The Blog

The construction industry added 4,000 jobs on net in January, according to an Associated Builders and Contractors analysis of U.S. Bureau of Labor Statistics data. On a year-over-year basis, industry employment has increased by 178,000 jobs, an increase of 2.2%. 

Nonresidential construction employment increased by 4,400 positions on net, with growth in 2 of the 3 subcategories. Nonresidential specialty trade added the most jobs, increasing by 5,600 positions, followed by nonresidential building, which added 1,100 jobs. Heavy and civil engineering lost 2,300 jobs last month.

The construction unemployment rate rose to 6.5% in January. Unemployment across all industries decreased from 4.1% in December to 4.0% last month.

“Construction hiring has slowed to a crawl since October, with the industry averaging just 6,000 net new jobs per month,” said ABC Chief Economist Anirban Basu. “This is largely a reflection of weakness in the residential sector, which actually lost 200 jobs in January. Given the ongoing effects of high interest rates and the sharp decline in the number of housing units under construction, residential employment should continue to pull back over the next few quarters.

“Slowing demand for labor on the residential side of the industry could very well benefit nonresidential contractors,” said Basu. “Average hourly earnings for construction workers were up 4.1% on a year-over-year basis in January. While that’s still fast wage growth by historical standards, it’s also the smallest annual increase since 2021. With a majority of contractors expecting to expand their staffing levels over the first half of the year, according to ABC’s Construction Confidence Index, the availability of workers who would otherwise work on the residential side of the industry should help nonresidential wage growth return to healthier levels.”  

Associated Builders and Contractors reported that its Construction Backlog Indicator increased to 8.4 months in January, according to an ABC member survey conducted Jan. 21 to Feb. 3. The reading is unchanged from January 2024.  

View the full Construction Backlog Indicator and Construction Confidence Index data series.

The monthly increase in backlog was concentrated in the Western region, which also exhibited the largest growth in backlog over the past year. The South has the longest backlog of any region despite exhibiting the largest year-over-year decrease.

ABC’s Construction Confidence Index readings for sales and profit margins improved in January, while the reading for staffing levels declined. The readings for all three components remain above the threshold of 50, indicating expectations for growth over the next six months.

“While backlog has remained within a narrow range over the past year, contractors broadly expect construction activity to pick up over the next six months," said ABC Chief Economist Anirban Basu. “Contractor confidence regarding sales has improved significantly over the past year, with much of that improvement occurring since November’s election. The fact that staffing level expectations remain elevated suggests that job openings, which fell sharply during the final months of 2024, should rebound during the first half of 2025.”

Associated Builders and Contractors celebrated a Feb. 7 decision by the U.S. Department of Defense that will restore merit-based competition for taxpayer-funded construction projects procured by military agencies.

“The DoD’s new policy effectively eliminates President Joe Biden’s controversial rule requiring anti-competitive, inflationary, union-favoring project labor agreements on federal construction projects of $35 million or more––but only for DoD construction solicitations,” said Ben Brubeck, ABC vice president of regulatory, labor and state affairs. “The DoD’s policy remains in effect until it is rescinded. Other federal civilian agencies are still subject to Biden’s harmful pro-PLA rule.

“ABC has fought hard to restore merit-based fair and open competition in federal contracting so all Americans and all qualified construction firms can compete on a level playing field to build and rebuild America,” said Brubeck. “While we are pleased with the DoD’s policy change, ABC will continue its tireless efforts advocating for this pro-taxpayer policy to be adopted governmentwide permanently.”

The Biden PLA policy has been widely criticized by the construction industry, taxpayer watchdogs and lawmakers for needlessly inflating construction costs, delaying projects and effectively steering contracts to unionized firms and union labor at the expense of taxpayers and federal laws requiring fair and open competition.

“ABC has testified before Congress that, when mandated by government, PLAs increase construction costs by an estimated 12% to 20%, reduce competition from qualified contractors and their employees, steal money from the paychecks of token nonunion workers permitted on PLA projects and exacerbate the construction industry’s worker shortage,” said Brubeck. “Typical PLA mandates discourage competition from some of the best bidders and 9 out of 10 U.S. construction industry workers by forcing contractors to sign special union collective bargaining agreements, hire workers from union halls and apprenticeship programs and accept compulsory union representation on behalf of any members of their existing workforces. This exposes those workers to union wage theft of up to 34% of their compensation unless they join a union and vest in union benefits plans.”

On Jan. 9, ABC and 24 other construction and business groups in the Build America Local coalition sent a letter to President Donald Trump requesting an executive order that would restore fair and open competition on federal and federally assisted construction projects, which would save taxpayers an estimated $10 billion annually.

Last month, ABC welcomed a Jan. 19 decision by the U.S. Court of Federal Claims that ruled in favor of experienced ABC members and other federal contractors that filed 12 bid protests against three federal agencies––including the DoD’s U.S. Army Corps of Engineers and the Naval Facilities Engineering Systems Command––that mandated PLAs in solicitations for construction services as a result of a Federal Acquisition Regulatory Council rule effective Jan. 22, 2024, implementing Biden’s Executive Order 14063.

Judge Ryan T. Holte struck down PLA mandates on the protested projects for violating federal competitive bidding statutes but stopped short of rescinding the Biden rule requiring PLAs on all future solicitations of $35 million or more. Evidence presented to the court indicated that federal agencies determined PLA mandates triggered by the Biden rule would increase costs and reduce competition on federal construction projects. The contracting community is awaiting additional action in the case as federal agencies work to implement policy complying with the judge’s ruling.

On March 28, 2024, ABC and its Florida First Coast chapter filed suit in federal court to block Biden’s PLA final rule on construction contracts procured by federal agencies, asserting it is beyond the scope of executive authority and violates the U.S. Constitution, the First Amendment and the Administrative Procedure Act, among others. The case is fully briefed and plaintiffs are awaiting a decision on the overall case and a ruling on the motion for preliminary injunction filed in April.

ABC members won 54% of the $205.56 billion in federal contracts worth $35 million or more during fiscal years 2009-2023 and built award-winning projects safely, on time and on budget, without unnecessary government-mandated PLAs. Prior to the Biden final rule, when given the option, the federal government decided to mandate PLAs just 12 times out of 3,222 federal construction contracts of $25 million or more.

The percent of construction workers in the U.S. construction industry who do not belong to a union increased to a record high 89.7%, according to a U.S. Bureau of Labor Statistics report released last month.

Glen Pisani of MAS Building & Bridge has a piece of advice for general contractors when it comes to steel erectors: “Make sure the people on your site are qualified, because mistakes can be catastrophic and skimping on quality isn’t the way to save money.”

That approach is at the core of how MAS operates.  They are among the minority of steel constructors that are AISC (American Institute of Steel Construction) certified. 

The company has created a culture around making sure that the “boots on the ground” are ready for anything that will come their way.  MAS offers competitive pay and benefits, including paying 100 percent of employee health care, a 401(k), quarterly bonus program, and also contributes to annuities for workers. 

MAS also focuses on creating career paths for those looking to advance.  The company hires from within, giving employees wanting to advance the opportunity to do so.  In addition to trade training, it also offers training in management and soft skills.

“If our people want training that we don’t provide, just show us the receipt – we’ll reimburse them for it,” said Pisani, who heads MAS’s Steel Division.

The combination of treating employees well, providing them with extensive opportunities and training has produced impressive results.  When it comes to safety, MAS has earned a 0.69 MOD rating in a particularly dangerous trade.

The company also has expertise in planning and is looking to work even more closely with general contractors to help them plan their steel erection projects.

“I wouldn’t go to the lumber yard with a material order to build my house and ask the forklift driver if he knew of a carpenter who could build it.  The installer is most important on the jobsite,” Pisani says.  “The same is true with steel.”

These are among the reasons why MAS is the largest open-shop steel erector in New England, serving Massachusetts, Rhode Island, northern Connecticut and southern New Hampshire.  In addition to steel, the company also includes Bridge and Marine Divisions.    

by Adam J. Shafran, Esq.

Massachusetts has established comprehensive regulations under 454 CMR 27.00 to clarify and expand upon the state’s wage laws. Below, we’ll explore key aspects of these standards to help employers and employees better understand their rights and responsibilities.

Minimum Wage and Overtime Provisions

Basic Minimum Wage

Employers must pay at least the basic minimum wage unless explicitly granted a waiver under specific legal conditions.

Tipped Employees

The total compensation for tipped employees, including the service rate and tips received, must equal or exceed the basic minimum wage. To comply, employers must:

1. Notify employees in writing about tipping regulations and the service rate.
2. Ensure employees retain all their tips, unless tips are distributed via a lawful tip-pooling arrangement.
3. Pay employees the full minimum wage if the tipping conditions are not met.

Overtime Pay

Non-exempt employees are entitled to overtime pay at 1.5 times their regular hourly rate for any hours worked over 40 in a single week. For tipped employees, the overtime rate is calculated based on the basic minimum wage rather than the service rate.

Reporting Pay

Employees who report for scheduled work of three or more hours must receive at least three hours of pay at the minimum wage if they are sent home early.

On-call Time

Employers must compensate on-call time unless the employee can freely use the time for personal purposes while waiting to be called.

Travel Time

• Ordinary Commutes: Travel between home and work is not compensable.
• Employer-required Travel: Travel beyond ordinary commutes for work purposes is compensable and must be paid at the applicable rate.

Sleeping Time

For employees working shifts of 24 hours or more, meal and sleep periods may be excluded from compensable hours if these periods are pre-agreed in writing and remain uninterrupted.

Permissible Deductions

Employers are allowed to make deductions from an employee's wages only under specific conditions:

• Lodging: Employers may deduct lodging costs from wages, but only if the employee has voluntarily agreed in writing. The maximum allowable deduction is $35 per week for single occupancy. The lodging provided must meet safety and health standards as outlined by relevant regulations.
• Meals: Employers may deduct the cost of meals, up to $6.00 per day for three meals, provided the employee voluntarily accepts them. The meals must meet reasonable nutritional and quality standards.
• Other Authorized Deductions: Employers may deduct for items such as health insurance premiums, union dues, or retirement contributions, but only if the employee has explicitly authorized these deductions in writing.

Uniforms

If a uniform requires special cleaning or maintenance, the employer must either provide the cleaning services or reimburse the employee. Uniforms that are "wash and wear" do not require employer reimbursement.

Prohibited Deductions

Employers may not deduct fees or costs from employees’ wages unless explicitly permitted by law. Unauthorized deductions, including those for cash shortages, breakages, or customer theft, are strictly prohibited and may lead to legal penalties.

Notice and Recordkeeping

Employers are required to:

• Post notices in the workplace outlining minimum wage laws, in both English and any other language spoken by at least 5% of the workforce.
• Maintain detailed and accurate records of hours worked, wages paid, and deductions made for a minimum of three years.
• Provide employees with access to their employment records within 10 business days upon request.

Conclusion

Massachusetts is known for its detailed employee-friendly laws. The above are just a few examples. For comprehensive details, consult the full text of 454 CMR 27.00 or reach out to Rudolph Friedmann for further guidance.

National nonresidential construction spending decreased 0.2% in December 2024, according to an Associated Builders and Contractors analysis of U.S. Census Bureau data. On a seasonally adjusted annualized basis, nonresidential spending totaled $1.241 trillion.

Spending was down on a monthly basis in 9 of the 16 nonresidential subcategories. Private nonresidential spending increased 0.1%, while public nonresidential construction spending was down 0.5% in December.

“Public sector nonresidential spending fell sharply in in the last month of 2024, but that decline was likely a short-term phenomenon as the transition between presidential administrations and cold weather delayed construction work,” said ABC Chief Economist Anirban Basu. “While public sector activity should at least partially rebound in the coming months, high interest rates and an emerging trade war with Canada and Mexico will continue to weigh on many privately financed segments.

“What little private sector nonresidential momentum exists remains concentrated in just two segments,” said Basu. “Data centers, which are part of the office category, and manufacturing accounted for 94% of the increase in total nonresidential construction spending from December 2023 to December 2024. Activity in these segments, and perhaps only these segments, will remain elevated regardless of upward pressure on construction costs.”

The construction industry had 217,000 job openings on the last day of December 2024, according to an Associated Builders and Contractors analysis of data from the U.S. Bureau of Labor Statistics’ Job Openings and Labor Turnover Survey. JOLTS defines a job opening as any unfilled position for which an employer is actively recruiting. Industry job openings decreased by 55,000 last month and are down by 217,000 from the same time last year.

“Construction industry hiring slowed to an unprecedented pace in December,” said ABC Chief Economist Anirban Basu. “The hiring rate fell to 3.6% for the month, the lowest level on record aside from the pandemic-affected month of April 2020. This slowdown is a direct result of diminished demand for labor; industrywide job openings have fallen exactly 50% over the past year.

“Despite these signs of weak demand for labor, both layoffs and quits remain extremely low by historical standards,” said Basu. “It’s possible that the weak demand for construction labor is the effect of cold weather and slowing activity during the transition between presidential administrations. A majority of contractors intend to increase their staffing levels over the next six months, according to ABC’s Construction Confidence Index, suggesting that hiring could pick up during the first half of 2025.”

By Luiza Mills, Interstate Electrical Services, Inc.

The focus of our most recent ABC Massachusetts Board of Directors meeting centered on progress review on the goals set forth in the ABC MA and Gould Construction Institute 2025-28 Strategic Plan.  It is important to take this opportunity to highlight our Chapter’s top priorities as we embark into 2025.

The theme of our strategic initiative is “Maintaining a Competitive Advantage,” and it lays out four main priorities: Education & Training, Workforce Development – Building Mass Careers, Membership Growth and Engagement, and Legislative Effectiveness.

A cornerstone of our Education and Training goals revolves around our new state-of -the-art training facility in Billerica, MA. This facility embodies everything we need to foster learning, growth, awareness and development. We seek to expand our professional and non-trade specific course offerings and are expanding our engagement with the community and local schools to bring deeper awareness of the tremendous GCI offerings. 

Our Workforce Development goals also include Building Mass Careers, our new 501(c)3 charitable organization that promotes careers in construction and connects ABC members and Gould with graduates of BMC’s pre-apprenticeship programs.  BMC also supports Gould’s outreach efforts and provides grant funding to help Gould invest in curriculum, teachers, materials, equipment and PPE.

Membership is the foundation of everything we do.  Our Membership Growth and Engagement Efforts are focused on engaging new members, enhancing and streamlining the membership recruitment and renewal process and expanding our professional development offerings. We are also excited to relaunch our Chapter’s Young Professionals Group with a relaunch event scheduled for March 11^th.

Finally, in a state in which organized labor is so strong, Legislative Effectiveness is critical.  Efforts range from increasing member involvement and ongoing awareness, fundraising efforts focused on particular issue areas such as project labor agreements and reforms to ratio requirements that are outdated and continue to suppress hiring in our industry.  

As our valued membership, we appreciate your support. We know these goals and their deliverables are impactful to you. We also want to hear from you on other priorities in which ABC MA and/or GCI may assist. We encourage you to get involved. Your participation in committees and events allow your voice to be heard and helps our ABC MA foundation remain strong and impactful for generations to come.  

by Casey Sack, Esq.

Rudolph Friedmann LLP

The at-will employment doctrine is a double-edged sword in the workplace, offering both freedom and uncertainty. It gives employees the flexibility to walk away from a job without strings attached, while employers can make staffing changes swiftly without protracted legal complications. Yet, with this freedom comes a shadow of unpredictability—where job security can feel fragile, and a slight shift in business priorities could lead to sudden dismissal. While the doctrine may appear straightforward, it exists within a complex web of protections and exceptions, ensuring that beneath the surface of at-will employment, certain rights remain firmly guarded.

Massachusetts is one of the many states that follows the at-will employment doctrine. Under this principle, both employers and employees have the freedom to terminate the employment relationship at any time, with or without cause, and without prior notice. This flexibility means that, in most cases, an employer does not need to provide a reason to fire an employee, nor does an employee need to give a reason to resign.

However, like other states that follow this doctrine, there are important legal exceptions to at-will employment in Massachusetts. Employers cannot terminate employees for reasons that are illegal, such as discrimination or retaliation. Massachusetts state laws, as well as federal laws, protect workers from being fired based on characteristics such as race, religion, gender, age, disability or national origin. The state also protects employees from retaliation for reporting workplace violations, including harassment, discrimination or unsafe working conditions. Employees who raise concerns about illegal activities in the workplace or refuse to participate in them are also protected under public policy exceptions.

Massachusetts also recognizes the concept of implied contracts, which can override the at-will status. For instance, if an employer makes specific promises of job security or sets out disciplinary procedures in an employee handbook that imply a process for termination, the employer may be required to follow those procedures before firing an employee. Even if there is no written contract, courts may interpret employer policies or verbal assurances as creating an implied agreement. In addition to state and federal protections, Massachusetts employees who belong to unions or are covered by collective bargaining agreements may have additional job security beyond the at-will standard.

While at-will employment provides flexibility, it is essential for both employees and employers to understand that this freedom is not unlimited. Violating the exceptions to the at-will doctrine can result in legal consequences, ensuring that employees still have significant protections under the law in Massachusetts.

Liquidated Damages Cannot Penalize

by Sean Cullen, Esq.

A liquidated damage provision can be an effective contractual tool to predetermine the amount of damages a party must pay if there is a breach of the contract. Liquidated damage provisions are intended to provide parties with certainty of result by allowing them to agree in advance to a sum certain. That sum is intended to be a reasonable estimate of potential damage in the event of a breach. As illustrated by a recent Massachusetts Appeals Court decision, however, a liquidated damage provision that serves as a penalty for a breach of the contract, rather than a reasonable estimate of potential damage, will not be enforced.

           

The decision concerned a provision of a commercial lease that entitled the tenant to actual damages plus $500 for each day items identified on a punch list, such as HVAC maintenance and repair, remained uncompleted after thirty days. Liquidated damage provisions negotiated between sophisticated parties are presumptively valid, provided that: (1) actual damages are difficult to calculate at the time of contract formation; and (2) the agreed upon sum represents a reasonable estimate of potential damage in the event of a breach. As the Appeals Court noted, however, the provision of this lease was not a liquated damage provision at all. By awarding a sum above the tenant’s actual damages, this provision guaranteed that the liquidated damage calculation would exceed, and perhaps vastly exceed, the actual damage calculation. Rather than provide the parties with certainty of result by allowing them to agree to a sum certain based on a reasonable estimate of potential damages, this lease provision simply added a $500 daily fine to the tenant’s actual damage calculation. The Appeals Court determined that this lease provision was an unenforceable penalty and therefore limited the damages to the tenant’s actual damages.          

Massachusetts Wage and Hour Regulations – A Primer

by Adam J. Shafran, Esq.

Massachusetts has established comprehensive regulations under 454 CMR 27.00 to clarify and expand upon the state’s wage laws. Below, we’ll explore key aspects of these standards to help employers and employees better understand their rights and responsibilities.

Minimum Wage and Overtime Provisions

Basic Minimum Wage

Employers must pay at least the basic minimum wage unless explicitly granted a waiver under specific legal conditions.

Tipped Employees

The total compensation for tipped employees, including the service rate and tips received, must equal or exceed the basic minimum wage. To comply, employers must:

1. Notify employees in writing about tipping regulations and the service rate.
2. Ensure employees retain all their tips, unless tips are distributed via a lawful tip-pooling arrangement.
3. Pay employees the full minimum wage if the tipping conditions are not met.

Overtime Pay

Non-exempt employees are entitled to overtime pay at 1.5 times their regular hourly rate for any hours worked over 40 in a single week. For tipped employees, the overtime rate is calculated based on the basic minimum wage rather than the service rate.

Reporting Pay

Employees who report for scheduled work of three or more hours must receive at least three hours of pay at the minimum wage if they are sent home early.

On-call Time

Employers must compensate on-call time unless the employee can freely use the time for personal purposes while waiting to be called.

Travel Time

• Ordinary Commutes: Travel between home and work is not compensable.
• Employer-required Travel: Travel beyond ordinary commutes for work purposes is compensable and must be paid at the applicable rate.

Sleeping Time

For employees working shifts of 24 hours or more, meal and sleep periods may be excluded from compensable hours if these periods are pre-agreed in writing and remain uninterrupted.

Permissible Deductions

Employers are allowed to make deductions from an employee's wages only under specific conditions:

• Lodging: Employers may deduct lodging costs from wages, but only if the employee has voluntarily agreed in writing. The maximum allowable deduction is $35 per week for single occupancy. The lodging provided must meet safety and health standards as outlined by relevant regulations.
• Meals: Employers may deduct the cost of meals, up to $6.00 per day for three meals, provided the employee voluntarily accepts them. The meals must meet reasonable nutritional and quality standards.
• Other Authorized Deductions: Employers may deduct for items such as health insurance premiums, union dues, or retirement contributions, but only if the employee has explicitly authorized these deductions in writing.

Uniforms

If a uniform requires special cleaning or maintenance, the employer must either provide the cleaning services or reimburse the employee. Uniforms that are "wash and wear" do not require employer reimbursement.

Prohibited Deductions

Employers may not deduct fees or costs from employees’ wages unless explicitly permitted by law. Unauthorized deductions, including those for cash shortages, breakages, or customer theft, are strictly prohibited and may lead to legal penalties.

Notice and Recordkeeping

Employers are required to:

• Post notices in the workplace outlining minimum wage laws, in both English and any other language spoken by at least 5% of the workforce.
• Maintain detailed and accurate records of hours worked, wages paid, and deductions made for a minimum of three years.
• Provide employees with access to their employment records within 10 business days upon request.

Conclusion

Massachusetts is known for its detailed employee-friendly laws. The above are just a few examples. For comprehensive details, consult the full text of 454 CMR 27.00 or reach out to Rudolph Friedmann for further guidance.

The construction industry will need to attract an estimated 439,000 net new workers in 2025 to meet anticipated demand for construction services, according to a proprietary model developed and released today by Associated Builders and Contractors. In 2026, the industry will need to bring in 499,000 new workers as spending picks up in response to presumed lower interest rates.

“While the construction workforce has become younger and more plentiful in recent years, the industry still must attract 439,000 new workers in 2025 to balance demand and supply,” said ABC Chief Economist Anirban Basu. “If it fails to do so, industrywide labor cost escalation will accelerate, exacerbating already high construction costs and reducing the volume of work that is financially feasible. Average hourly earnings throughout the industry are up 4.4% over the past 12 months, significantly outpacing earnings growth across all industries.”

ABC’s proprietary model uses the historical relationship between inflation-adjusted construction spending growth, sourced from the U.S. Census Bureau’s Construction Put in Place Survey, and payroll construction employment, sourced from the U.S. Bureau of Labor Statistics, to convert anticipated increases in construction outlays into demand for construction workers at a rate of approximately 3,550 jobs per billion dollars of additional spending. This model also incorporates the current level of job openings, unemployment and projected industry retirements and exits into its computations.

“This represents improved labor availability relative to recent years,” said Basu. “The improvement can be traced to two primary factors. First, construction spending is expected to grow at its slowest pace in years throughout 2025, especially in interest rate-sensitive segments like homebuilding. Interest rates will remain elevated in 2025 before likely beginning to dip next year. Second, the industrywide workforce has become significantly younger over the past several quarters, with the median construction worker now younger than 42 for the first time since 2011. As a result, the pace of retirements is expected to slow this year.

“Despite that improvement, contractors will struggle to fill open positions,” said Basu. “This will be especially true in areas where manufacturing and data center megaprojects are underway. More than $1 in every $5 spent on nonresidential construction currently goes toward manufacturing projects, and those projects are absorbing a significant share of the labor force in their respective regions.”

“The U.S. construction industry’s efforts to hire more workers to replace retirees and meet the demand for new construction projects gained momentum in 2024,” said Michael Bellaman, ABC president and CEO. “That is fantastic news, but we still have a long way to go to shore up the talent pipeline. The data on the number of young people choosing a career in construction suggests that employing practical technology and innovation in educational programs and on jobsites helps maximize the productivity and efficiency of the construction workforce. ABC’s all-of-the-above workforce development strategy is working to draw new entrants into the industry through hundreds of entry points and upskill them through both industry-driven and government-registered apprenticeship programs.”

“There are also factors that could render this model overly conservative, meaning worker shortages could be more severe than predicted in 2025,” said Basu. “While the consensus forecast has construction spending increasing by less than 3% in 2025, that same forecast has underestimated growth by a significant margin during each of the past three years. If inflation dissipates in coming months, borrowing costs will subside and construction volumes will increase. Faster-than-expected immigration over the past few years has also bolstered labor supply, and potential changes to immigration policy will likely constrain worker availability.”

“Another solution to addressing the shortage is a merit-based, market-based visa system,” said Bellaman. “ABC’s goal is to work with the Trump administration and Congress to create a visa system that allows people who want to contribute to society and work legally in the construction industry to do so.

“President Trump and the 119th Congress have a significant opportunity to advance policies and regulations that protect free enterprise, reduce regulatory burdens, expand workforce development and create a fair and level playing field for all construction workers, regardless of their labor affiliation,” said Bellaman. “Legislation like the Tax Cuts and Jobs Act, the Employee Rights Act, the Fair and Open Competition Act and permitting reform can create the conditions for the construction workforce to rebuild America’s infrastructure. The construction industry thrives when all 8.3 million workers are given the opportunity to build America with fewer obstacles.”