In the summer of 2022, the @ACEMentor Program of America placed more than 500 high school students in paid externships with architecture, construction, and engineering firms across the country as a part of the ACE Mentor Summer Workplace Experience (SWE) program.  READ MORE.

During CIRT's upcoming Fall Conference, industry leaders Dan Johnson (CEO of Mortenson) and Mike Choutka (CEO of Hensel Phelps) will share their companies' experiences becoming "Transformative Partners" with the ACE Mentor Program of America to provide a pathway for students from high school to the AEC industry and ensuring that those students actually finish their secondary education.

An important new study related to mental health issues vs. the willingness to discuss such matters was released today by the American Psychiatric Association (APA). 

The attached summary of the report raises this matter at a time when the construction workforce is afflicted with the second highest suicide rate among major industries.   Also available from the APA for firms is NOTICE. TALK. ACT.® at Work, an e-learning training for managers on supporting employees’ mental health needs.

New Report: In Construction Industry, Concern for Mental Health Is High,

But Willingness to Discuss Mental Health is Low

• 93% of all survey respondents recognize addressing mental health at work as a sound business practice, and among presidents, CEOs, and owners, 77% indicated it was prioritized at work.

• When asked if workers were likely to seek needed mental health care, only 26% indicated they believed workers were likely to seek care, whereas nearly half did not know (43%) and nearly a third said workers were unlikely to (31%).

• Overall, respondents said their organizations make supervisor training (25%) or employee training (25%) available; 69% identified supervisor training as most helpful and 66% identified training for employees as most helpful.

• When asked whether workers would openly discuss mental health with supervisors, only 17% responded they would, 37% indicated they would not, and almost half of respondents (46%) were either undecided or did not know. APA polling of the general public from earlier this year shows a dramatic contrast: nearly 56% in that poll indicated they’d be comfortable discussing mental health with their supervisors.

• Similarly, when asked whether workers would openly discuss mental health with co-workers, only 18% agreed, 31% disagreed, and more than half (51%) were either undecided or did not know. This also indicates a contrast with the APA public polling where 56% of respondents indicated they’d be comfortable talking about mental health with colleagues.

The top four reasons for that reticence, according to those polled were:
The American Psychiatric Association Foundation is the philanthropic and educational arm of APA. The APA Foundation promotes awareness of mental illnesses and the effectiveness of treatment, the importance of early intervention, access to care, and the need for high-quality services and treatment through a combination of public and professional education, research, research training, grants, and awards.
The American Psychiatric Association, founded in 1844, is the oldest medical association in the country. The APA is also the largest psychiatric association in the world with 37,400 physician members specializing in the diagnosis, treatment, prevention and research of mental illnesses. APA’s vision is to ensure access to quality psychiatric diagnosis and treatment. For more information, please visit www.psychiatry.org.

APA Foundation’s Center for Workplace Mental Health Partners with Construction Financial Management Association, CSDZ and Holmes Murphy to Combat Stigma

Washington, D.C. (Sept. 30, 2021)—As the pandemic continues to impact the economy and mental health of many workers, construction experiences the second highest rate of suicide among major industries. A new survey of the construction workforce from the American Psychiatric Association (APA) Foundation’s Center for Workplace Mental Health, the Construction Financial Management Association, CSDZ and Holmes Murphy, calls attention to this issue and offers insights during Suicide Prevention Awareness Month.

The online 20-question survey was launched in March 2021, and was answered by 1,175 respondents. It was distributed in all regions of the country by the four sponsoring organizations, along with state chapters of national construction trade associations, labor unions, and joint labor-management benefit trusts. Of the primary job function reported by respondents, 29% were “CFOs, Controllers or Financial Professionals,” 22% were in “Safety/Risk Management,” and 16% were “CEOs, Presidents, and Owners.”

Among the key findings:

“The stark differences in the level of comfort just talking about mental health in this industry tells us that we have a ways to go in fighting stigma and giving managers the tools they need to support worker mental health,” said Darcy Gruttadaro, J.D., Director of the APAF Center for Workplace Mental Health.  “The good news from these results is that the top-line management in construction are paying attention, and with leaders like CFMA, Holmes Murphy and CSDZ in our corner, we will continue our work in supporting the creation of mentally healthy organizational cultures, ending stigma, and improving access to effective and timely care for mental health and substance use conditions.”

“I’m pleased that senior leadership in our industry took the time to participate in this survey. These findings, recommendations and resources will help maintain the industry’s momentum of addressing mental health and wellbeing, including suicide prevention, a topic we have been advocating on behalf of for the last six years,” said Stuart Binstock, President & CEO of the Construction Financial Management Association.

“Holmes Murphy and CSDZ are proud to be co-sponsors of this survey. We recognize the challenges that so many are facing at an organizational and employee level. The final report provides insights and perspectives to help industry stakeholders reduce barriers and improve access to care for construction workers and dependents through company or union-sponsored health plans,” said Cal Beyer, Vice President of Workforce Risk and Worker Wellbeing for CSDZ, a Holmes Murphy company.

For organizations and businesses seeking help in supporting the mental health of their workforce, APA Foundation’s Center for Workplace Mental Health provides tools, resources and information, and has recently issued toolkits and webinars on COVID-19, remote work and more. The Center recently released NOTICE. TALK. ACT.® at Work, an e-learning training for managers on supporting employees’ mental health needs.

American Psychiatric Association Foundation

American Psychiatric Association

Congress just passed the $1.9 trillion COVID relief bill, the “American Rescue Plan Act of 2021” (ARPA), and have sent it on to the President for his expected signature. The bill includes significant employee benefits related provisions including a federal subsidy that will cover 100% of the cost of COBRA continuation coverage for up to 6 months for individuals who have had an involuntary termination of employment or reduction in hours. The bill also includes an increase in the amount an employee can elect to contribute tax-free to a Section §129 Dependent Care Assistance Program (DCAP).

[For details: Read the full RCM&D alert here]. 

According to a new survey conducted by Oasis, a Human Resources (HR) services provider, ensuring a safe work environment amid COVID-19 is the top priority among business leaders/CEOs. The emphasized on “workplace safety” has overtaken other critical business considerations such as: talent acquisition and professional development. Oasis, a Paychex® Company, conducted its national survey of 300 business leaders who employed 5 to 99 employees from a broad cross-section of industries. The results are now available in its white paper 2021 Priorities for Business Leaders: A U.S. Survey.

The shifting of priorities appears to be due to COVID-19, thus pushing “talent acquisition” from the top of the list—a spot it has held for the past 2 years. The new top five priorities as identified by CEOs are:

• Ensuring a safe workplace in light of COVID-19: 36%
• Offering competitive compensation and benefits (including employee assistance programs): 31%
• Developing employees and future leaders for succession: 29%
• Attracting strong, competent management and dedicated, capable staff: 28%
• Maintaining ongoing regulatory compliance: 28%

According to Oasis president, Teresa Carroll, “No matter the industry they serve, all businesses have had to adapt to new regulations and local and state mandates as the pandemic evolves. Likewise, whether employees have faced cutbacks or mental health challenges brought on by the pandemic, all workers have been impacted. In turn, this has brought workforce management and overall physical, financial, mental, and social employee wellness front and center among business leaders’ list of priorities.”
[SEE, Oasis press release for more details].

Recently, the Occupational Safety and Health Administration (OSHA) issued guidance titled “Protecting Workers: Guidance on Mitigating and Preventing the Spread of COVID-19 in the Workplace.”  The new guidance, which is advisory, addresses not only some of the more commonplace safety practices (such as mask wearing, etc.) but also other employment policies and practices not as readily associated with workplace safety. HR legal experts are advising employers when you are updating or implementing new policies related to topics such as vaccines, COVID-19-related leave, and antiretaliation policies, you should include in your analysis the impact of the guidance on your policies and their potential impact on workplace safety.

Much of OSHA’s recent COVID-19 guidance involves practices that are now commonplace: maintaining social distance, wearing face coverings, practicing good hygiene, and disinfecting regularly. However, the new guidance also recommends additional practices to help maximize the effectiveness of employers’ current procedures. For example, the new guidance focuses on:

• Hazard assessments to pinpoint employees’ specific safety needs;
• Ensuring employee input into needed procedures because they are often in the best place to point out hazards specific to their own working conditions;
• Ensuring safety procedures are communicated effectively—meaning they are widely available in formats employees understand (i.e., American Sign Language, non-English spoken languages);
• Appointment of an individual “point-person” to be responsible for COVID-19 on the employer’s behalf;
• Adoption of policies that reduce negative impacts on employees missing work due to COVID-19; and
• Implementation of protections that reassure employees they won’t be retaliated against if they raise questions or concerns with workplace safety procedures.

[For details see, Sara T. Quinn’s, Esq., Butler Snow LLP, article: OSHA Guidance Touches on More Than Masks, Distancing - HR Daily Advisor (blr.com)]

The Biden Administration is calling on businesses big and small to help bring the pandemic to an end. In an advisor sent out by the Director of Private Sector Engagement, the Administration is encouraging employers to follow a few steps or reminders in their workplaces and establishments.  Andy Slavitt, White House Senior Advisor for the COVID Response Team, has indicated the important role the business community can play in supporting recovery efforts through key actions, including the promotion of mask wearing, vaccine accessibility, and more.

[SEE, Attached Flyer for use by companies]

As widely reported, President Biden has used an unprecedented number of Executive Orders (E.O.’s, now put at approximately 30) and other directives in the first week of his Administration to cover a wide range of policy areas.  Among the matters addressed two are of particular interest to the design and construction community:  suspension of permits for the Keystone XL Pipeline project and halting of any further construction of the fence/wall along the U.S. southern border.  Given the fact both of these infrastructure projects were underway, after extended debate and consideration, the stoppage has directly impacted jobs in our industry.

(1) The Keystone project will likely layoff over a 1,000 workers, with anywhere from another 10-40,000 never being hired or employed on the pipeline; and 

(2) With the work being halted on the border fence/wall, former Customs & Border Protection Commissioner Mark Morgan estimates it will cost approximately 5,000 construction jobs being lost. [NOTE: After obtaining billions of dollars in funding for construction of the border fence/wall over the last four years, the Trump Administration had completed about 450 miles before leaving office].

During the closing evening at the GOP Convention, workforce issues took center stage with a presentation by Stacia Brightmon, a Marine Corps veteran and single mom that found her calling and career path through an apprenticeship program championed by the Trump Administration spearheaded by the President’s daughter Ivanka. Specifically, Ms. Brightmon a Safety Document Specialist at S & B Engineers and Constructors, Ltd. referenced her company’s “Women in Construction Earn While You Learn” apprentice program.  Initiatives like this, and others, have been the center piece of the National Council for the American Worker and the American Workforce Policy Advisory Board programs launched by the Trump Administration; that also partner with FindSomethingNew.org which provides a portal to new workforce opportunities.  

CIRT has been reporting on various aspects of the current Administration’s focus on alternative job paths, including apprenticeships, for some time (See e.g., CIRT stories dated 02/12/20, 02/11/20, etc.).  This extraordinary emphasis seems to reflect the President’s background in the building industry. 

Re-imagining community colleges and their role in the post-pandemic period is the subject of a new report entitled: “The Indispensable Institution.”  The focus is on upskilling, retraining and providing new training approaches to millions of potential employees in the future.  By stepping forward to fills this gap, the community colleges will play a vital role for a host of industries, including those in the design/construction community.  [Read report for details].

“The Relaunching America's Workforce Act” (RAWA), was introduced on Friday, May 1st, by the House Education and Labor Committee Chairman, Bobby Scott along with a co-led effort in the Senate by Tim Kaine. RAWA seeks to provide both immediate and long-term supports to the U.S. workforce. The proposed funding structure mirrors “The American Recovery and Reinvestment Act,” the stimulus bill passed in 2009 to address the Great Recession. Funding for the workforce system will be funneled through existing channels, to get resources to the local level as quickly as possible. RAWA aims to keep people on the job now, while also putting people back to work when necessary. The bill focuses on maintaining core elements of WIOA and Perkins CTE legislation by concentrating on the most vulnerable populations, while recognizing the definition of “vulnerable” will change due to the COVID-19 crisis, ensuring support will be provided to those most effected. The act increases flexibility so more funding can be used for training, supportive services, and career services.  It is unclear how far this proposed bill will go, given the White House and the Republican majority in the Senate has yet to come onboard or offer any support/changes to the proposal.

Summary of Bill’s Key Provisions:

• Provides eligibility flexibility and maintaining eligibility for use. This legislation expands on increased eligibility offered in the CARES Act, ensuring that all individuals in need of WIOA services are able to access them.
• Expands eligibility so anyone can access individualized career services.
• This eligibility extends to all in the labor force, including the "gig" or independent contract worker.
• Expands the allowable amount of funds used on incumbent workers to 40%.
• Makes allowable 40% of funds for transitional jobs, including public sector jobs.
• Allows 75% of employee wages eligible to be reimbursed for on the job training.
• Allows for an additional 10% of allocated funds for governor's reserve to be used for COVID-19 response.
• Requires states to deliver a COVID-19 recovery plan within 60 days of funds being distributed.
• Requires that at least 50% of dislocated worker grants to be distributed in 60 days.
• Makes allowable 1/3 of adult education funds to be used on incumbent worker training and employer supports.
• Native American Grants expanded eligibility to individuals at up to 150% of poverty line.
• No funds for this act may be used for IRAPs or SREs.