build houston june july 2015

7/25/2019 Build Houston June July 2015

1/28June / July 2015 BuildHoustonOn

OXFORDBUILDERS INC .

www.buildhoustononline.com

June/July 2015

ABC DIRECTORY AND CONSTRUCTION RESOURCE

Industry Leaders Face Growing Employment Issues

NLRBs New Quickie Election Rules Go Into Efect

Local Woman Wins National Craft Professional Award


2/28 2 BuildHoustonOnline.comJune / July 2015


3/28June / July 2015 BuildHoustonOnl

Letter from the Chair

For the construction industr y, one of our biggest challenges over the past t wo decades has been attracting workers

and expanding the worker base. As we and organizations like Associated Builders and Contractors (ABC)- o ered

more training and opportunities we discovered that many people still chose industries and elds with less opportunity,

pay, and bene ts. On top of that challenge, government regulation and interference continue to plague our ability to

attract and recruit workers.

For many generations, construction has relied on an immigrant workforce. However, with government failure to

protect the borders of our country and lack of tamper proof identi cation, our industry and many others have watched

skilled illegal workers be forced o legitimate payrolls and into the cash economy. The politicizing of what to do with

the illegal immigrants in the country and the lack of leadership in our government has left us in a stalemate. No real

solutions have been developed to address the need for hard working individuals in many industries, and the largenumber of available workers who cannot work legally.

June is the month that ABC members from across the country join together and lobby our federal government on issues

that a ect us. In the past when we talked to our elected representatives about the opportunities in construction,

including pay and bene ts, they have been amazed that it is not the message they hear from unions and others. They

believe that construction is a minimum wage job, where training and safety are nonexistent. While that may be true

in some cases it is by far the minority and not the majority of jobs. I urge all of you to join ABC on our walk on the Hill

in Washington D.C. on June 22-25. Visit www.abchouston.org to learn more.

A Walk on

the Hill

DarleneeastHoles Incorporated2015 ABC Greater Houston Cha



Conten

Also in this issue

69

10

12

20

A Roadmap to ComplianceBest Practices to Protect Against Whistleblower & Retaliation Claims

NLRBs New Quickie Election RulesOn April 15, 2015, the NLRBs ne w quickie election r ule went into e ect ,expediting election procedures in union-targeted workplaces.

KBR Employee Wins ABC National Construction AwaThe national award is bestowed on the craft professional who demonstrated acommitment to safety a nd training, as well as a commitment to excellence.

Workplace Wellness Can Boost Productivity and ReducYou dont need to be a large corporation with a big budget to institute acomprehensive employee wellness program that reduces your costs.

Industry Leaders Must Now Face Growing EmploymenThe Construction Industry Faces Complex And Interwoven Issues ConcerningEmployment In The Next Decade.

AdvertisersAggregate Technologies......................6All American Screening ....................18American Mat & Timber.....................13

Brookside Equipment..........................8Cokinos, Bosien & Young...................19Cherry Companies...............................11

Coastal Ice................................................2Craig & Heidt, Inc....................................6E ciency Shoring and Supply........22GP Radar System..................................11

Interface Consulting............................17Kerr, Hendershot & Cannon, P.C....13Locke Solutions Precast Division...22

Merit Professional Coatings.............17Oxford Builders....................................15Porter Hedges LLP..............................28Scott-Macon Equipment...................11

SVM................................................14 & 27TCA/The Compliance Alliance...........5Total CAD Systems.................................8

Cover Story

15Oxford works on a wide spectrum of commercialwhich includes but not limited to, schools, airportuniversities, hospitals, churches, fire stations, wattreatment plants, dormitories and assisted living c

Oxford Builders

ABC LEADERSHIP

ChairDarlene EastHoles Incorporated

Chair ElectMike HollandMarek Brothers Systems, Inc.

Vice ChairWarren AdamsonS&B Engineers and Constructors

SecretaryMatt FreySkanska USA Building Inc.

TreasurerTodd FryKarsten Interior Services

2015 BOARD OF DIRECTORS

Brian AndersonG.R. Birdwell Construction

Rusty BarnhillForce Corporation

Leonard BedellMobil Steel International

Kerry BennettISC Constructors, LLC

Robert BurelsmithE. E. Reed Construction, L. P.

Tahnee CoulstonZachry Industrial

Sam CraigCraig & Heidt, Inc.

Matt DanielKBR Building Group

Matt ElliottSpawGlass Construction Corp.

Laura Price GautreauPolk Mechanical

Dinesh GhiaGilbane Building Company

John GolasheskyTurner Industries Group, LLC

Brandon MabilePerformance Contractors, Inc.

John MarshallSattereld & Pontikes Construction Inc.

David McCleskeyKBR

Rod MolyneauJACOBSPhillip MorganCB&I

Joe OrrBaker Concrete Construction, Ind.

Rodney PageRef-Chem L.P.

Tim RickettsChannel BioRenery & Terminals

Wendell RychlikW.T. Byler Company

William SanchezOxford Builders Inc.

Christina StoneGaughan, Stone & Thiagarajan

Henry VillarrealTurner Construction

Ben WestcottAndrews Myers

Mark WilliamsBechtel Construction Services

Lohn ZyliczD.E. Harvey Builders, Inc.

Build Houston Magazine3910 Kirby Drive, Suite 131Houston, Texas 77098(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

1612

Does a Workforce Lie Or Just Do What It Thinks You WPart three in a series further explores the thought of an ingrained survivalinstinct on the jobsite..

A Tall Man With Short CharacterProjects can take on a personality and culture of their own. How safety worksinto that culture can be the true key to success. .



Science Based Solu onsfor Construc on Safety Challenges

a NEW way of seeing SAFETY

Over 30 Years in Business AWARD WINNING Team with Over 80 Years Collec ve Safety Experience Predic ve Analy cs/Trends Over One Million Safety Observa ons

Scien c Methods to Shi Safety Culture OSHA Regulatory Experts Safety Professionals,Strategists, CSP , ARM, OHST, Licensed Risk Manager-TX Site or Rota on Safety Audits Gap Analyses OSHA Media on Embedded Technicians E ciency Analy cs Training

Expert Witness Consul ng Help with ISNetworld* Wri en Programs

713.263.7661

Email: [email protected]: www.tcagoingglobal.com

2015 The Compliance Alliance LP. All rights reserved

SERVING: Fortune 100 to Small/Med. Firms Chemical Industry Oil & Gas Industry Medical Industry Construc on Industry Real Estate and Facility Maintenance Ops Avia on Law Firms - Tes fying & Consul ng Experts And more

TCA President, Tara Maria Amavi, one of Houstons Top 50 Most In uen al Women (2012).

* Legal No ces: TCA is an independent service provider and is in no way endorsed by, sponsored by, approved by, or otherwise a liated with ISN So ware Corpora on or anyother pre-quali ca on networks. ISNetworld is a registered trademark of ISN So ware Corpora on.

_ i .i



ABOUT THE AUTHORG. Mark Jodon, o ce managing shareholder for Lit tlers Houston o ce, is board-certi ed

in labor and employment law by the TexasBoard of Legal Specialization. Mark represents

companies in all aspects of HR and employment-related matters. He can be reached at

(713) 652-4739 and [email protected].

Best Practices to ProAgainst Whistleblo

Retaliation Cl

A Roadmap toCompliance



The Whistleblower Protection Advisory Committee (WPAC), agroup consisting of legal experts from labor and managementperspectives, corporate safety and compliance directors,public policy professionals, union representatives, academics

and present and former regulators, has submitted to the U.S.Secretary of Labor a series of best practices for the DOL toconsider adopting which would provide a roadmap to compliancewith whistleblower laws and statutes prohibiting retaliation.

The WPAC best practices consist of the following six componentsto establish an e ective whistleblower protection and anti-retaliation system: (1) leadership commitment; (2) a true speakup organizational culture that is the basis of a prevention-orientedprogram that encourages raising and fair resolution of issues;(3) independent, protected resolution systems for allegations ofretaliation; (4) speci c training to teach workers their rights andabout available internal and external protection programs, and formanagers to learn these along with related skills, behaviors andobligations to act; (5) monitoring and measurements that dontcontribute to suppression of reporting and which measure thee ort and e ectiveness of inputs to a speak-up and non-retaliationculture; and (6) independent auditing to determine if the programis actually working.

LeadershipThe best way to avoid retaliation and whistleblower claims isto address the concerns internally in a timely and e ectivemanner through a strong prevention program supported byupper management. Business owners must take the lead inimplementing a whistleblower-protection and anti-retaliationsystem that includes training on how to identify retaliation, carryout independent and thorough investigations and undertakee ective remedial action as necessary. Managers should be heldaccountable for supporting such programs through performancereviews that are tied to compensation decisions. Companiesshould enact strong codes of conduct and ethics programs to

support fair treatment of employees who report issues internally,to agencies, and in response to government inquiries.

Foster a Speak Up CultureThe prevalence of retaliation in the workplace can be greatlyreduced by implementing a culture that encourages employeesto raise issues of concern. This requires effective reportingmechanisms with assurances of no punishment for reportingconcerns or incidents. Promote early reporting and earlyresolution of concerns for the sooner the issue is raised the easierit will be to resolve.

Implement a Retaliation Response SystemAny e ective response system requires an independent complaintreview process which includes an independent reporting line thatcan reach upper management. The system must be known andaccessible to all. Employers should be transparent as to howinvestigations are conducted. Steps need to be taken to avoidcon icts of interest; for example, consider using independentthird party investigators as necessary. An appeal mechanismshould also be incorporated into the system.

Anti-retaliation TrainingDo not assume people intuitively know what does and does notconstitute retaliation. Training should cover (a) what constitutesretaliation especially since subtle or less obvious behaviors such aspeer pressure, ostracizing, mocking and exclusions from meetingscould rise to the level of retaliation; (b) how to respond to a reportof retaliation without engaging in retaliation in the process; (c)techniques and skills for defusing and stopping retaliation in awork group; and (d) relevant laws, rights of employees, and therisks and consequences of not responding appropriately. Trainingshould include the speci c requirements and rights pertaining tothe employers organization and industry.

Monitoring ProgressIdentifying trends in the workplace is crucial for preventingretaliation. Incentive systems, such as rewarding employees forlow accident rates or safety incidents, can suppress reporting andactually foster retaliation. Consequently, companies need to becareful encouraging such rewards. Higher reporting numbersallow a company to identify where retaliation may be taking placeand o er an opportunity to address the issue before an employeetakes the concern to a government agency for investigation.

AuditsPeriodic review of the anti-retaliation program is recommended.

Management may be too close to the situation to see shortcomingsin the program. To ensure that the program is working effectively,employers should consider engaging independent evaluators orauditors to review the entire program. An important componentof the audit should be feedback from employees. This can be avaluable resource for identifying what works best in the programand what needs to be improved. u

The best way to avoid retaliation and whistleblower claims is tthe concerns internally in a timely and effective manner through

prevention program supported by upper management.



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

Near SW Frwy (Hwy 59)

9125 I-45 Gulf Frwy(713) 943-7100

College / Airport Exit

17000 Hwy 288B(979) 849-2325

2 miles south of CR220

28715 Hwy 90(281) 391-2165Hwy 90, Exit I-10at Pedersen Rd.

19003 I-45 North Frwy(281) 353-0204Cypresswood Exit

13250 West Rd.(713) 466-7456

Hwy 290 @ West Rd.

2135 Gulf Frwy South(281) 338-1300

League City Pkwy Exit

CONVENIENCE:EXPERIENCE:

EXPERTISE: SERVICE: STRONG:

7 locations41 years in businessGold Star Certifed Dealer On Site Field ServiceMore than 120 employeessupporting your equipment

www.BrooksideUSA.com

COMMITTEDto your success. For more than 41 years, Brookside Equipment has beendedicated to making your worksites more productive.

Its why we offer sales and support on the bestCommercial Worksite Products around John Deere.From skid steers to compact excavators and everythingin between, Brookside has the equipment you needto succeed.

BES7X50401BOF-4CSee for yourself what these workhorses can do.Call one of our Worksite Product Specialists to schedule a demo.

Larry Edwards - (713) 818-9187 Patrick Nickerson - (713) 943-7100 Brookside EquipmentSales

480 N. Sam Houston Pkwy E. , Suite 234, Houston, Texas 77060 P: 281.445.6161

SAVE THE DATE

software

support

trainingconsulting

AutoCAD

are here.

and Revit

2016

Product Launch Event.

June 24th - 26th for our 2016

480 N. Sam Houston Pkwy E. , Suite 234, Houston, Texas 77060 P: 281.445.6161



On April 15, 2015, the NLRBs new quickie election rule

went into e ect, expediting election procedures inunion-targeted workplaces so that union electionscan occur in as little as 13 days after a union les a

Petition for Election with the NLRB. Union elections traditionallyoccurred at least 35 days after the unions Petition was led, givingemployers substantially more time to both address issues raisedin the Union Petition, and try to persuade employees to reject theorganizing e ort.

The NLRBs recent changes, which now give employers less thanhalf the time they previously had to respond, include:

Unions are now allowed to le election petitions,setting out the proposed unit for union representation,electronically with the NLRB. Previously, petitioners wererequired to submit election petitions by mail, fax or in-person. The new rule permits electronic transmission ofpetitions, election notices, and voter lists. Moreover, therule permits the NLRB regional o ces to communicatewith parties by e-mail rather than mail in certain cases.

The NLRB can now issue a Notice of Election within two(2) business days after the service of the union Petitionon an employer. The employer is now required to thenpost the NLRBs Notice of Election. The former rules lefteducation concerning the election to the union and theemployer without NLRB involvement.

A Notice of Hearing regarding the unions Petition for anElection will now generally accompany the service of theunions petition on the employer. The hearing will be setto occur 8 days from the service of the notice of election.

Employers are now required to le and serve upon theunion, a Statement of Position in advance of the electionhearing. The election hearing will be limited to the issuesoutlined within this Statement of Position, which must

also include all employee names, work locations, shiftsand job classi cations for the petitioned for unit and anyproposed alteration of the unit sought by the employer.Under the previous rules, employers were not requiredto disclose information about their employees until afterthe NLRB issued a Decision and Direction of Election.

Once the Hearing occurs, and the Union responds tothe issues raised by the employer in its Statement ofPosition, the NLRB will now issue a Decision and Directionof Election (DDE), which will set out the election detailsand time.

Within two (2) business days of the issuance of the DDE,the employer must serve on the union the Excelsior listof eligible voters including their names, addresses, cellphone and home phone numbers.

The prevailing belief is that unions have a better chance of winningan election when a campaign period is shorter. Expedited electionshinder employers chances of educating their employees aboutwhat they see as the negative realities of unionization. Unions, onthe other hand, generally already have begun communicating withemployees prior to an employer learning about the organizinge ort. With a shorter election cycle, employers will have less time

to catch up with the Union in terms of employee communication. u

NLRBs New Quickie Election RulesWent into Effect April 15, 2015

ABOUT THE AUTHORBoard Certi ed in Labor and Employment Law by the

Texas Board of Legal Specialization, Anthony G. TonyStergio has extensive experience in the defense of Stateand Federal employment discrimination claims, wage

and hour compliance, non-competition agreementsand employment policy design and review. He speaks frequently at employment-related seminars and also

counsels clients regarding developments in variousareas of State and Federal employment law.

www.andrewsmyers.com.



KBR EMPLOYEE WINS ABC NATIONAL CONSTRUCTION

AWARD

Associated Builders and Contractors (ABC) awarded Holley

Thomas, a Certi ed Welding Inspector for KBR, the NationalCraft Professional of the Year title. The national award isbestowed on the craft professional who demonstrated a

commitment to safety and training, as well as a commitment toexcellence. Thomas managers said she not only displays thequalities required to be nominated for the award, but she alsoserves as a role model to future craft professionals.

Thomas began her career as a welder helper where she quicklylearned the trade to advance to structural welder. In 2010, shecompeted at the National Craft Championships in structuralwelding. Her performance awarded her the gold medal and

became the rst woman to ever place at that event.

I want to be remembered as a positive in uence in the industry,Thomas said. I want to be helpful toward other women andencourage them to enter the eld of construction and welding. Iwant my legacy to be that a woman can rise through the ranks ofthe construction industry, all the way to the top.

Holley is one of the most honest, dependable, and straight-forward people you will ever come across, said Robert Stroh,Thomas training coordinator, who co-authored the CraftProfessional of the Year nomination essay. She is an incrediblewelder and sel ess industry leader. She deserves this recognitionas the Craft Professional of the Year due to her mastery of her

craft, her work teaching and mentoring others, and her dedicationto the industry in general.

One hundred people were nominated for this coveted nationalaward; Thomas was one of four nalists interviewed during the

ABC National Workforce Conference in March. She not only was analist at the National Workforce Conference, but Thomas served

as a judge for the structural welding competition during the ABCNational Craft Championships, a testament to her dedication toher craft.

The panelist judges wanted to get to know more about me asa person and about how I progressed through my career, saidThomas, a quality control inspector on a KBR project in Enid,Oklahoma. Its an awesome experience to be recognized withsuch a prestigious award from my industry.

As the winner of the Craft Professional of the Year award, Thomasreceived a brand new 2015 Ram Tradesman Truck sponsoredby Tradesmen International as well as the title. ABC GreaterHouston would like to congratulate Holley Thomas on all of heraccomplishments. u MB

Based on the Merit Shop and Free Enterprise principles, Associated Builders and Contractors (ABC) of Greater

Houston helps members win construction related work and deliver that work safely, ethically, and pro tably for

the betterment of the communities in which they work. ABC is a national trade association representing 22,000

members from more than 19,000 construction and industry-related rms. Founded on the merit shop philosophy,

ABC and its 70 chapters help members develop people, win work and deliver that work safely, ethically and

pro tably for the betterment of the communities in which they work.

I WANT TO BE HELPFUL TOWARD

OTHER WOMEN AND ENCOURAGETHEM TO ENTER THE FIELD OF

CONSTRUCTION AND WELDING...



WHEN SERVICE

M A T T E R S

Here at Scott-Macon Equipment, we go to great lengthsto ensure that our cranes and our service are exceptional.

Whether you are looking to purchase or rent one of ourcranes, you can be sure that you and your equipment are

being taken care of.

Exceptional Service,Exceptionally Maintained Machines

Scott-Macon Equipment14925 South Main St.

Houston, TX 77035

Phone: (713) 721-7070 WWW.SMEQUIPMENT.CO

Call Jim Cardoza at 713-253-7072or e-mail [email protected]



ealthy employees help small business owners improveproductivity in a variety of ways, from better attendance toincreased performance. Study after study has documentedthe cost savings and increased bene ts to employers when

they institute employee wellness initiatives. You dont need to bea large corporation with a big budget to institute a comprehensiveemployee wellness program that reduces your costs and boostsyour pro ts.

The success of any company depends heavily on the productivityand performance of its employees. There is strong data tosuggest that high levels of stress, excess body weight, and othermultiple risk factors impact productivity and are associated withincreased healthcare costs and illness-related absenteeism.Providing education and motivation to improve individual healthcan produce valuable rewards for both employees and employers.

Several health trends in the U.S. have led more employersto implement comprehensive wellness strategies to improveemployee health, reduce health-related costs, and improveproductivity. As a result, employers have begun to weave variouswork-based wellness initiatives and programs into their overallbene ts o erings. Companies also o er wellness programs toremain competitive in the marketplace and as a recruitment andretention bene t.

With American workers spending more than one-third of theirdaily lives at work, employers have an opportunity to capture

employees attention. Studies con rm that health improvementsand cost savings are achievable by providing work-site programsfor health promotion and disease prevention. Wellness programsnot only improve an individuals short-term and long-term health,

but they also help curb absenteeism and presenteeism, improveproductivity, and aid quicker return to work for employees ondisability leave.

While the return on investment varies for each employer, studieshave shown that businesses can see a return of $3 to $5 in reducedhealth care, workers comp and absenteeism costs for every $1they invest, according to the Small Business Wellness Initiative.

Workers injured on the job not only cost employers money inclaims, but also reduce work output if those workers cannot bereplaced. Taking into account just lower back pain problems,businesses lose 100 million days of work per year, according tothe Wellness Council of America.

The top 3 most needed health improvement programs areWeight Management, Physical Fitness and Smoking Cessation.For example, The Center for Health Improvement estimatesthat smokers cost employers $3,000 more per year in increasedhealth care premiums, absenteeism, and lost productivity whencompared to non-smokers.

Chronic conditions are on the rise and costs are too.

The Center for Disease Control estimates that chronic disabling


13/28June / July 2015 BuildHoustonOnli

conditions a ect more than 25 million people but whats more,chronic diseases such as cardiovascular including heart diseaseand stroke, cancer and diabetes are the most prevalent, costlyand preventable of all health problems.

Medical costs for individuals with chronic diseases areestimated to account for more than 75% of the U.S. $2 trillionmedical care costs.

A recent study shows that if individuals adhere to healthylifestyle practices of maintaining a healthy weight, eating well,getting regular exercise, and not smoking, chronic diseasecould be reduced by as much as 80.6%.

In summary, the bene ts of corporate wellness programs caninclude:

Lower health care costs

Reduced chronic disease risk

Decreased rates of illness, injury and disability

Reduced absenteeism

Increased employee productivity and e ciency

Enhanced retention of health employees

Improved morale and lower stress levels

The good news is that wellness programs o ered by employerscan help employees turn chronic health problems and unhealthybehaviors into healthier lifestyles, which not only bene ts the

employees own health and costs, but also the employers bottomline. u

ABOUT THE AUTHOR

Christ Taylor Insurance is a local Employee Bene ts and

Insurance Brokerage rm 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 Bene t programs, as well as Life Insurance

and Retirement Plans. Contact the Christ Taylor team at

713-850-7747 or www.christtaylor.com

Kerr, Hendershot & Cannon, P.C. www.oshadefensefirm.com | 713-893-1668

Toll Free: 866-398-1856Dont wait until you receive a citation. Call us immediately.

We Know OSHA Law

Your Attorney, Your Team, Your Law Firm for Life

OSHA CITATION DEFENSE ON SITE OSHAINSPECTION MANAGEMENT CATASTROPHEMANAGEMENT OSHA INSPECTIONS OSHA VIOLATIONS MULTI-EMPLOYER

ENFORCEMENT POLICIES VOLUNTARYTRAINING GUIDELINES DEFENDING

AGAINST OSHA RETALIATION CLAIMS OSHA GENERAL DUTY CLAUSE VIOLATIONS

GENERAL INDUSTRY TRAINING ANDCONSTRUCTION TRAINING REQUIREMENTS

Principal Office: Houston Galleria 1800 Bering Drive, Suite 600, Houston, Texas 77057

Other Locations: (By Appointment Only):Sugar Land/Galveston/Corpus Christi/Austin



281-979-2712 www.csc-safety.com

Full Circle Safety Program Support & Management

Safety Services Provided: Safety Program Development

Safety Audits & Gap Analysis

Incident Investigation & Case Management

Safety Training & Personnel Development

OSHA Compliance Audits

Client & Contractor Pre-Qualification

New Hire Procedures & Orientation Administrative Support & Recordkeeping

sales , rentals , & servicesTRAFFIC CONTROL

SIGNS/STANDS

ARROW BOARDS

CROWD CONTROL

BARRELS/CONES

WATER BARRICADES

WWW.HBARRICADE.COM8119 Jensen Houston, TX 77093 713-742-8722

www.h-b.com800 .645 .0616

HOHMANN & BARNARD

GUARANTEEDPRODUCTCOMPATIBILITY

10 YEARSYSTEM WARRANTY

When sourcing products from multiplesuppliers, incompatibility between materialscan compromise the air & vapor barrier system.HOHMANN & BARNARD has developed a newline of anchors, non-asphaltic flashings andmastics extensively testing them with theirENVIRO-BARRIER air & vapor barrier toGUARANTEE product compatibility and integrityof the wall system. Let Hohmann & Barnardbe your single source provider and

a wall thatwill not be compromised.

Backed by a

Engineers DesignersFabricators Constructors

Phone (281) 469-9770Fax (281) 469-9776

10200 WindfernHouston, Texas [email protected]

BRUNO J. MACIEJESKI, P.E.President

CONSTRUCTORS. INC.

BIG

P.O. Box 1569Stafford, Texas 77497-1569

Chris Conner

A pollo construction inc.Office (281) 495-8400

Fax (281) 495-1655Email: [email protected]

www.apolloconstructionco.com

713 .896 .4002www .actiongypsum .com

Robert M. Overbey, Jr.President/Owner

[email protected]

Surety Bond Insurance

Bond ro INC

8 Greenway Plaza, Suite 814Houston, Texas 77046

Tel 713-355-1000 Fax 713-355-1001 www.bondproinc.com

E-MAIL: [email protected]: 281-449-3093

CHARLES DANLEY

Josh HarrisPresident

600 Kenrick DriveSuite C1

Houston, TX 77060t 281-820-2200f 281-820-2210

[email protected]

MPL39153TACLA 45915C

Gray Mechanicalwww.graymechanical.com



OXFORDBUILDERS INC .

Oxford Builders slogan is We hang doors and a whole lotmore. For some customers we install doors and hardware,for others we install louvers, and for others we build treehouses!

Oxford Builders Inc. works for large commercial generalcontractors in the Greater Houston Area. Our customers demandthe very best. High quality work, done safely and on schedule.Oxford has been successful in delivering work as desired sinceits inception.

Oxford works on a wide spectrum of commercial projectswhich includes but not limited to, schools, airports, universities,hospitals, churches, re stations, water treatment plants,dormitories and assisted living centers.

What does Oxford Builders do on these projects? We hangdoors and a whole lot more. The whole lot more includes roughcarpentry, roof blocking, specialty wood installation, ownerfurnished contractor installed (OFCI) medical equipment, louverinstallation, wood decks, outdoor furniture, truck maintenanceequipment installation, hollow metal modi cations, aluminumframe installation, wood trellises, pergolas and gazebos, HardiePlank siding and trim, nish carpentry and temporary decks.

There is a lot to the whole lot more. For more information,contact William P. Sanchez at [email protected],call 713-934-7777 or v isit www.oxfordbuilders.com.

We hang doorsand a whole lot more

Oxford Builders specializes in working with specialty woods, including Ipe,Mahogany, Cedar, Clear Heart, vertical grain bald Cypress and sinker Cypress.

Oxford Builders installs rough carpentry which includes roof blocking,window blocking, interior blocking and wood framing.

Oxford Builders builds and covers wood decks withcomposite decking, and pressure treated deckin

No louver is too big for Oxford Builders.

At Oxford Builders, we call this ne carpentry.



DOES A WORKFORCE LIE,OR JUST DO WHAT IT THINKS YOU WANT?

Part 3 of the Series

The GCs electrical subcontractor ran afoul of his ownlockout/tagout program. The result was a minorelectrocution. This means the electrical shock injuredhim but didnt kill him. Dying is a major electrocution.

Too bad it happened. Really too bad it happened on anoil and gas companys major capital project. The details ofthe confrontation are beyond the scope of this column butsu ce to say the outcome resulted in me getting a job. Iwas hired to perform QA/QC oversight on the project.

It was in this climate the story unfolds. I thought I was doinga great job and patted myself on the back daily.

One day I arrived and, as usual, I was slightly detained bythe guy on the dock chatting with me as I awaited the GCsrep to come get me. This time he was more talkative thanusual. I was about out of time so, when the dock elevatoropened, I jumped on and as the elevator door closed Iheard the dock guy frantically yell out, No, Wait! You haveto wait!--- but I just smiled and waved as the elevator doorsclosed the gap between us.

As the elevators opened, I was stunned. Guys were yellingTaras here, other guys were running around putting upcaution tape, still others were tossing hard hats to menon ladders which they were catching e ortlessly as if itwas all rehearsed and the Blue Danube was playing in thebackground.

No more back patting. My hold on their safety was clearlytenuous at best.

Why do people do these things? I was paid by their bossand their boss client to ensure their safety so, at least on itsface, safety was something everyone wanted and was willingto pay good money to get. If they hustled for constructionquality, budget, and schedule, why not safety?

An investigation into why they did these things revealedeveryone was in on the illusion. The security guard radioedthe crews whenever Tara, like Elvis, arrived at the buildingor had left the building. The mad rush to appear safewould then ensue. Before the investigation was over, Iinterviewed some top line managers of the major owners

own team. A senior manager told me, Tara, one time a guyat headquarters messed up the competition for a safetygoal. To this day, anytime anyone really screws up, theycall it doing a Joe Brown*. None of us want to be that guy.If I hurt myself at work and was wheelchair bound, andpeople asked me if I got hurt at work, I would say Heck no,Im not even hurt, I just dont like walking anymore. Thatshow much I dont want to be that guy who messes up thenumbers.

From the Hispanic laborer who spoke no English, to thissenior line manager at a Fortune 100 company, the answerswere all the same: It doesnt feel safe to be safe. It feelsthreatening. It is like our job and our reputation and ourbelongingness are on the line. Listen, we have to survive.We have families to feed, careers to protect. There it isSurvival Instinct.



Trouble?

Weve built our reputation by getting into trouble.

www.interface-consulting.com | Houston, TX | 713.626.2525

Let us help you get off the hook.Interface Consultings construction consultants and experts provide proven insight backedby unrivalled experience to address cost and schedule issues on troubled projects. Clientshave called on us to assist with change order identication and substantiation, schedule delayanalysis, claims preparation and management, and dispute resolution for the past 27 years.

ABOUT THE AUTHORTara Maria Amavi,(formerly TaraTempleton Hart, namechanged due to identitytheft) is the Founderand President of TCA/ The Compliance AllianceL.P. TCA has providedservices to almost 1000companies nationwideand TCAs proprietarytools, methods and

means have been ranked #1 in the world formanaging contractor safety. The TCA SafetySystem is peer acknowledged as a methodbased upon TCAs own trade secrets which get better results than traditional safetymethods and, therefore, saves lives. Ms. Amavi has been named one of Houstons 50Most In uential Women by Houston Womanmagazine, and has also been named oneof the Whos Who in Safety by ComplianceMagazine. Ms. Amavi is a sought after publicspeaker, has appeared on local & nationalradio and television programs including veappearances on The BusinessMakers, a radioshow hosted by John Beddow & Russ Capper.Ms. Amavi may be contacted at [email protected] or 713.263.7661. variousareas of State and Federal employment law.www.andrewsmyers.com.

Why do we have entire workforces

who passively agree to collectivelylie? Because, in a world wherelosing your job in a shameful wayfeels life threatening, our businessmodels send powerful messagesthat employees lives depend uponmaintaining the illusion. Exactlywhat form do these messages take?Is this really still pro table to anyone?What will shift this paradigm? If wehave decades of business models

that reinforce this fear-based model,is there any way at all to shift it? Thegood news is yes. Tune in to thenext issue. u

*Name changed for anonymity



When a project manager proclaimed to his sta that theywould do things My way or hit the highway, I knew wewould have trouble with the guy. It wasnt everythingthat he disagreed with when hed apply his policy. With

all the sta lower on the organization chart than he, hed use histechniques. But if a person was more educated or held a higherposition, he was just an ordinary manager doing what he issupposed to. He was tall and lanky and rather stooped over atthe shoulders. We called him the tall guy with the short character.

Its About The Little GuyOn the construction site, the little guys outnumber the others.It takes more than a village to get the job done. We little guysare known as craft workers, laborers, schedulers, planners, timeclerks and safety professionals. We do what we are told and takethe brunt of cost overruns, schedule busts and injuries. Everyoneknows that leadership is supposed to lead the way in construction,guided by managers and executive sta in the home o ce. Whatactually happens is quite di erent. When quality is not what it

should be, it is a fault of leadership. If rework is the norm, itis the fault of leadership. When the costs exceed the budget,it is the fault of leadership. When a worker is injured, it isthe fault of leadership. OK, Why is it so? you might ask. Itsreally simple: since senior leaders are supposed to lead, theyare also supposed to approve the bids, approve the processof construction plans, monitor the construction activitiesclosely and prevent overruns, quality non-conformances andexpended work hours as well as injuries.

As far as injuries go, Ive been told many times in my careerthat we need to change our policies, tighten up on complianceand get the crafts in line. Im the wrong person to tell this to!!Unless Ive been misinformed, the safety department does notsupervise the crafts; safety does not build the budget and safetydoes not tell crafts to do it like I tell you until the safety guycomes around. If this happens, its the fault of management.

What Is The Safety Sta Supposed To Do?Safety pros are the ombudsmen for the crafts. They areresources to line leaders; they are trainers, coaches, facilitatorsand sometimes the shoulders for counseling. They are neverthe disciplinarians.

When visiting a construction site recently, I found the safetymanager at his desk preparing safety talks for the next daysmeetings. He said other than the behavior based safetyprogram, training the worker safety committee and leadingcrafts on inspection tours, it was his main job. He seldom had to

Tall man withshort character



investigate incidents-because they seldom had any. Unlike manysites, this one had it right: the foremen were the eyes and ears ofsafety. The on-site theory was that if the foremen is supposed todirect the work, it was his job to direct it safely. Since the foremenis responsible for planning safety for each task, at that site all craftshelp prepare the JSA-job safety analysis. Since they help plan thework, they then own the safety program and become care-takersfor each other and the craft teams. At that site, reaching zero injurywas happening and it was the job of all and its exciting seeing theleaders enjoining with the crafts in everypart of the safety program. The craftswere even in charge of the awards andrecognition program. All managementhad to do at that site was facilitate thesafety program. Quality, production andsafety were working excellently. The craftteams made the program successful andthey were the envy of the companysother project teams.

What About Discipline?Every company needs a rm disciplinaryprogram. Its there for when a workeracts like an individual and not a teammember. Its when an outlier cannotconform to a structured program. Its for

when someone does not care for othersthe way he should. Its for those who takeunnecessary risks that put lives and limbsand families in the line of re.

At well lead projects where individuals arecared for and made a part of somethinggood, discipline takes care of itself. Whendiscipline is necessary, it is done with care,not punishment. Sometimes forgivenessis in vogue; sometimes retraining ortime o is indicated. If a person needs

to be dismissed from the site, it should be done with care andunderstanding.

Projects can take on a personality and a culture of caring. Leadyours correctly and be known as the one that stands tall in statureas well as character. u

FOUR HOUSTON CENTER 1221 LAMAR STREET 16th Floor HOUSTON, TX 77010 Tel: 713-535-5500

www.cbylaw.com

HOUSTON DALLAS /FT. WORTH SAN ANTONIO AUSTIN

Cokinos, Bosien & Young

Game PlanKnow the market.

Protect acquisitions and investments.

Play to win.

Thats the Cokinos, Bosien & Youngapproach. Whether its complexlitigation, transactions, businessformation or dispute resolution, ourattorneys understand that your

business is more than a game.

ABOUT THE AUTHORBennett Ghormley has more than 35 years ofexperience in safety, training and constructionadministration. He is experienced in implementingsafety programs involving commercial, industrial andmunicipal industries. Mr. Ghormley has conductedaudits, investigations and inspections in re neries,chemical and petrochemical plants, for pipelines,water and waste facilities, manufacturing plants and fabrication facilities. Mr. Ghormley has served asan expert witness in litigation cases and appearedbefore the Workers Compensation Commission, EEOC,Employment Commission and civil courts. Contact Mr.Ghormley via email at [email protected].



Industry Leaders Must Now FaceGrowing Employment IssuesMEGAN BRANN



The Construction Industry Faces ComplexAnd Interwoven Issues ConcerningEmployment In The Next Decade.

Early obstacles have evolved into daunting complications someindustry leaders struggle to confront. The skilled workforce hasdwindled into what may feel like a drought; the industry ghts to

dispel myths created by poor, perhaps unintentional, branding;and students are just now beginning to see the value in vocationaltraining as opposed to a collegiate education. Some of theseconcerns are factors of a variety of controversial and, what somemay call, hot button issues, like immigration. So the questionarises, what must industry leaders do to tackle employmentproblems?

The Problems RootsMany agree about the factors that have led the industry into theskilled workforce shortage. Randy Walker said the shortage isan unintended consequence of companies moving their work-

hours o site which has eliminated the entry-level practice newemployees need to acquire the knowledge necessary to mastertheir craft. This action reduced the number of helpers needed. Butwhile this cuts cost, Walker said there are unseen penalties.

Contractors failure or inability to convey the value propositioncoupled with owners drive for lowest cost versus most coste ective caused contractors who instituted viable trainingprograms to abandon them in order to compete for projectsagainst contractors who do no training, Walker said.

He adds that owners have evolved to a bidding process that has

shifted the accountability for contract award to the procurementdepartments and in most cases contractors inability to conveyvalue propositions for mature cost and scheduling techniques(requires sta ng and more cost to owners in the short term) hasreduced the evaluation to pure low cost.

Many studies and white papers identify the hazards of fasttrack projects, yet the owners are pushing the contractors forcompressed schedules that rob the industry of any opportunity toimplement reasonable and consistent training programs, Walkeriterated.

Construction Career Collaborative, also known as C3, was createdto positively address the issues facing the craft worker. ExecutiveDirector Chuck Gremillion said part of the reason why there wasmovement away from formalized craft training was after unionswere primarily eradicated from Houston; many companies chosenot to adopt training programs in order to drive down costs.

The misclassi cation of the worker also became an issue,Gremillion said. Companies identifying as subcontractors dontneed to pay employment taxes or provide employee bene ts.

Formalized training may assist in bringing in a new generationof industry leaders. A feat which Gremillion said is something hecant say enough about.

We must make the industry attractive again, Gremillion said. Wemust better communicate what a career in construction can be,and what it can become. We need to pay properly and provideemployee bene ts.

It is unreasonable to expect a person to work a ten-hour shift,drive 30 to 45 minutes to an o site training facility and then spend1.5 to 2.5 hours in a classroom, we have all but abandoned on sitetraining and compensation for participation as a cost reductionstrategy, Walker said.

We must re-tool the image of the industry, Walker added, bycreating more visibility to parents and potential entrants bydemonstrating sustainable career options, competitive wages,and dispelling the myth that our industry is not safe.

Because a company may not have formalized training upon entry,because the new hire may have demanding hours with nightclasses, because they may not have the opportunity to apply theclassroom knowledge onsite, potential new hires fall throughthese gaps into other careers. Formalized entry training, like manyother careers o er, may tackle the foundational issues by creatingunderstanding, Gremillion said.

It may also dispel the many myths circulating the industry. Myths,like vultures, pick apart the truth and reveal obstacles the industrystill needs to face. Walker said the two critical myths are that thework is too dangerous or that there is no sustainable career. But

a dangerous myth, Gremillion said, is one that perhaps few wouldlike to admit to him.

One myth that, perhaps, no one would like to tell me is that wecan not overcome this problem. These issues are so embeddedthat many are taking a short term view, believing that it is morecost e ective when, in fact, it is more cost e ective to turn theother way, Gremillion said. We like to say at C3 that 90 percentof the cost of a building is after its constructed. Maintenance onan improperly constructed building will cost more. But I nd thatmany believe someone else will solve the problem.

The issue needs more leaders, Gremillion said. When moreorganizations get involved, the quicker the problem may be solved.

A View on Immigrations RoleThe controversy surrounding immigration, especially in thelast year, has forced the conversation into the o ces ofconstruction industry leaders of what type of action to take for theundocumented employee. President and CEO of Marek BrothersSystems, Inc. Stan Marek is on the forefront of this issue, analyzingits e ectiveness.

Continued on Page 23



Slide Rail System

Build-A-BoxTM

Manhole Shield

Hydraulic Shores

Road Plate Steel Trench Boxes

A division of Trench Plate Rental Co

South Houston (713) 671-2551 Dallas/Ft. Worth (817) 502-1444 North Houston (866) 247-9449

F IRST IN S ERVICE

www.tprco.com

www.efficiencyshoring.com

S INCE 1979

We believe there is honor in the deal. In our world of business, we prefer handshakes tocontracts. Honesty over prot. Quality over quantity. That may not always be the way itsdone, but thats how we do it. At Locke, were changing the way precast concrete is designedand made. And were doing it the way our parents taught us: with a handshake & a promise.

Locke Solutions: A superior-quality product paired with world-class customer service.P R E C A S T D I V I S I O N

P H O N E : 8 3 2 . 8 0 4 . 7 0 6 2 | F A X : 8 3 2 . 8 0 4 . 7 0 7 1 | L O C K E S O L U T I O N S . C O M

DO WHAT YOU SAY, AND SAY WHAT YOU MEAN.


23/28June / July 2015 BuildHoustonOnlin

Speaking as the leader of a large commercial specialty contractor,Marek states, In Texas as other border states, we have mostlyan undocumented labor force. They work mostly as independentsubcontractors or for labor brokers that also misclassify them.Few pay taxes or receive any bene ts. And wages are below thepoverty level.

Marek recently wrote an Op-Ed for the Houston Chronicle andhas agreed to reuse of its contents. He began by discussing theDeferred Action for Childhood Arrivals (DACA), which gave foreign-born children who illegally entered the country before their 18 th birthday an opportunity to seek legal status. Marek added that itgranted them the right to work.

But it wasnt just given out like candy, as some suggest. Theseyoung people who were brought here through no fault of theirown had to pass a criminal background check, pay $485 and thewhole process has to be repeated every two years, Marek wrote.Immigrants who are in the country without documents shouldwork and pay taxes like the rest of us. Why would anyone who callshimself conservative be opposed to ensuring immigrants arentgiven a free ride? The U.S. Department of Homeland Securityestimates an executive order extending DACA to the parentsof children and young adults who qualify for the program coulda ect more than 5 million people. Its not amnesty. It is a sensibleprogram aimed at identifying people and taxing them for workingin the United States. Thats the kind of border security we need.

So how will changes a ect the industry? Marek said he believescurrent immigration laws could help soften the shortage of skilledworkers. Marek referenced the Deferred Action for Parentsof Americans and Lawful Permanent Residents (DAPA), acting

similarly as DACA, stating it was a great solution.

But it will be tied up in court and may never see the lightof day. Congress refuses to deal with this issue. So if nothinghappens, more workers will cease being employees and work asindependents being responsible for their own taxes and accidentinsurance. And eventually all undocumented workers will nd thisas their only way to work in the US, Marek said.

Associated Builders and Contractors (ABC) stance proposesapplicants for the guest worker program already living in the U.S.to pay a registration fee and have a sponsoring employer as well

as comply with all rules and regulations necessary under law. Theemployer can aid the worker in paying the fee, or the worker canhave his/her fee withheld from the workers wages over a periodof time. As for identi cation, ABC supports simpli cation andexpansion of the H-2B visa program, which provides Americanbusinesses with the ability to bring in workers to perform skilledand low-skilled tasks in non-agricultural industries. The currentH-2B visa program is tedious, time consuming, expensive andlargely unsuccessful for the construction industry. ABC believesthe government should not target or prosecute employers thatenroll in and properly use E-Verify, or properly comply with

Form I-9 requirements. Good faith compliance should be ana rmative defense that the employer did not knowingly hirean undocumented worker. Before imposing any civil or criminalpenalties, the government should be required to prove beyonda reasonable doubt that the employer had actual knowledge thatthe employee circumvented the electronic veri cation system/Form I-9 documentation.

Unions E ect on EmploymentBut in order to tackle these issues, maintaining an open shopworkforce is critical. Open shop contractors dominate the market,but Mark Jodon, of Littler Mendelson, P.C., said unions could regaina strong hold if the opportunity arises.

Generally, the union movement remains dormant. There arevery few organizing campaigns in the Greater Houston area andin Texas generally. Only 6.2 percent of the workforce in Texas isrepresented by unions. There are pockets of activity from time totime, Jodon said. Employers should expect some renewed e ortsindependent of a disa ected group of employees of a singlecompany. For example, the Teamsters are trying to re-establish itspresence in the waste refuse arena by attempting to leverage othe positives it may secure in the collective bargaining agreementswith the few unionized companies that exist. The IBEW is runningprime-time advertisements on television extolling the virtues ofunion labor and training.

Jodon suggested that companies combat the strength of unionsinternally by analyzing policies and employee satisfaction.Employers should conduct vulnerability audits in order todetermine areas of exposure to union campaigns. He alsorecommended creating a rapid response team in order to deploy

any action if need be. But all in all, he said communication is key.First and foremost, Jodon iterated, listening to employees andbeing proactive is critical.

Unless the unions have an opening, they are basically restrictedto advertisingalbeit noisy and disruptiveand/or cold callingon departing/arriving workers at a facility or nearby bar or eatery.Good communications, fair treatment and respect are the keys tokeeping the union o your doorstep, Jodon said.

The Next DecadeThe construction industry is facing a new era with new employees,

better technologies and improved safety structures. Enhanced,formalized craft training for introductory employees will be the

rst hurdle for many companies, but, perhaps, the most vital jump.Immigration and union control could a ect industry growth, andits important to be aware of how possible changes and reformswill alter company functions. To repeat Gremillions sentiments- in order to tackle the obstacles prohibiting progress, industryleaders must do exactly what the title suggests: lead. u MB

Editors Note: C3 does not o cially hold a political stance on immigration issues. Their inclusion in this article is

strictly based on their expertise in workforce development.



Associated Builders & Contractors(ABC) of Greater Houston awardedfve candidates scholarships totalling$15,000.

The selections of the recipients for ABCs 2015 Scholarshipawards were made by ABC Young Professional Committeemembers. The scholarships are paid for by ABC membershipevents; members and sta fundraise during these events for

the ability to o er funds to support their career decisions. Thecriteria included a minimum number of credit hours completed,two reference letters, and a degree plan among other standards.Perhaps one that became most time consuming was the requiredessay.

Students, in front of a blank page, had the opportunity to writewhy they were entering the construction eld with a chance of

receiving a scholarship. Those students with the best essays andapplications were awarded scholarships: ABC congratulates thefollowing scholarship recipients.

Michael Moore Memorial Scholarship - $2,000

o Ericka Reubin, Sam Houston State University

ABC Greater Houston Scholarship - $2,000

o Michael Newman, University of Houston

ABC Greater Houston Scholarship - $2,000

o Diego Barragan, University of Houston

Phil Coplen Memorial Scholarship - $3,000

o Alejandro Jaimes, University of Houston

Bill Brown Memorial Scholarship - $3,000

o German Martinez, University of Houston

Jim Gaudet Memorial Scholarship - $3,000

o Curtis Lucas, University of Houston

ABC Greater Houston would like to congratulate all of the recipientsfor their dedication and e ort they took to receive this honor. Theywould also like to thank the ABC Young Professionals Committeefor their work selecting the students with the deserving merit.

Committee members include: Robert Pack, Watts Pools

Christian Staples, KBR Building Group

Randy Wake eld, Marek Brothers Systems

Michael Losoya, Teal Construction

Gri n Taylor, Rollcon, LLC

Dan Currie, Leasing Associates

ABC Awards Five Scholarships to CandidatesPursuing Construction Management



PEOPLE ON THE MOVEMembers of the American SubcontractorsAssociation elected Letitia Tish HaleyBarker to serve as the 2015-16 ASApresident. Barker is president of theDallas-based company, Haley-Greer Inc.,one of the largest curtain wall contractorsin the United States.

Hoar Construction welcomes Justin Brodnax as PreconstructionManager at Hoar Construction, Justin is responsible forcoordination of design management, estimating, scheduling,and document reviews during the preconstructionprocess. He maintains close interaction with designteams, and Hoar project management team to give inputon material and systems selections and conducts valueengineering exercises. Justin insures smooth transitionfrom preconstruction to construction. Justin is currentlyworking on Abilene Christian University Scienceand Sports projects. Hoar Construction alsowelcomes Walton Rader as Senior ProjectManager. Walton oversees con rmation ofproject scope, prepares bid packages, holdsconstruction conferences, evaluates bids,

and makes recommendations for award ofsubcontracts and purchase orders. He alsooversees cost analysis, cost projections andreporting, preparation of monthly applicationsfor payment, analysis and preparation of change order requests.He also contributes support for the on-site superintendent andhis eld superintendents to ensure the project is on time andwithin budget. Walton is currently working One Lakes Edge in theWoodlands.

Century Elevators Inc. is excited to announce that Barney Hannahas joined the team as the GEDA Products Manager to pioneer a

new division for Century Elevators with a general focus on sca oldrelated lifting products. Barney comes to Century Elevators withnearly 35 years of sales experience speci cally in dealer anddistributor development. Prior to joining Century Elevators, heheld various roles at Upright Sca old USA, LLC, American Platform& Sca olding and Power Climber. Barney has worked in theConstruction Access Industry for over 20 years, and is a memberof the Board of Directors of SAIA. He is also a founding memberof the ANSI A92.10 and A92.9 Standard Development Committeesand a graduate of University of Maryland, College Park with a BA inBusiness Administration.

PROJECT NEWSWith the $7 million renovation of Texas A&M UniversitysFrancis Hall recently completed by Satterfeld & PontikesConstruction (S&P) on the College Station campus, ConstructionScience students now have a new academic home. The revitalizedthree-story building is the new home for the universitysConstruction Science Departments 900 students and 30faculty members and also is the rst standalone facility in Texasdedicated to construction education. Constructed in 1918, FrancisHall is one of the universitys oldest structures. The building hashistoric core designation and is listed as a heritage building. The32,500-square-foot project followed strict construction guidelinesand procedures for historic treatment.

KBR, Inc. recently announced it has been awarded a near-shore oating LNG Front End Engineering Design (FEED)contract by Lloyds Energy Ltd. Under this contract, KBR willprovide integrated topsides and hull engineering design

services for a nominal 2.5 million TPA oating naturalgas liquefaction plant (FLNG). Start-up of the project

facilities is expected to take place in 2019. All LNGprocessing facilities, together with the associatedutilities and power generation, will be locatedon the FLNG barges, which will be moored atthe end of a new single jetty, about 3.5km in

length. LNG storage will be in the barge hullsand loading will be via a separate LNG carrierberth at the end of the jetty.

COMPANY NEWSTrench Plate Rental Co. (TPR) has acquired the assets andoperations of E ciency Shoring & Supply (ESS), a multi-stateprovider of trench safety equipment rentals and sales withlocations in Dallas and Houston, Texas; Joliet (Chicago), Illinois;and Tampa, Orlando, and Miami / Ft. Lauderdale, Florida. ESS was

In The Know

Barker



founded in 2009 by E ciency Production, Inc. (EPI), one of thecountrys leading designers and manufacturers of trench safetyequipment based in Mason, MI. As part of the acquisition, the TPR-ESS locations will continue to provide factory-direct sales of EPIsextensive and highly-regarded trench safety equipment product

line.

SPECIAL AWARDS & RECOGNITIONAmerican Subcontractors Association presented its prestigiousExcellence in Ethics Awards to Haley-Greer, Inc., Houston/Dallas,Texas, and 12 other subcontractors for achieving the higheststandards of internal and external integrity for a subcontracting

rm.

Associated Builders and Contractors (ABC) presented Pyramidawards to Hoar Construction for the rms work on the M2Apartments (Residential: Multi-Family and Condominiumcategory), the Abroms Engel Institute for the Visual Arts(Institutional category) and NEA Baptist Memorial Hospital andClinic (Mega Projects category). The three awards were presentedat the 25th annual Excellence in Construction Awards celebrationin Ft. Lauderdale on March 5, 2015. ABCs National Excellence

in Construction program is the premier competitionwithin the construction industry that recognizes

outstanding construction projects across thenation.

Chambers USA recently announced that four

Coats Rose Directors Thomas R. Barber,Patrick E. Gaas, Clyde H. Jacob, III andWalter W. Christy are recognized as

Leaders in their Fields in the 2015Chambers & Partners USA Guide.Coats Rose was once again recognizedas a leader in both Construction lawin Texas and Labor and Employmentlaw in Louisiana. Chambers USA isindependently researched and widelyconsidered to be the most reputable law

rm directory in the world.

Houston-based NCI Building Systems was recently recognizedas one of Forbes Magazines 2015 100 Most TrustworthyCompanies in America. The list, divided into Large, Mid andSmall capitalization categories, ranked NCI as number 14 out of

44 companies in the Mid-Cap category with a score of 91 out of100. Leading investment advisor GMI Ratings worked with Forbesto create the prestigious list after reviewing the demonstratedtransparent accounting practices and solid corporate governanceof more than 5,500 publicly-traded companies throughout theU.S.

Oxford Builders Inc. President William P. Sanchez won ascholarship from Goldman Sachs 10,000 Small Businesses andhas just graduated from Goldman Sachs 10,000 Small BusinessesCohort 12 at Houston Community College. u

Sanchez

Rader



Hous ton Bus ines s Round tabl eWinner for Outstanding Safety

Perf orma nce in t he C ategory of Commercial Public Works

5207 A SHBROOK H OUSTON , T X 77081 P H : 713-664-7000 F AX 713-664-0100

H OUSTON P UERTO R ICO

WWW.CHANNELTERMINALS.COM


28/28

PRSRT STD

US POSTAGE

PAID

HOUSTON TX

PERMIT 2597Published by Associated Builders & Contractors of Greater Houston4910 Dacoma St.Houston, Texas 77092(713)523-6ABC (877)577-6ABC

builds relationships by providing clients withOur construction team

solutions based on experience.

build houston june july 2015

Documents