Labor Compliance/Contract Compliance
Labor Compliance Program (LCP) Development, Management, Administration, and Training
Includes the development and implementation of procedures to ensure that contractors comply with federal and State of Connecticut prevailing wage regulations, Connecticut Labor Codes, Code of Federal Regulations, Public Contract Codes, and public agency contractual requirements; proactive training of bidders and contractors in meeting LCP and contractual requirements; liaison services with local unions and applicable local, state and federal agencies; enforcement and monitoring of labor standards requirements; certified payroll report reviews and audits; field observations and construction worker interviews; enforcement recommendations, including calculation of back wages, forfeitures, and penalties; development and submittal of Labor Compliance reports to the Department of Labor; records retention/ document management services; development and execution of comprehensive Labor Compliance training workshops to train clients on awarding body responsibilities, and train contractors in meeting State and federal prevailing wage requirements; development of training manuals, procedures, and guidelines specific to individual client/public agency operations.
Federal HUD Section 3 Consulting
Includes assistance to companies seeking Section 3 certification; assessment of applicant’s ownership/control and employee base; determination of certification eligibility; review and evaluation of required Section 3 forms; monitoring of prime and subcontracting activity to ensure compliance with agency requirements, including site interviews/field observations and payroll reviews; assistance with pre-apprenticeship construction training programs; job placement assistance; and preparation/submittal of required HUD reports.
Project Labor Agreement (PLA) Management
Includes assisting with PLA development and implementation; providing PLA conformance oversight; leading Job-Start/Pre-Job Conferences with contractors and unions; tracking contractors’ Core Employees; monitoring and enforcing fringe benefit payments to the proper Union Trust Funds; reviewing Monthly Workforce Utilization Reports; mediating for jurisdictional issues; settling potential grievances; providing liaison services among unions, contractors, construction managers, program managers, and the project owner; and training contractors and potential bidders in the purpose, operation, and requirements of the PLA.
Equal Employment Opportunity/Affirmative Action Compliance
Includes preparation of employment studies; development of Affirmative Action plans; review of Nondiscrimination Programs; investigation of EEO complaints including interviews, hearings, and final report which encompasses findings and recommendations for complaint resolution; diversity and cultural awareness training; enforcement/monitoring of Executive Order 11246 as amended, Title VI and Title VII of the Civil Rights Act, and other relevant laws and regulations.