to, the electrical, MEP and interior fit out of the
building.
With another active year of collective bargaining ahead, owners
and developers are urged to keep a close eye on the current state of labor and industry
relations within the industry.
The Real Cost of Conflict on a
project:
Interpersonal conflict is identified as one of the top occupational stressors, strongly linked to a reduction in psychological and physical health. In addition, it has been identified as a determinant of work disability, occupational incidents, and other costs related to reduced quality, restructuring, decreased productivity, absenteeism, and employee turnover. Studies suggest that owners and contractors ranked conflict among project participants as the highest factor affecting project cost. No research studies previously existed which expose the financial cost of conflict in this industry. The purpose of this qualitative study is to explore the nature of interpersonal conflict on construction projects and its financial burden. Seventy-four construction industry personnel were interviewed using a protocol designed to elicit recalled conflict incidents. Forty-one of the 86 reported incidents underwent analysis using the reported time and associated labor costs. It is recommended that educational opportunities and innovative changes to the construction process could reduce the incidence of interpersonal conflict on the jobsite.
Research Says Average Jobsite
Argument Costs $11K.
The detailed report has actual samples from interviews conducted for the research. Many of them have a familiar ring and tone when compared to the average jobsite workday. For example, one of the interviewees discussed a difference of opinion about how some holes were going to be created in a piece of steel. The interviewee didn't know how to operate a machine to punch the holes, so someone suggested burning them out with torches. “Well, they torched them, and you torch a hole and you know what that looks like. ... And then, when they went to put it together, that made it sloppy and this person just blew up. Well, this happened two or three times. And this is someone that's new.”
In some incidents, the conflict arose over perceptions of the quality of the work and the time involved. One example involved painting. “He's driving the painter nuts by constantly being in here,” the interviewee stated. “Asking questions [as if] we don't know our job. We don't need him in here, telling us how to do our job.”
Anyone of these real world examples could have taken place on your projects.
Read the complete Center for Construction Research and Training Report here…
Gregory Management &
Consulting Services, a nationally recognized expert in Industry & Labor
Relations:
As the Director of Industry & Labor Relations
representing hundreds of Philadelphia’s commercial construction contractors and
facility owners and as an industry service provider for over six years, I
understand the complexity and confusion associated with the region’s collective
bargaining agreements. From ambiguous
language, work rules, jurisdictional claims & area practice, basic contract
administration and strategy, I have personally worked through, documented and
successfully resolved labor and contract disputes for associations, contractors
& facility owners and have earned a reputation of trust, integrity and
committed service from the regional construction industry and its stakeholders.
Contracted labor relations services are a reasonably
priced solution to your organization’s labor relation’s needs. Do what other associations, contractors,
labor organizations and facility owners have done to ensure work site harmony
& productivity, contact GMCS @ wegregory@gregorymcs.com for a customized
quote on your contracted labor relations services. On the web @ www.gregorymcs.com
Contracted labor relations
services are a reasonably priced solution to your organization’s labor
relation’s needs:
Many Gregory Management & Consulting clients are
often pleasantly surprised and wondering why they didn’t take advantage of this
opportunity to protect their organizations, staff and projects sooner when they
discover just how affordable it really is to have the region’s most respected
labor relation’s professional at their service.
Do you really know just how much your firm loses each time a conflict
erupts on your project?
GMCS regional and national clients receive valuable
guidance and advice regarding jurisdictional assignments and the administration
of their collective bargaining agreements.
Gregory Management &
Consulting Services Contracted Service Offerings:
Guidance and answers to questions regarding your
organization’s collective bargaining agreements and other related area
agreements; provide directives and opinions regarding compliance with
agreements, alleged violations of the agreements, violations of the Act, audits
and other Procedures defined within the area agreements.
Provide comprehensive operational Labor and Industry
relations support specific to the daily administration of the Collective
Bargaining Agreements between applicable trades and your organization
Guidance to your organization on terms and conditions of
negotiated agreements or settlements
Provide Labor Relations & Human Resources advice,
consultation and industry trends as requested
Provide construction and associated industry advice,
consultation and trends as requested
Provide Industry Relations support to and between your
organization, industry stakeholders,
contractors, and associations, local, state and federal governments
Industry outreach and collaboration with regional labor/management
stakeholders, development & owner groups, industry stakeholders and
contracting associations on both a regional and national basis
Monthly client bulletins and special client alerts when
applicable
Confidentiality regarding all contracts, agreements and
services and as directed by your organization
Do what other associations, contractors, labor
organizations and facility owners have done to ensure work site harmony &
productivity, contact GMCS @ wegregory@gregorymcs.com for a customized quote on
your contracted labor relations services.
On the web @ www.gregorymcs.com
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