As many construction employers are trying to figure out exactly what health care reform will mean for them, one issue that raises questions for employers, insurers and employees alike is that of a "qualified health benefits" plan.  As mentioned in AGC's What Does a Health Insurance Mandate Mean for Construction Industry Employers, employers will be required to provide a "qualified health benefits" plan for all employees and their dependents or face stiff penalties.  That is, if H.R. 3200, the much-debated proposed bill known as America's Affordable Health Choices Act of 2009, is passed by Congress.

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The proposed rule implementing President Obama's executive order encouraging federal contracting agencies to consider imposing project labor agreements (PLAs) on large-scale construction projects fails to substantiate the asserted rationales for mandatory PLAs, fails to require an adequate analysis as a condition precedent to imposing a PLA, and should not be expanded to cover federally assisted projects, AGC told the Federal Acquisition Regulation (FAR) Council in comments submitted on August 13.

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During the recent economic downturn, HR professionals in the construction industry have been increasingly burdened with handling reductions-in-force (RIFs), lay-offs and furloughs - sometimes at a moment's notice.  Recently, AGC requested the expertise of labor and employment law attorney Bert Brannen of Fisher & Phillips LLP, and Doug Mure, Managing Director of Human Resources Consulting and Outsourcing with Pinnacle Financial Group, to give HR professionals in the construction industry much-needed guidance when handling such situations.

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Both the House and the Senate have many ideas when it comes to health care reform, but the one proposal that appears to be present across the board is a requirement for private companies to provide health insurance for all employees and their families.  While this mandate may be well-intentioned, what does it actually mean for America's employers? 

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In accordance with a July 8 announcement, the Department of Homeland Security (DHS) has formally proposed a rule to rescind the so-called No-Match Rule first issued by the Bush Administration in 2007.  The proposed rule seeks to reinstate the language of the regulations as it existed prior to the effective date of the No-Match Rule.  Comments are due no later than September 18, 2009.

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On July 15, 2009, the U.S. Equal Employment Opportunity Commission (EEOC) issued guidance for employers and workers in response to recent inquiries about waivers of discrimination claims in employee severance agreements.

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Attend AGC's HR Professionals Conference and Training & Development Conference October 27-29, in Atlanta and learn what you need to know to be successful as an HR or T&D professional in the construction industry.  With expert speakers providing compliance-related guidance for HR professionals, and interactive sessions that are guaranteed to help T&D professionals sharpen your skills and solve common challenges, you will learn best practices for maximizing efficiency and effectiveness.  Register and learn more at www.agc.org/hr_td.

The U.S. Department of Labor's Wage and Hour Division (WHD) has announced the location of five additional prevailing wage conferences, following its inaugural conference, which drew more than 400 participants to Washington, D.C.  Each conference will be offered free of charge to employers.

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The Office of Federal Contract Compliance Programs (OFCCP), responsible for ensuring that contractors doing business with the federal government do not discriminate and take affirmative action, recently opened registration for its 2009 National Forum (Forum).  The Forum will be held on September 9, 2009, in the Washington, D.C., area.  The specific location has not yet been announced.

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