Build Houston August

www.buildhoustononline.
com
August/September 2015
CREATIVE COLLABORATION
making history, building the future

What happens when Construction, Safety,
and Its Never Been Done team up.
ALSO
DOL White Collar Overtime Exemptions

Rebranding the Construction Industry
ERISA Compliance Audits: Are You Ready?
/ September
BuildHoustonOnline.
S AFE T Y P R OFE S SION AL S : T HE NE X T LE ADER S IN CAugustONS
T 2015
R UC
T ION com
BuildHoustonOnline.com August / September 2015
Letter from the Chair

Darlene
east
Holes Incorporated
2015 ABC Greater Houston Chair
Lunch atop a
Skyscraper
Lunch atop a Skyscraper is a famous black and white photograph of construction workers eating lunch precariously
perched high atop a crossbeam of the RCA Building at Rockefeller Center in Manhattan. Those eleven men pictured
in the photograph are seen sharing meals, laughing, reading the paper and smoking cigarettes, all while dangling
untethered 840 feet off the ground.
Like many in the construction industry, I believe that our most valuable asset is the men and women on our jobsites.
Scenes like the one portrayed in 1932s Lunch atop a Skyscraper are certainly cringe worthy today. Fortunately,
society, business owners, contractors, workers and the government began demanding safety on the jobsite.
Beyond regulation, we have an entire industry dedicated to the safety of the craft worker. Innovative entrepreneurs
are developing high-tech tools and equipment to keep a worker from harms way. Digital tools, like tablets, have even
integrated into the daily safety routine. Incentive-based recognition programs for company and worker alike - have
made an impact on jobsite safety too.
ABC offers four programs in which contractor members can participate. The Safety Training and Evaluation Process
(STEP), and the Craft Training Evaluation Process (CTEP) are excellent programs to not only gauge an internal safety
and training program but allow for benchmarking against contractor peers, and provide a sharing of best practices.
At the recent July ABC Membership Breakfast meeting the association awarded 70 contractors with STEP awards,
including 49 in either Diamond or Platinum level (the highest level of acknowledgement). The Greater Houston area
has some of the most safety conscious contractors anywhere. If you have not yet participated in the STEP program
now is a good time to start. Another great safety program is the ABC National Safety Awards. It is the premier industry
safety award, demonstrating an outstanding safety commitment to employees and owners. Lastly, the ABC/OSHA
partnership is a voluntary program in which contractors work cooperatively with OSHA to demonstrate and implement
effective safety and health programs.
Safety on the jobsite has come a long way since the days of Lunch atop a Skyscraper, and thankfully so. If you are
committed to jobsite safety and are interested in learning about new developments in construction site safety, ABC is
an excellent source. Visit our website at www.abchouston.org to learn about the numerous safety programs ABC offers.
August / September 2015 BuildHoustonOnline.com
ABC LEADERSHIP
Chair
Darlene East
Holes Incorporated
Chair Elect
Mike Holland
Marek Brothers Systems, Inc.
Vice Chair
Warren Adamson
S&B Engineers and Constructors
Secretary
Matt Frey
Skanska USA Building Inc.
Treasurer
Todd Fry
Karsten Interior Services
2015 BOARD OF DIRECTORS
Brian Anderson
G.R. Birdwell Construction
Rusty Barnhill
Force Corporation
Leonard Bedell
Mobil Steel International
Kerry Bennett
ISC Constructors, LLC
Robert Burelsmith
E. E. Reed Construction, L. P.
Tahnee Coulston
Zachry Industrial
Sam Craig
Craig & Heidt, Inc.
Matt Daniel
KBR Building Group
Matt Elliott
SpawGlass Construction Corp.
Laura Price Gautreau
Polk Mechanical
Dinesh Ghia
Gilbane Building Company
John Golashesky
Turner Industries Group, LLC
Brandon Mabile
Performance Contractors, Inc.
John Marshall
Satterfield & Pontikes Construction Inc.
David McCleskey
KBR
Rod Molyneau
JACOBS
Phillip Morgan
CB&I
Joe Orr
Baker Concrete Construction, Ind.
Rodney Page
Ref-Chem L.P.
Tim Ricketts
Channel BioRefinery & Terminals
Wendell Rychlik
W.T. Byler Company
William Sanchez
Oxford Builders Inc.
Christina Stone
Gaughan, Stone & Thiagarajan
Henry Villarreal
Turner Construction
Ben Westcott
Andrews Myers
Mark Williams
Bechtel Construction Services
Lohn Zylicz
D.E. Harvey Builders, Inc.
Build Houston Magazine
4910 Dacoma St
Houston, Texas 77092
(713) 523-6222
Publisher/Owner:
Associated Builders & Contractors of Greater Houston
Executive Editor: Jennifer Woodruff
Assistant Editor: Megan Brann
Account Manager: Janice Peters
Graphic Design: Robert Chevis
Contents
Cover Story
E.E. Reed Construction, L.P. & The Compliance Alliance
15
Sierra Pines II joins E. E. Reeds other landmark projects

such as ET I-IV, Westgate Office Complex, DNA Westway
Campus, and The Mark, as one more success story.
Also in this issue
7
11
12
18
20
Advertisers
DOL White Collar Overtime Exemptions

Proposed Changes to Salary Levels

How Individual Companies Can Improve Recruitment Efforts Industry-Wide by
Appealling to the Next Generation of Skilled Workers
ERISA Compliance Audits: Are You Ready?

Under ERISA, The Department Of Labor Has Broad Authority to Investigate or
Audit a Companys Health Plan for Compliance with Various Federal Laws.
The Shift: Changing Ourselves First

A Shift Means Throwing Out Methods That Dont Support Integrated Safety
While Implementing Methods That Do Support It But Are Not Mainstream, Yet
Safety Professionals: The Next Leaders in Construction

Formalizing Safety Plans and Improving Technology
Create Safer Craft Professionals
Aggregate Technologies....................14
American Mat & Timber.....................14
Andrew Myers, P.C.................................6
BE&K Building Group, LLC..................9
Brookside Equipment..........................9
Buyers Barricades...............................14
Cherry Companies...............................14
Coastal Welding Supply, Inc.............10
Coastal Ice................................................2
The Compliance Alliance.....................5
Cokinos, Bosien, & Young..................19
Craig & Heidt, Inc.................................23
Efficiency Shoring and Supply.........13
GP Radar System.................................28
Interface Consulting............................19
Locke Solutions Precast Division...10
Marek Brothers Systems, Inc...........10
National Trench Safety, LLC................6
Porter Hedges LLP...............................17
Scott-Macon Equipment...................23
713.263.7661
Email: hello@tcamembers.com
Website: www.tcagoingglobal.com
2015 The Compliance Alliance LP. All rights reserved
INTEGRATED
SOLUTIONS
FOR TRENCH & TRAFFIC SAFETY
TRENCH
SAFETY
TRAINING
SERVICE
TRAFFIC
SAFETY
ENGINEERING
CALL 888 234 9244

THE TRENCH & TRAFFIC SAFETY SPECIALISTS
www.ntsafety.com
WITH A NATIONWIDE BRANCH NETWORK, WERE WHERE YOU NEED US TO BE
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Working in the construction industry creates a

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and guidance. Andrews Myers has become a great
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- Ronnie Wills
President, Aggregate Technologies, Inc.
Business Insight from the Ground Up
Houston: 713.850.4200 Austin: 512.900.3012

Toll-Free: 866.535.2329 www.AndrewsMyers.com
DOL Proposes Revisions to

White Collar
Overtime Exemptions
B Y
G .
M A R K
J O D O N
n June 30, 2015, President Obama and Secretary of Labor

Perez released a 295-page Notice of Proposed Rulemaking
(NPRM), seeking public comments on proposed changes to
the white collar overtime exemption regulations. The NPRM,
along with a Fact Sheet and FAQs, are available on the Department
of Labors (www.dol.gov).
Proposed Changes to Salary Levels
The white collar overtime exemptions include the executive,
administrative and professional exemptions which all require a
minimum salary as one of the required elements to qualify for the
exemption. The DOLs proposed changes to these exemptions
would increase the salary requirement to a level equal to the
40th percentile of weekly earnings for full-time salaried workers.
Currently, based on 2013 data from the Bureau of Labor Statistics
(BLS), this would amount to a minimum salary of $921 per week
or $47,892 annually. The DOL expects the 40th percentile will
increase to $970 per week or $50,440 annually by the time a Final
Rule is issued in 2016.
The DOL also proposes to increase the minimum required annual
compensation for the highly compensated exemption. Currently
the annual compensation requirement is $100,000. The DOL
proposes to increase the total annual compensation requirement
to the annualized value of the 90th percentile of weekly earnings
of full-time salaried workers which is currently $122,148 annually.
President Obama claims that under the new salary level, five
million additional workers will be eligible for overtime pay if they
work more than 40 hours per week. It is estimated that the
proposed increases to the salary levels will result in the transfer
of more than $1 billion per year of income from employers to
employees. It is estimated that the new regulations will have the
effect of reducing the number of white collar employees who are
exempt from overtime by more than fifty percent.
No Changes to Duties Tests Proposed
Surprisingly, with respect to the duties tests to qualify for the white
collar exemptions, the DOL is not proposing specific regulatory
changes at this time. Rather, the DOL only seek[s] to determine
whether, in light of our salary level proposal, changes to the duties
tests are also warranted and invites comments on whether
adjustments to the duties tests are necessary, particularly in light
of the proposed change in the salary level test.
Specifically, the DOL seeks comments on the following issues:

What, if any, changes should be made to the duties tests?
Should employees be required to spend a minimum amount
of time performing work that is their primary duty in order
to qualify for exemption? If so, what should that minimum
amount be?
Should the Department look to the State of Californias law
(requiring that 50% of an employees time be spent exclusively
on work that is the employees primary duty) as a model? Is
some other threshold that is less than 50% of an employees
time worked a better indicator of the realities of the workplace
today?
Does the single standard duties test for each exemption
category appropriately distinguish between exempt and
nonexempt employees? Should the Department reconsider
our decision to eliminate the long/short duties tests structure?
Is the concurrent duties regulation for executive employees
(allowing the performance of both exempt and nonexempt
duties concurrently) working appropriately or does it need to
be modified to avoid sweeping nonexempt employees into
the exemption? Alternatively, should there be a limitation on
the amount of nonexempt work? To what extent are exempt
lower-level executive employees performing nonexempt
work?
DOL Seeks Comments
Once the proposed changes are published in the Federal Register,
employers will be able to provide input electronically by accessing
the Federal eRulemaking Portal at http://www.regulations.gov,
where interested parties can find, review, and submit comments.
The deadline for comments will be established once the NPRM is
published in the Federal Register. u
ABOUT THE AUTHOR

G. Mark Jodon, office managing shareholder for
Littlers Houston office, is board-certified in labor
and employment law by the Texas Board of Legal
Specialization. Mark represents companies in all aspects
of HR and employment-related matters.
He can be
reached at (713) 652-4739 and mjodon@littler.com.
FAMILY AND MEDICAL LEAVE ACT (FMLA) AND

GENETIC INFORMATION NONDISCRIMINATION ACT (GINA)
UPDATE
B Y
T O N Y
S T E R G I O
Same-Sex FMLA Leave

The Supreme Court, on June 26, 2015, recognized the right of
same-sex couples to marry in every state. Employees will now
able to take FMLA leave to care for same-sex spouses with a
serious health condition. The Dallas Federal Judge had blocked
the Obama Administrations expansion of FMLA rights to same-sex
spouses, but the Supreme Courts decision effectively overruled
that Judges stay. Bottom line there is now FMLA leave for samesex spouses in Texas.
Do Your FMLA Forms Put You at Risk of Violating GINA?
Your Rights Under the FMLA.
Under the FMLA, covered employers (employers with 50 or more
employees) have the right to ask employees requesting leave for a
serious health condition about the condition necessitating leave.
The Department of Labor issued forms to assist covered employers
in getting this information. Now, however, the Department of Labor
has stated that those very forms could lead to a violation of GINA,
or the Genetic Information Nondiscrimination Act. Therefore, the
Department of Labor has now issued modified forms.
What is GINA?
GINA is a little known statute that covers all employers with 15
or more employees. It prohibits employers from discriminating
against employees based upon genetic information (genetic tests
results and information concerning the employees family member
and/or family medical history). GINA also specifically prohibits
employers from requesting genetic information from employees
or applicants. Recently, a Georgia Federal Court awarded two
(2) employees a 2.23 million dollar damage award against their
employer for violating GINA. In that case, the employer required
the employees to supply DNA swabs during the employers
investigation to determine who was surreptitiously leaving feces
in the workplace.
Other Potential Violations of Gina Would Include:
Asking applicants or employees if cancer runs in the family;
Requesting family medical history as part of fitness for duty

screening;
A manager who makes an effort to overhear an employees
conversation about a relatives health condition (even if the
manager does nothing with the information); and
Using Facebook to discover information on family medical
history.
What Employers Should Do

Given the above, by requesting such information they are entitled
under the FMLA, employers may get information protected by
GINA.
Therefore, employers requesting information under the FMLA
should make sure the request includes the following Safe Harbor
language issued by the DOL:
The Genetic Information Nondiscrimination ACT of 2008 (GINA)
prohibits employers and other entities covered by GINA Title II
from requesting or requiring genetic information of an individual
or family member of the individual, except as specifically allowed
by this law. To comply with this law, we are asking that you not
provide any genetic information when responding to this request
for medical information.
The new forms issued by the Department of Labor contain this
Safe Harbor language.
Also, employers may wish to eliminate any section of their leave
information requests that ask doctors for information regarding
how the condition, for which leave was requested, was diagnosed.
This section of the request form is most likely to bring forth
information that could lead to a GINA violation.
By taking these measures, employers can acquire the information
concerning leave they are entitled to under the Family and Medical
Leave Act without running afoul of GINA. u
ABOUT THE AUTHOR

Board Certified in Labor and
Employment Law by the Texas
Board
of
Anthony
Legal
G.
Specialization,
Tony
Stergio
has extensive experience in the

defense
of
State
and
Federal
employment discrimination claims,

wage and hour compliance, noncompetition
agreements
and
employment policy design and

review. He speaks frequently at
employment-related seminars and
also counsels clients regarding
developments in various areas of
State and Federal employment law.
www.andrewsmyers.com.
THE BEST MACHINES FOR MORE JOBS.
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9125 I-45 Gulf Frwy (713) 943-7100

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11700 S. Sam Houston Pkwy W. (713) 541-3535

Near SW Frwy (Hwy 59)
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28715 Hwy 90 (281) 391-2165

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13250 West Rd. (713) 466-7456

Hwy 290 @ West Rd.
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*Offer ends 8/31/15. Fixed rate of 0% for 48 months on all skid steers, compact track loaders
and compact excavators. Subject to approved installment credit with John Deere Financial. Offer
includes new John Deere Skid Steers, Compact Track Loaders and Compact Excavators. Some
restrictions apply. Other offers available. See dealer for complete details and other financing
options. Available at participating dealers.
IN OUR
COMMITMENT TO SAFETY.
Safety to Marek means: having a complete understanding of the
job at hand. At Marek, we dont rely on luck to maintain a safe jobsite,
we rely on training and communication to ensure each and every
employee has a complete understanding of their task at all times.
Safety to Marek means: having consideration for the family that depends
on you and for the company that employs you. For more than 75 years,
Marek has valued its employees, customers and community by being
leaders with safety on every project, every time.
Mandatory New Employee Safety Training | Specialized Equipment
Training | Fleet Safety Program | Ongoing Education and Support
Bilingual Safety Courses and Guides
MAREKBROS.COM
10

How Individual Companies Can Improve Recruitment Efforts Industry-Wide
B Y
J O H N
L O W E R Y
n todays construction industry landscape, everything comes

down to the bottom line. Find the most cost-efficient means
to deliver your product or service and then shave off another
5 percent. While remaining competitively priced is and should
be a priority in every business venture, when does the price of
cost-cutting practices outweigh the benefits? In the construction
industry, its when decades of such practices finally come to a
head, resulting in the omnipresent shortage of skilled workers
that, based on the economic principles of supply and demand, will
soon cause labor costs to skyrocket.
In order to avoid these dire straits, the industry must once again
invest in the people upon whom its success rests. Proper employee
training, long-term growth opportunities and competitive wages
are a start, and companies across Houston are beginning to make
these investments. Equally important, however, is educating those
outside the construction field especially the industrys future
workforce that these changes are being made and that a career
in construction is not only viable, its desirable.
This shift in perception starts with individual construction
companies, and it requires efforts by all of them to achieve the
widespread impact necessary to revive an industry headed for
wreckage. Thats the good news. This revival starts with you. The
other good news? You dont have to pay big bucks for big results.
With a savvy marketing strategy, every construction company
can contribute to the development of a new generation of skilled
workers.
Make It ALL About Employees
In order to recruit new employees, your marketing efforts need to
highlight the value you place on current employees. The key is to
ensure any overarching branding can apply to both your customers
and your employees. For example, Marek, an interior construction
company based in Houston, recently rebranded its company with
a new look and the tagline strength from within. The premise
of the entire campaign is that by investing in a skilled workforce,
a company priority since its founding in 1938, Marek is able to
provide unsurpassed quality. Make a focus of your marketing to
recognize that your companys success is only possible because of

the people you hire, and that message will have an impact even in
marketing pieces directed at potential customers.
Give Credit Where Credit is Due
Media coverage and email marketing are both low-cost methods
for gaining exposure for your company. When your business hits
a milestone, closes a bid or completes a project, share those
successes by sending a press release to local media outlets and
sending an email or eNewsletter with the announcement. Be sure
to name individual employees responsible for the accomplishment
and call out any training or advancement your company has
provided. Again, clients see the work youve done and potential
employees see that hard work and craftsmanship are valued.
Appeal to the Next Generation of Skilled Workers
Millennials grew up with technology and want to work for a
company that operates in the modern age. In addition to email
marketing, an up-to-date website featuring sleek, clean design and
seamless functionality conveys that construction, though an ageold profession, is still a modern industry advancing with the times.
Dedicating a page of your website to the training, compensation
and advantages your company offers its employees is also a must.
Reach out to local high schools to plan a career day educating its
students on opportunities in your field and use new technology,
like BIM, as a selling point. Show the next generation construction
is an industry with an eye on the future and youll attract a wave of
inventive young minds who may have overlooked the profession
otherwise. u
ABOUT THE AUTHOR

John Lowery is the CEO, founder and president of
Houston advertising agency Design At Work. With more
than 30 years of industry experience, he developed a
four-step methodology to empower clients to reach
their target audiences. Prior to founding Design At Work
in 1990, John worked as an art director for both Jay
Advertising and Space Industries, Inc. He is an active
member of Vistage, a top-tier executive training program,
and a board member of Devereux Texas. Design At Work
works with several clients in the construction industry,
including American Subcontractors Association
Houston Chapter, The Detering Company, Karsten
Interior Services, Marek and Pieper-Houston Electric.
11
ith changes in the health care reform law, ERISA compliance

is at the forefront. Although many employers are in a
very good place from a compliance perspective with their
retirement plans, unfortunately this doesnt always exist in
the context of health and welfare plans.
Under ERISA, the Department of Labor (DOL) has broad authority
to investigate or audit a companys health plan for compliance
with various federal laws.
The DOLs Employee Benefit Security Administration (EBSA) is
responsible for protecting the integrity of pensions, health and
other employee benefits, and are charged with administering
and enforcing ERISA, as well as numerous other laws that impact
health and welfare plans including the Internal Revenue Code,
COBRA, HIPAA, and now ACA. The Administrations budget also
calls for additional funding and aggressive monitoring of employee
benefit plans, employee classification, and wage and hour issues
by the Department of Labor and the IRS.
While the exact figures have not been released, clearly they are
serious about meeting their audit commitment through the hiring
of more than 15,000 employees, matching the recent hiring levels
of the IRS.
The DOL conducts more than 3,000 audits each year of which
they estimate 3 out of 4 plans they audit has some sort of failure.
They have stated a goal to audit every American business for
compliance by 2018.
12
Did You Know:

As of June 2012, one out of three employers has received
ERISA compliance notices and the DOL intends to audit all
employers by 2018
The DOL and IRS are now auditing groups with fewer than 100
employees
Employers have 7 days to respond with the 24 items requested
(their request letter can be more than 40 pages long) or face a
financial and benefit audit.
Penalties range from $100 to $110 per day per employee with
a three-year look back provision for ERISA language, with up
to a $500,000 maximum
For companies subject to Form 5500 filing, there is no statute
of limitations on the look-back period.
Employers should be prepared to produce the required
documentation to demonstrate their compliance with ACA. ERs
should maintain and be able to produce:
Records of the steps they have taken to comply with ACAs
requirements, including plan participation information and
communications with participants.
Plan amendments or procedures that were adopted to
comply with ACA, as well as contracts and agreements with
service providers
Notices that were provided under ACA
There are some common areas of risk, and smaller companies
tend to bear the brunt of these especially among employers with
fewer than 500 employees
Summary plan documents are often the main target of audits. The
second most-frequent item in DOL audits is related to the Health
Insurance Portability & Accountability Act (HIPAA) employers
should review HIPAA rules thoroughly and make sure their plan
is in compliance.
Putting together a plan document that satisfies the requirements
of ERISA and putting together a summary plan description that
satisfy the requirements of ERISA are absolutely essential to being
in compliance.
Dont Get Caught Off Guard
It is important for organizations to conduct an internal audit with
their benefits plan consultant or ERISA counsel. Employers are
urged to gather the necessary tools to measure, illustrate and
monitor compliance risk. Knowing the organizations compliance
risk via a proactive compliance assessment and then tracking ongoing compliance efforts is the best way to prepare for and ensure
your health and welfare plans are compliant.
You never know when an audit is coming. Prepare ahead of time
so that documentation can be easily presented instead of having
to scramble at the last minute. u
ABOUT THE AUTHOR

Christ Taylor Insurance is an Employee Benefits and Insurance
Brokerage firm doing business for over 50 years in southeast Texas, and
long-time ABC member. We provide solutions to small and medium size
companies in the areas of Healthcare and other Benefit programs, as
well as Life Insurance and Retirement Plans. Contact the Christ Taylor
team at 713-850-7747 or www.christtaylor.com
First in service
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13
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14
COVE R S TO RY
CREATIVE COLLABORATION
E. E. Reed Constructions Texas Tilt
Class A Six-Story First for Texas
estled in a dense forest of trees in The Woodlands and framed

by extensive landscaping, Sierra Pines II, makes history while
presaging the future for tilt-up construction. Its the first SixStory Class A2 Tilt-Up construction in Texas and it was built
by E. E. Reed Construction L.P. (E. E. Reed).
E. E. Reed has their construction fingerprint on over 1000 Texas
projects and is known for their master level expertise in tilt-up
construction. In the last decade alone over 145 office projects, 30
of which were LEED, arise from over 20 million square feet to grace
the Houston skyline. Further, E. E. Reed has become a leader in
industrial construction with over 182 industrial projects totaling
over 25 million square feet of facilities. This level of expertise
and market share is acquired and sustained through excellence at
every level with safety leading the way.
Since 2002, E. E. Reed has worked with The Compliance Alliance
L.P. (TCA) to achieve safety objectives. For over 30 years TCA,
like E. E. Reed, has been an industry leader performing over
10,000 safety audits on almost every major construction project
in Houston while launching many construction safety firsts of its
own. From the first short service worker designation of its kind
to web-enabled predictive analytics for construction practices
Mark Reed
President,
E. E. Reed Construction, L.P.
Brian Owrey
Senior Project Manager,
Sierra Pines II
launched by TCA and now mainstream TCA develops new ways

to solve old problems. Today E. E. Reed employs TCAs newest
science-based solutions for traditional safety issues that best
practices have not resolved. This means E. E. Reeds projects enjoy
a level of safety performance not typically seen in mainstream
construction.
This collaboration has never been more important than in the
construction of this landmark Texas Tilt-Up. Sierra Pines II rises
up in a community that sits on over 7,000 acres of protected
green space and protecting those trees was paramount to the
construction process. Environmental sensitivity and the challenge
of raising the first Six-Story Tilt-Up in Texas on a very tight site
dictated that safety drive every action taken. And it did.
The result? Sierra Pines II joins E. E. Reeds other landmark
projects such as ET I-IV, Westgate Office Complex, DNA Westway
Campus, and The Mark, for diverse and prominent clients such as
Schlumberger, Valero, NASA, and Gyrodata, as one more success
story.
One more flawless build. One more perfect safety outcome. u
Brad Mitchell
Superintendent,
Sierra Pines II
Tara Maria Amavi

President,
The Compliance Alliance
15
CMEF CREATING
EXPEDITED TRAINING PROGRAMS
TO MEET NEEDS OF
FAST-PACED INDUSTRY
onstruction and Maintenance Education Foundation (CMEF)

will be developing accelerated training programs in various
crafts to swiftly move the craft professional from the
classroom onto the jobsite.
Accelerated training offers the option of reducing the time burden

on employees wanting to complete craft programs. It also allows a
contractor and CMEF the independence to determine how training
is structured and managed, Thompson said.
CMEF Director of Education Glen OMary said craft training

curriculum should meet the needs of the current job market; and
with hundreds of thousands of jobs to fill in the industry, CMEF
will begin to offer more efficient training programs to supply that
market.
How is the expedited training a benefit to the new industry? The

new programs aim to fill craft worker demand at a faster pace. The
training programs will be targeted to various crafts, pipefitting and
electrical, for example.
were constantly improving our curriculum to meet the construction industrys needs.
This is just a prime example of what CMEF is doing to fill the gaps in our workforce.
We do not want to waste time and effort spending full days in the
classroom, especially if time can be spent providing more efficient
training. CMEF is adapting training courses to be faster and still
provide exemplary hands-on training, OMary said.
These changes to CMEFs training will be more cost effective and
provide better-quality for the construction community which the
Foundation serves the craft professional and their employers.
Workforce Development Coordinator for Turner Industries Carla
Thompson is currently working with CMEF through the Craft
Training Committee to provide such changes.
16
A great benefit is a quick response time to grow helpers on the

jobsite which will meet the looming labor shortages in the region,
Thompson iterated.
Were constantly improving our curriculum to meet the
construction industrys needs. This is just a prime example of what
CMEF is doing to fill the gaps in our workforce, OMary said.
For more information on the training CMEF
visit www.cmefhouston.org or call 281-478-3900. u
provides,
Our construction team
builds
solutions
relationships by providing clients with
HOUSTON
OKLAHOMA CITY
based on experience.
WWW.PORTERHEDGES.COM
17
S A F ET Y
TTTHE
HE
H E SSSHIFT
HIFT
HIFT C HA N G IN G O U R S E LV ES FI R ST
B Y
T A R A
M A R I A
A M A V I
. Edwards Deming, the author of industry changing books

such as Out of the Crisis, The New Economics, Quality/
Productivity/and Competitive Position, and The Essential
DemingLeadership Principles from the Father of Quality,
states that the Law of Large Numbers persistently plays out a
singular reality: 97% of issues are process-related and only 3%
are related to rogue behavior by employees. But when it comes
to safety, companies often treat these issues in the reverse.
Typically 97% of the time we punish the contractor, subcontractor,
or employee and if we are progressive then 3% of the time we
may address our own approach to safety rather than blame the
worker.
There are many more examples of the problems such as

manipulating EMR and TRIR because these numbers can be
devastating to your ability to do business, and much more. But it
all leads to the same place: the low bidder model puts safety last.
If we look at the long term cost to industry and society in terms of
persistent outcomes---no meaningful reduction in fatalities in the
last two decades---the cost is astronomical. How can we really put
safety first?
I dont believe all industry processes, minus safety, meet the 97%
process/3% worker rule and safety stands alone as an outlier thus
justifying the practice of punishment first, change last. If you do,
read no further.
Quit limiting prequalification to EMR and TRIR---numbers

everyone has become experts at manipulating and
which can be extremely misleading---putting smaller but
extremely qualified contractors at a disadvantage while
giving larger general contractors the advantage merely
because they have no self-perform labor, not because
they have a great safety management reputation; and
Openly separated the cost of safety from the overall bid

allowing low bidder to be a big spender but only on safety; and
evaluated the bidders safety plan on its own merit

and approach PRIOR to evaluation of price; and
threw out the obvious under-performers in regard to safety

before looking at price; then
Logic requires we look at what we are doing as owners and

employers at the management level to perpetuate a system which
results in collective lying and looking good rather than being good.
It starts at the top, with owners who establish the reward system
for billions of dollars in major capital projects, and filters down to
every employee or contract worker who must thrive within that
reward system.
The biggest problem is what I call The Game of Opposites. You
know The Game. Its everywhere, not just in safety. Like The
Patriot Act is not very patriotic. The Affordable Health Care Act is
not affordableand the list goes on.
If owners change, everyone changes.

For instance, if owners:
Things would change very quickly. But lets not hold our breath.
Safety First when its really Low Bidder First. Stop Work
Authority which states everyone is authorized to stop work
during the commission of an unsafe act or the existence of an
unsafe condition. Right. Try being that person and see what
happens.
Hard bid jobs are problems in and of themselves because the
cost of safety puts the safest contractor at an even greater
disadvantage. He may be the real low bidder with only his cost of
safety putting him over the top---but no one cares. Low bid wins.
18
A better approach is to shift the energy of safety within your

operation until it becomes integrated. To do this requires action
and courage because many traditional best practices in safety are
not effective and a shift means throwing out methods that dont
support integrated safety while implementing methods that do
support it but are not mainstream, yet.
Are you ready to change yourselves first? If so, tune in to our next
issue for a list of practices that, while popular, really arent effective
at sustaining safety. u
Follow through
ABOUT THE AUTHOR
Evaluate the landscape and competition.

Select the best tools for the job.
Avoid hazards and traps. Follow through.
Tara Maria Amavi, (formerly

Tara Templeton Hart, name
changed due to identity theft)
Thats our approach,

whether its business formation,
complex transactions, or dispute resolution.
is the Founder and President of

TCA/The Compliance Alliance
L.P. TCA has provided services
Because your business is more than a game.
to almost 1000 companies

nationwide
and
TCAs
proprietary tools, methods

and means have been ranked
#1 in the world for managing
contractor safety.
The TCA
Safety
is
System
peer
acknowledged as a method
based upon TCAs own trade
secrets
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results than traditional safety

methods and, therefore, saves
lives.
FOUR HOUSTON CENTER 1221 LAMAR STREET 16th Floor

HOUSTON, TX 77010 Tel: 713-535-5500
Ms. Amavi has been
www.cbylaw.com
named one of Houstons 50

Most Influential Women by
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and has also been named one
of the Whos Who in Safety
by
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Trouble?
Ms. Amavi is a sought after

public speaker, has appeared
on local & national radio
and
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programs
including five appearances on

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show hosted by John Beddow
& Russ Capper.
Ms. Amavi
may be contacted at tara.

amavi@tcamembers.com or
713.263.7661.
Let us help you avoid getting trapped.

Interface Consultings construction consultants and experts provide proven insight backed
by unrivalled experience to address cost and schedule issues on troubled projects. Clients
have called on us to assist with change order identification and substantiation, schedule delay
analysis, claims preparation and management, and dispute resolution for the past 27 years.
Weve built our reputation by getting into trouble.

www.interface-consulting.com | Houston, TX | 713.626.2525
19
20
Safety Professionals:
The Next Leaders in
Construction
Fo rmalizing Safet y Plans and Improving Technology
Create Safer Craft Professionals
B Y
M E G A N
B R A N N
hat can be said about safety on the jobsite that probably hasnt already been said?
More importantly, what can be said about safety on the jobsite that still needs to be
said?
The emerging mantra of Safety Comes First, is shouted from the thousands of workplaces
committed to a safer jobsite; and the number of voices is growing. Unfortunately, there are
still companies and individuals who are taking shortcuts when it comes to employee safety.
The Occupational Safety & Health Administration (OSHA) reports that eliminating the fatal
four (falls, struck by object, electrocutions, caught-in/between) would save 478 workers
lives in America every year, OSHA reports. What are leaders in the construction industry
doing differently to eliminate injuries and fatalities? What upcoming technology will help
construction professionals avoid the worst? And who are the next leaders in safety?
Safety Starts With a Plan
Safety research usually operated under the basic assumption that simply adding more
safety programs would yield better results. Initial observations of this research indicated
that most construction safety professionals explicitly focused on the buckshot approach,
where safety programs are applied in an informal manner under the impression that
creating more safety programs would improve site safety.
Matthew Hallowell and John Gambateses safety assessment released in 2007, A Formal
Model for Construction Safety Risk Management, stated, While some construction firms
have the resources to fund a safety department capable of implementing most applicable
safety programs, a vast majority of firms must operate under a limited budget and are
forced to select the small subset of programs believed to be most effective.
But in the last eight years, many construction companies are taking their buckshot
approach and putting it down on paper. Teal Construction Company Safety Manager John
Shead said the companys safety program has evolved in the last two years, going from an
informal program to a formalized, written program. In a spirit of full assessment, Teal also
hired an outside safety consultant to aid in their progress.
We hired the (consultant) to get a fresh look at what we are doing now and how to make
improvements, Shead said.
And to encourage a safer mindset, Shead said, Once a month in a full company meeting,
21
safety is a prominent topic. During that discussion, employees that

have shown they have excelled in safety including correcting and
responding to items brought up in 3rd party spot inspections at
their sites are recognized in front of the full company assembly.
Turner Industries Safety Manager Chris Loosemore said hes seen
accountability and ownership move into the key indicators at the
safety level.
Where behavioral culture was the key indicator, I believe we have
moved to the fact that all decisions are based on a behavior; and
those behaviors should be held accountable and taken ownership
of, Loosemore said. Investigations have also evolved in recent
years to identify more gaps in system/process breakdowns.
When asked how Turner Industries rewards employees,
Loosemore rephrased the question.
Rewarding employees is a terminology that we tend to stay away
from. Recognition of employees efforts is our goal with something
as simple as providing a lunch once a month to a crew who
participates in basic safety programs such as behavioral-based
observations, safety committees and positive interventions. We
also recognize those employees who sustain a safety behavior/
culture with yearly achievement recognition programs where we
present employees with items like BBQ pits to televisions, etc.,
Loosemore said.
Formalizing a safety plan has proved to yield better and more
thorough results, especially when adding more efficient technology
into the safety mix.
Go-Go Gadget - Safety
Every safety professional can turn into Inspector Gadget when
they can have instant access to information; calling on any data
when they require it.
Instant feedback through the use of items like iPads is emerging
as instant discovery and feedback for safety concerns. Pictures in
the field can be relayed to superintendents and project managers
creating a discussion on how to approach the deficiency and
correcting it in the shortest time possible, Teal Constructions
Shead said.
Not only do tablets create communication between the jobsite and
project managers, but it also can be a useful tool for instruction.
What we see now emerging in this field is the smart tablet
that walks the employee through the proper steps of a task by
identifying the proper PPE and equipment by just entering the task
in the tablet. Before, it was left upon the retention of the training
the employee had and their interpretation of what was going to
be required from a PPE stance. Although training will always be a
crucial element in safety, now we can virtually guide the employee
through their selection process via a smart tablet and ensure the
22
employee understands their hold points and hazards associated

with the task, Loosemore explained.
Loosemore also sites these gadgets, or technology, are an effective
tool for the safety of the construction professionals. However, he
clarifies, what is working at one location and with a certain group
of employees may not be effective at another location. Even so,
Loosemore still credits technology as being universally effective.
Where once safety was just a clipboard and pencils, technology
now assists jobsites with tools like iPads and tablets providing the
ability to place GPS chips on PPE, for example, that will register
when inspections need to occur and ability to pull an employees
entire safety training up, all with the push of a couple buttons,
Loosemore added.
Shead credits the ability to report information as one of the most
effective tools for Teal Construction.
We are currently using web reporting to showcase safe and unsafe
behavior at the jobsite. In jobsite safety audits unsafe behavior is
documented by photographs and quotes directly out of the OSHA
handbook, but beyond this safe behavior is highlighted so that
those involved can develop a sense of pride in their safety practices
just as one can develop pride in a job done well. Everyone wants to
feel pride in their work, this includes safety practices, Shead said.
And when one craft professional feels pride in their work that
could create a happier and more satisfied employee which is
something the construction industry is seemingly good at.
Safety Professional Meets the Happy Craft Professional
The 2015 Best Industry Ranking report by TINYpulse study found
that construction workers are the happiest employees in the
workforce, and that partly has to do with the improvements in
training and safety.
Once theyre ready for the workforce, the industry has a long history
of providing new workers with apprenticeships so they can learn
the skills required to move on to tackle more challenging work,
Linda Dinham, Fast Company, reported. These apprenticeships
allow craft professionals to be happier and to do the work safely.
Even with positive changes; there are still components lacking
from the safety field and culture. Shead said he would like to see
safety features incorporated in building design.
I would like to see design start to address issues in tie off points
for construction and future building maintenance as falls are still
the chief concern in building accidents. With permanent tie off
points on roofs and inside the structure were a worker is likely
to service raised equipment, would help to mitigate the workers
likelihood of exposure to falls, Shead explained.
Loosemore said he believes there is room for improvement from
the craft professional. He added that, he feel[s] that what is
lacking is the personal commitment from employees. The fact is if

there was a magic program to prevent incidents from occurring
we would have it now. The real reason incidents occur is because
humans have to make choices. All too often individuals choose to
make the wrong choice or take a shortcut.
Safety professionals are tasked with improving the mindset and
creating a positive, safe work environment. Many companies have
various ways of creating this environment, from the safety benefit
programs discussed to actively checking in with the jobsite and
everything in between. What works best for one company, as
Loosemore indicated, may not work for all companies.
Teal emphasizes the safety aspect of each job to our
superintendents and project managers. Hazard mitigation is
integrated into our daily work routine and progress evaluation.
Third party inspectors check that our superintendents are doing
their inspections, check our subcontractors, and offer guidance on
complying with OSHA regulations as it applies to each individual
work site and situation, Shead said.
Creating a positive safety culture has to start at the top. Safety
is a value from our owner down through our vice presidents and
top management. Their ownership of safety as a value is filtered
down to our site managers and on to our front line supervisors
and ultimately our employees see that safety as a value and not as
a task that has to be performed, Loosemore said.
So Whats Next?
Safety professionals are eliminating workplace injuries on a
daily basis through formalized safety programs and tools.
Improvements in worksite morale for employees, new editions of
PPEs, and unified safety initiatives are all great tools for jobsite
safety improvement.
WHEN SERVICE
M A T T E R S
Exceptional Service,
Exceptionally Maintained Machines
We are also offering safety training to subcontractors where they

are lacking and will work with subcontractors hand-in-hand to
improve their safety programs, Shead said.
With these tools in hand, the bar can be set higher for safety
expectations in the construction industry.
Improvement itself is the goal, to constantly be improving and
driving toward a Zero Incident achievement, Loosemore said. u
Here at Scott-Macon Equipment, we go to great lengths

to ensure that our cranes and our service are exceptional.
Whether you are looking to purchase or rent one of our
cranes, you can be sure that you and your equipment are
being taken care of.
Scott-Macon Equipment
14925 South Main St.
Houston, TX 77035
Phone: (713) 721-7070

WWW.SMEQUIPMENT.COM
23
ABC H O U S TO N VISIT S T H E H ILL

B Y
A U S T I N
T O M L I N S O N
ach year, ABC members join as one powerful voice to

inform congress about the issues affecting the construction
industry and to showcase the opportunities and diversity ABC
members contribute to our industry and the economy. The
Greater Houston Chapter sent six business leaders to meet with
congress and tell them about their own businesses and share the
obstacles and successes of the Texas business environment. Facts
and bill numbers were recited, but the story of local businesses
improving the quality of these congressional districts proved to
have the most profound impact. Facts tell and stories sell. There
are thousands of special interest groups competing for the ear
of congress each session, and it is important for these groups to
inform and keep lawmakers accountable for their own industry.
Although the Supreme Court decisions stole the spotlight, ABC
Houston had an agenda of topics important to the future of the
construction industry.
Ambush Election Rule
In 2014, the NLRB issues a controversial final rule overhauling its
procedures for union representation changing the union election
process by reducing the amount of time from petition to election
from a median of 38 days to 14. In addition this rule requires that
employers hand over their employees names, home addresses,
and phone numbers. ABC is actively fighting these new rules by
supporting the defunding of the ruling from the appropriations
committee, passing of H.R. 1768 which prevents the rule from
taking affect, and in the courts right here in Texas through a
lawsuit between ABC of Texas and the NLRB.
Crystalline Silica OSHA Rule
In April, the new silica ruling has taken affect and will ultimately
cost the industry $5 billion annually. This new OSHA regulation
requires contractors to lower silica levels in their workplaces
to unreasonable levels without proof that is technological and
24
economically feasible. ABC is contacting appropriation committee

members in congress to limit OSHAs funding for the silica ruling.
Project Labor Agreements
Project Labor Agreements need to be removed from federal
contracting. Union contractors only make up 13.9% of the market
and cost on average 12-18% more per project, which comes from
the American tax payers dollars. Government-mandated PLAs act
as a special interest kickback to politically powerful labor unions
and prevent competitive bids that provide the highest quality work
for the best price.
Tax Reform
Three fourths of contractors are structured as a pass-through
entity which pays an average of 12% more taxes per year than other
U.S. C-Corps. These inconsistent tax categories along with the ACA
surtax, means some construction companies are paying up to 44%
in corporate taxes per year. ABC is in support of comprehensive
tax reform by repealing the Estate tax, increasing and indexing the
Completed Contract Method threshold and opposes any proposal
that widens the statutory rate gap between pass-through entities
and large corporations. Taxes are a necessity, but all companies
should be treated equal no matter of size or industry.
ABC Houston spoke to each Texas Representative informing them
of the issues above. Some Reps were knowledgeable, however
many were not aware the problem existed. The construction
industry needs leaders who will be the voice for ABC and its
members. Taking the time to attend an ABC Legislative Week is a
rewarding investment for yourself, your business and the industry.
Next summer, ABC Houston will be back in Washington DC walking
the long marble halls of our nations capitol making the industry a
better place. Make the investment and come join us in 2016! u
In The Know
Bridges
PEOPLE ON THE MOVE

Wesley Guidry, Cherry Companies
Vice President of Portable Concrete
and Asphalt Recycling has recently
announced the promotion of
Patrick Bridges to Divisional
Manager. Patrick has been with
Cherry for 5 years and has served
in a number of roles that began
as a heavy equipment operator.
With the large growth Cherry is
experiencing in recent years, the
company is excited to see Patrick
step up and thrive in his new
position.
Legal 500 recently announced that Coats Rose was ranked

among the leading construction law firms in the U.S in their 2015
directory of law firms. Coats Rose Director Patrick E. Gaas was
recognized for his work in the area of industrial construction.
For 27 years, The Legal 500 has been analyzing the capabilities
of law firms across the world, with a comprehensive research
program revised and updated every year to bring the most upto-date vision of the global legal market. Gaas is recognized in
the State of Texas as a leader in the field of Construction
law. Gaas represents owners, contractors and design
professionals in large, challenging commercial
and industrial disputes and transactions, both
domestically and internationally, and in both the
public and private sectors.
Builders Equipment & Tool Company, dba BETCO Scaffolds,
has strengthened its outside sales force by re-hiring
Donald Brooks as a sales representative. Mr. Brooks will have the
day-to-day responsibility of servicing existing and new customers
in the Houston area market. In addition, he
will be responsible for extending BETCOs
significant customer base and continuing
its growth as one of the leading suppliers
of a variety of scaffolding to commercial,
industrial, retail and government clients.
Mr. Brooks has over 19 years of
experience within the construction
and scaffolding industry. During
that time, he has worked and
developed relationships with many
clients across the region. Donalds
commitment to exceeding customer expectations, maintaining

communication with clients, completing projects on time with ever
changing schedules, and an eye for safety and professionalism are
just a few of his outstanding qualities.
Coats Rose Director Thomas R. Barber has been elected by his
peers to serve as Chairman of the statewide governing council
for the State Bar of Texas Construction Law Section. In addition,
Director Ian P. Faria has been elected to a three-year term on the
statewide governing Council for the State Bar of Texas Construction
Law Section. Coats Rose Associate Mason P. Hester has also
been re-elected to serve the final year of his three-year term on
the Council. Hester previously served as statewide Chair of the
Young Lawyers committee for the State Bar of Texas Construction
Law Section.
Sabra Phillips has joined The Marek Companies headquartered
in Houston, Texas as the Director of Talent Development. Phillips
will lead Mareks talent and workforce development program
focused on enhancing the skills and careers of people at
all levels of the Marek team across the award-winning
subcontractors offices in Houston, Dallas-Ft. Worth, San
Antonio, Austin and Atlanta. Phillips career includes 18
years of experience managing talent programs, most
recently serving as Vice President and senior human
resource advisor for Primary Services.
PROJECT NEWS
The Lone Star College System (LSC) selected
Satterfield & Pontikes Construction (S&P) to build
additional learning spaces at the LSC-CyFair campus
that will address campus growth needs and the
areas shortage of skilled workers. S&P will provide Construction
Manager at Risk services as part of Phase I of the 2015 General
Obligation Bond program. S&P will construct a new 50,000-squarefoot Information Technology &
Visual Communications Satellite
Center,
which
will
include
classroom space with high-level
computing infrastructure, and a
5,000-square-foot lab addition for
the LSC-Cypress Center Workforce
Education Facilities. S&P will also
provide BIM-based preconstruction
services to include project budgets,
management plans, design phase
cost planning and construction
documents. Stantec will provide
25
architectural services for both buildings. Estimated completion

time for the $13.5 million IT & Visual Communications Satellite
Center is May, 2017. The $1.4 million Workforce Facilities
expansion is expected to be complete in November, 2016.
COMPANY NEWS
Mobil Steel International, Inc. achieved its highest half-year
production in the past decade fabricating steel for a diverse
portfolio of projects. The Houston-based company fabricated
steel on projects along the Houston Ship Channel, in West Texas,
Louisiana and Colorado supporting infrastructure development in
oil and natural gas shale plays, as well as expansion of refining
and chemical facilities. According to President and CEO Leonard
A. Bedell, Mobil Steel fabricated steel to build a seamless pipe
manufacturing facility, a CO2 capture facility, and crude oil
gathering systems and pipeline projects in Texas, Louisiana and
Colorado. The Company fabricated steel for a $2 billion fertilizer
plant expansion in Louisiana. Mobil Steel also fabricated steel
for a major bank in the Greater Conroe region, as well as other
commercial buildings in Greater Houston.
KBR Building Group, a subsidiary of KBR, Inc. for the past seven
years, has been acquired by global construction firm Pernix
Group, Inc., of Lombard, Illinois. The acquisition completed
financial close on June 30, 2015. Moving forward, the company will
once again operate under its original name, BE&K Building Group.
The company offers a wide variety of construction management
services and project delivery methods nationally to clients in the
advanced manufacturing, commercial/mixed-use, healthcare and
institutional sectors. BE&K Building Groups headquarters will
remain in Greenville, South Carolina. In addition to Greenville,
the company has full-service regional operations in Houston;
Charleston; South Carolina; Research Triangle Park, North
Carolina; and Washington, D.C. BE&K Building Groups national
leadership position in key market sectors, together with its
outstanding safety record, technical innovation, preconstruction
services and design-build delivery expertise, will expand Pernix
Groups commercial domestic operations and strengthen their
portfolio for international business opportunities. Pernix Group is
consistently listed as one of Engineering News-Records Top 50
American Contractors Working Abroad.
As of July 1, 2015, TCA launched its
first trademark licensee. Simpler
than a franchise, a trademark
licensee expands brand influence,
revenue, and market share for its
host (TCA) while maintaining its
own independent business identity.
TCA is excited that Noe Barcenas,
an 11-year loyal and trusted TCA
officer, has agreed to help launch
this opportunity. According to Tara
Amavi, Founder and President of
TCA, Noe will have his own business
26
identity, Lone Star Safety Solutions, while still promoting TCAs

brand. Noe is also an authorized TCA Safety System service
providerable to offer TCAs tools, methods, and means to his
clients. TCA is proud to be Mr. Barcenas first client thus enjoying
the best of both worlds.
Ford Nassen is pleased to announce that the firm has again
received the highest possible ranking Band 1 from the highly
regarded Chambers USA directory of top lawyers. Independent
and objective, Chambers USA is carefully researched and widely
considered to be the most reputable law firm directory in the
world. Its rankings are based on thousands of interviews with
leading practitioners and clients from coast to coast. Ranking
criteria include technical legal ability, professional conduct, client
service, diligence, commitment and other qualities most valued by
legal clients. Jeffrey A. Ford, John W. Nassen, George C. Baldwin
were individually recognized in the area of Construction Law.
AWARDS AND SPECIAL RECOGNITION
Metal Building Manufacturers Association (MBMA) recognized NCI
Building Systems Houston manufacturing plant for achieving an
incident rate equal to 50 percent or below the industry average
through the 2014 calendar year, a challenging statistic to attain
for full-time manufacturing plants. For the past nine years, the
Houston facility has been acknowledged by the MBMA for its
unwavering commitment to safety.
Mobil Steel International, Inc. received its ninth consecutive
American Institute of Steel Construction (AISC) quality certification
renewal earlier this year, reaffirming Mobil Steels commitment
to producing quality steel fabrication. AISC certification highlights
that Mobil Steel has the personnel, knowledge, organization, and
equipment, as well as the experience, capability, procedures and
commitment to meet AISC steel fabrication standards. u
27
Published by Associated Builders & Contractors of Greater Houston

4910 Dacoma St.
Houston, Texas 77092
(713)523-6ABC (877)577-6ABC
PRSRT STD
US POSTAGE
PAID
HOUSTON TX
PERMIT 2597
GPRS IS A MEMBER OF:
For more information about our

Safety Program please contact
Matt Johnson at
matt.johnson@gp-radar.com
Call Jim Cardoza at 713-253-7072

or e-mail jim.cardoza@gp-radar.com

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DOL White Collar Overtime Exemptions

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August / September 2015 BuildHoustonOnline.com

ith changes in the health care reform law, ERISA compliance

BuildHoustonOnline.com August / September 2015

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