united contractors - july 2013
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How the construction industry can help America's VeteransTRANSCRIPT
JULY 2013 | issUe 7/voLUme 219W W W. U N i T e D C o N T R A C T o R s . o R G
ComingHomeHow Our Industry Can Help America’s Veterans
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UNITEDCONTRACTORS m
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United Contractors Magazine (ISSN: 2166-3777) is published monthly, except December, by United Contractors, 17 Crow Canyon Court, Suite 100, San Ramon, CA 94583. Editorial comments, letters, and article submissions are welcomed and encouraged. Correspondence should be directed to the United Contractors office at the above address, by phone at (925) 855-7900, by e-mail at [email protected] or by fax at (925) 855-7909. Reproduction of editorial material in this issue is permitted if accompanied by proper source credit. Periodicals postage paid at San Ramon, CA and other offices. Postmaster: Send address changes to: United Contractors Magazine, 17 Crow Canyon Court, Suite 100, San Ramon, CA 94583. © 2013 Published in the U.S.A.
2013 UNITED CONTRACTORS BOARD OFFICERS
President ..............................................Michael Ghilotti
Vice President/President-Elect ...............Kevin Albanese
Secretary/Treasurer ...............................Kevin Albanese
Secretary/Treasurer-Elect......................Bruce Daseking
contentsUNITED CONTRACTORS BOARD OF DIRECTORSKevin Albanese, Joseph J. Albanese, Inc.; Jim Alvey, Appian Engineering, Inc.; Jerry Condon, Condon-Johnson & Associates, Inc.; Bruce Daseking, McGuire and Hester; Brian Gates, Top Grade Construction, A Goodfellow Bros. Company; Rich Gates, DeSilva Gates Construction; Michael Ghilotti, Ghilotti Bros., Inc.; Brett Kincaid, O’Grady Paving, Inc.; Bret Lawrence, Woodruff-Sawyer & Co.; Rob Layne, O.C. Jones & Sons, Inc.; Jeff Prevost, Lockton Companies, LLC; Robert Purdy, RGW Construction, Inc.; Bob Rahebi, Redgwick Construction Company; Donna Rehrmann, Stomper Company, Inc.
UNITED CONTRACTORS COMMITTEE CHAIRSAssociates: Bret Lawrence (Associate Director), Woodruff-Sawyer & Co.; Jeff Prevost (Associate Director-Elect), Lockton Companies, LLC | Caltrans: Michael Ghilotti (Chairman), Ghilotti Bros., Inc. | Government Relations: Chris Young (Chairman), D.W. Young Construction Co., Inc. | Safety & Insurance: Rick Seifert (Chairman), Preston Pipelines, Inc. | Scholarship: Janice Lajoie (Chair), GE Capital
UNITED CONTRACTORS STAFFMark Breslin, Chief Executive Officer; Leslie Lord, Deputy Director; Kelly Montes, Executive Assistant; Randy Ruby, Director of Labor Relations; Ruby Varnadore, Labor Contracts Manager; Lucia Sbarro, Labor Relations & Member Services Assistant; Steve Geney, Labor Negotiations Consultant; Shelbie Tieman, Director of Finance & Administration; Terese Pollock, Finance Assistant; Kristina Knecht, Administrative Assistant; Stacy Anderson, Director Communications, Events & Education; Denise Ramirez, Online Services Manager; Joan O’Brien, Education Manager; Jenn Rogers, Senior Manager of Events; Marlo Fregulia, Event Assistant; Michelle Vejby, Publications Manager; Emily Cohen, Director of Government Relations; Mallori Spilker, Regulatory Affairs Manager; Kevin Pedrotti, Legislative Advocate; Tony Dorsa, CARB Consultant
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More Inside:
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26 FACES: NApA R.E.D.28 NExt up: EvENtS30 NExt up: EDuCAtION31 WE ARE uNItED CONtRACtORS32 WElCOmE NEW mEmbERS34 lASt CAll
UP Front Going All-In for veteransBy Mark Breslin, UCON CEO
LABORlabor unions—Connecting veterans with IndustryBy UCON Labor & Member Services Department.
INSIDE the CapitolHire Our HeroesBy Congressman Eric Swalwell
JulY 2013ISSUE 7, VOLUME 219
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VETERANSINDUSTRY SUPPORTFOR UNITED STATES
• TheValueofHiringaVeteran• “Deeds,NotWords”— One UCON Member’s Experience as Combat Veteran Turned Contractor• UCONTakingActionforVeteranEmployment• HelmetstoHardhats:Problem,MeetSolution• Don’tAsk,JustDo— Supporting the Military Community
Cover photo: U.S. Army Sgt. Tim Martin’s face shows the effects of the heat and the dust as he returns to Forward Operating Base Spin Boldak, Afghanistan, after participating in Operation Buffalo Thunder II, on July 2, 2012. Martin is an infantryman with Headquarters and Headquarters Company of the 1st Battalion, 17th Infantry Regiment, 2nd Infantry Division. (Dept. of Defense photo by Staff Sgt. Brendan Mackie, U.S. Army)
JULY 2013 | issUe 7/voLUme 219W W W. U N i T e D C o N T R A C T o R s . o R G
ComingHomeHow Our Industry Can Help America’s Veterans
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6 W W W. U N I T E D C O N T R A C T O R S . O R G
Going All-In for veteransWhen Doing the Right Thing is a Win-WinIf there is one driving ambition that UCON’s Board and Staff strive for, it is doing the right thing. For our membership. For our industry. This year is no exception. As part of this effort, UCON is taking action to do the right thing for our returning veterans. For those who actively decided to give of themselves, and for many who were willing to give all.
Currently, UCON is taking steps to connect vets who are transitioning back to civilian life and employment, striving to connect them with you, our members.
In this case, doing the right thing is a win-win for everyone involved. Great people being connected with great member companies. People with disciplined values being connected with people who want to give back to those who have given so much. Companies seeking young future leaders connecting with those who
By Mark Breslin,United Contractors CEO
have seen, done, and faced much more than most of us can imagine. An industry faced with a mass retirement of Baby Boomers in need of many new players, who are ambitious, hungry and honorable. Yes, doing the right thing in this case is not just a noble cause, but it is a great business and industry strategy.
Part of UCON’s success is about choosing well. If you try to be everything for everyone, you diffuse your effort and resources. You end up doing a half-ass job just to keep people happy. When UCON goes in, we go all-in because we want to get it done right. This is one of those times. Read on in this issue about the efforts of our members and the association on behalf of veterans and consider what you might be able to contribute in some small way. We have formed a Veteran’s Employment Task Force, made up of UCON contractor and associate members—many who have served. Perhaps you can assist in this effort as well.
Doing the right thing is always the right place to start. But you have to have heart as well. And if UCON is anything, it is an organization that accomplishes much by reaching people at a level of care and commitment that exceeds the business metrics. You can’t buy that kind of goodwill—you have to earn it. And there is only one way to that place. Yes, of course. By doing the right thing. u
270,000DISCHARGED ANNuAllY160,000 active members of the military110,000 reserve and National Guard members
Of those, an estimated
35,000WILL BE uNEmplOYED
Source: U.S. Bureau of Labor Statistics, Hire Heroes USA
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U.S. Air Force airmen of the 407th Expeditionary Civil Engineer Squadron explosive ordnance disposal team conducts a controlled detonation on Ali Air Base, Iraq, Nov. 17, 2007. The airmen unloaded just under 1,800 pounds of expired munitions to ensure they will not be used against U.S. forces. (U.S. Air Force photo by Airman 1st Class Jonathan Snyder)
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8 W W W. U N I T E D C O N T R A C T O R S . O R G
labor unions—A Good FitConnecting Veterans with Industry
LABOR By United ContractorsLabor & Member Services Department
United Contractors’ union partners have been reaching out to veterans for some time. The Carpenters’ Pre-Apprenticeship Program was highlighted in Webcor-Obayashi’s “A Veteran Hiring Success Story” in the April 2013 of our magazine. Here’s what the Laborers and Operating Engineers are currently doing:
Northern California laborersBy Jeff Armstrong, Director of Apprenticeship
The Northern California Laborers Apprenticeship Program is a VA approved program that strongly encourages veterans to apply. Every apprentice who identifies him/herself as a veteran is notified that, since we are VA approved, they may register with the California Department of Veteran Affairs (CalVet) with our assistance to collect their GI Bill benefits. We have also been a partner with Helmets to Hardhats (see page 22) since its inception. Recently we have developed partnerships with Veteran Program Coordinators in San Francisco and Sacramento and regularly attend outreach functions sponsored by the American Legion and the U.S. Department of Veterans Affairs.
In addition to reaching out to veterans, last year the apprenticeship program entered into a partnership with the California National Guard’s (CNG) Work for Warriors Program. This partnership allows us to offer “direct entry” into our program for members of the CNG who are returning from deployment overseas. Because they are still serving in a reservist capacity, they are not actually veterans as they are still reporting for duty one weekend a month with their local unit.
We are extremely excited about the prospect of helping our returning heroes find permanent employment as a Union Laborer. We also believe that contractors will also take full advantage of this opportunity and be proud to hire these ready and able individuals.
Contact: Jeff Armstrong, Director of Apprenticeship, (925) 556-0858, [email protected]
U.S. Air Force Staff Sgt. Matthew Morrison levels a concrete block at the construction site of the Louisiana Government Primary School in Belize on April 30, 2013. Civil engineers from both the U.S. and Belize are building various structures at schools throughout Belize as part of exercise New Horizons. The construction will provide valuable training for U.S. and Belizean service members. Morrison is attached to the 823rd Red Horse Squadron. (Dept. of Defense photo by Capt. Holly Hess, U.S. Air Force)
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OperatingEngineersLocalNo.3By Tammy Castillo, Director of Apprenticeship
The Operating Engineers Local 3 JAC Apprenticeship has a long history of supporting veterans. Our program works directly with the Helmets to Hardhats program (see page 22), as well as other veterans’ programs to recruit and indenture veterans. Our selection procedures allow us to grant direct entry to veterans. This means that qualified veterans are able to bypass the applicant waiting list and go directly into our apprenticeship program. These lists at their peak can have thousands of applicants on them.
At point of entry (the application process), we ask that veterans identify themselves and we are able to track them throughout their apprenticeship. We also work with the veteran while they are in the program to apply for and receive their GI Bill benefits while they are completing their apprentice-ship. This helps to supplement their income while they are attending their mandatory apprenticeship classes.
We have seen positive outcomes for our apprentices that came in through the Helmets to Hardhats program. We are especially pleased with the interest and support of our partners in the industry, the signatory contractors. We believe that by continuing those valuable partnerships between the unions, the employers and apprenticeship we can continue to provide opportunities for veterans.
Contact: Tammy Castillo, Director of Apprenticeship, (916) 354-2029, [email protected].
Hiring Heroes�e biggest challenge for veterans returning from overseas conflict is finding a job at home. Hire Heroes USA, a national nonprofit serving all veterans, transitioning service men and women, and military spouses, offers free transition assistance through job search coaching, self-marketing techniques and professional résumé revision. For more information about Hire Heroes USA, visit www.hireheroesusa.org and check out Hire Heroes USA’s exclusive job board at jobs.hireheroesusa.org.
number of veterans confirmed hired with
Hire Heroes USA assistance in FY2011
172
were wounded or disabled40%
�ree industries accepted nearly half of these veterans
of those had less than a
four-year college degree70%
160,000 active members of the military110,000 reserve and National Guard members
DISCHARGED ANNUALLY270,000
of these had been deployed to Iraq or Afghanistan
2 3outof{ }
WILL BE35,000UNEMPLOYED.
12.8%compared to...
9.1%Nationwide unemployment rate of general population (August 2011, seasonally adjusted)
ONE in Ten
Estimated number of veterans aged 21-39 experienced at least one major depressive episode in past year
33,000+ service membershave been wounded in the warsin Iraq and AfghanistanHundreds of thousands more have emotional or cognitive injuries like Traumatic Brain Injury or Post-Traumatic Stress
brought to you by
Key barriers to veterans finding jobs· Employers perceive military experience as too specialized to translate into the civilian workforce· Veterans feel disconnected, overwhelmed and defeated entering into the hiring process during an economic downturn· Few hiring managers are knowledge about the advantages of hiring veterans and rarely make allowances for military experience in lieu of formal education· Many service men and women have a difficult time self-promoting individual experiences and positive outcomes due to the team-oriented mentality upheld by the military· Veterans returning from overseas are faced with stigmas related to Post Traumatic Stress Disorder or Traumatic Brain Injury
It can be a challenge for veterans to promote themselves effectively to civilian employers. Many service men and women are unsure of how their experience translates into the current job market.Sources: U.S. Bureau of Labor Statistics, Hire Heroes USA, Department of Health and Human Services
30%Government and
government contractors
10%Logistics
and trucking
53%Other
7%Engineering
and construction
OF THOSE, AN ESTIMATED
MEANING THE UNEMPLOYMENTRATE FOR NEWLY-DISCHARGEDVETERANS IS ESTIMATED AT
Oftheveteranshired,threeindustriesacceptednearly half:
Based on data fromHire Heroes USA, 2011
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10 W W W. U N I T E D C O N T R A C T O R S . O R G
A Message from Congressman Eric Swalwell:Hire Our Heroes
10.3 percent. That’s the unemployment rate among veterans in California. It is three points higher than the national average for all Americans, and that is unacceptable. While it has improved as of late nationally, it is still shockingly high in many states, like California, and among post 9/11 veterans. When our troops return after fighting for our freedoms overseas, the last thing they should have to do is fight for a job at home.
As a Freshman Member of Congress, representing California’s East Bay, I am proud to represent a large community of veterans, many of whom served in the past decade in Afghanistan and Iraq. One of my chief concerns is making sure the veterans in my district and across the country are receiving the care and services
inside The
Capi
tol
By Congressman Eric Swalwell,
15th District, CA
they need as they transition from active duty to civilian life. This includes access to timely health care services from the Department of Veterans Affairs (VA), higher education benefits through the Post 9/11 GI Bill, and job opportunities that will allow them to live comfortably. Luckily, hiring a veteran is a benefit to both the veteran and the employer. I constantly hear from business owners that the skills our veterans developed in the military are transferable and valuable to the civilian workforce. While veterans may have a strong technical skillset from their time in the force, we as a country need to be there for them to help match their abilities with the right employer and help veterans receive additional vocational training if necessary.
For example, a veteran who repaired equipment on an aircraft in Afghanistan can use that knowledge in the engineering or construction field and many other industries if given the right tools and training. Plus, all of the veterans I meet have the core values of dedication and hard work that are a benefit to any company. Our job market in California—in part fueled by a rebounding construction industry—is turning around from the recession. This presents huge opportunities for the veteran workforce and the businesses that are hiring.
In my first six months in the House of Representatives, I have supported legislation that supports our veterans
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as they return home and helps them gain meaningful employment. For example, I voted for a bill that provides funding for the Post 9/11 GI Bill and the Veterans’ Employment Training Services (VETS) jobs training program, key to equipping veterans with the skills needed in our 21st century workforce. and industry working together, we can decrease the
unemployment rate of our nation’s veterans.
Traveling around my congressional district I have the opportunity to meet many veterans—at homecoming parades, events sponsored by veteran’s organizations and local coffee shops. Our veterans served our country honorably and with great distinction. As we celebrate Independence Day this month, I am reminded of our veterans’ great sacrifices on behalf of our nation’s freedom and independence. I will continue to work in Congress to fulfill our solemn promise: just as the military pledges to leave no one behind on the battlefield, we will leave no veteran behind when they come home. u
I was also proud to co-sponsor H.R. 2056, the Veterans Employment Transition Act, which would allow employers to claim a new, streamlined $2,400 credit when they hire a recently discharged veteran. It also makes the existing Veteran Work Opportunity Tax Credits permanent to encourage more companies to hire a hero.
But, we need more than government initiatives to expand job opportunities for veterans, we need the support of industry. I commend United Contractors for its work to encourage member companies to recruit and hire veterans through its Veteran Employment Task Force Committee and other efforts. With government
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As a career coach, one of the questions I hear most often by veterans seeking employment in corporate America, after completing years of military services is, “What value do I have to offer a new employer?”
Well, there is the obvious base-line value that service members offer: Healthy, drug-free, disciplined, degreed/advanced education and training, well-trained, formal, personnel and resource managers, speakers, diplomats and protocoled, clean-cut, excellent problem-solvers, and good leaders and communicators. They are take-charge and willing to complete a task to the end. Most have managed personnel, budgets, logistics, and conducted training. Adding to this list is a career specialization that ranges from infantry to veterinarian. The skills gained in the military are transferable to careers in corporate America and the federal government.
Many Service members, even though they are trained in a specific occupational specialty, and carry that coded specialty throughout their entire 20-year career, are trained in other skills. For example, a military chaplain can be cross-trained as a senior level budget analyst, and given the responsibility for managing all funding for the chaplain corps in a region of the world. Alternatively, an infantryman may be trained to manage inventory, warehouses, and vehicle fleets.
Military occupational specialties/position descriptions, can be misleading in this case, for both the Service member and a hiring company.
Hiring practicesA small business owner told me once that hiring the wrong person is the biggest mistake she can make in her company. As such, she asks potential new hires to work for a week in her firm before she makes a final decision; she asks for referrals; she spends time carefully talking to and interviewing potential employees. Even so, she still finds that some of the new hires are not the right fit for her
the value of Hiring a veteran
company, and she has to manage the uncomfortable process of letting them go. Hiring the wrong employee is costly in time, money, and stress.
As a former Recruiter/Employment Specialist for Northrop Corporation, a major DoD contractor in Los Angeles, I focused on hiring former Service members with expertise spanning aviation specialties, riveters and mechanics, to security and program managers. I reviewed hundreds of resumes a month, many from Service members that were undecipherable, due to the military jargon, acronyms, and military occupational specialties. I often picked up the phone to ask the candidates to explain their areas of expertise. Finding the right employee was tough; hiring the wrong employee was costly.
Today, Applicant Tracking Systems may preclude many military resumes from reaching a human reader, due to the military language.
MilitarySpeakReviewing military occupational specialties that may align with the construction industry include various titles and codes. A Military Occupational Specialty code (MOS), is a code used in the U.S. Army and U.S. Marines to identify a specific job; the U.S. Air Force uses the Air Force Specialty Code (AFSC); and the U.S. Navy uses the Navy Enlisted Classification (NEC).
Here are a few examples: 62N – Construction Equipment; 3E2X1 – Pavements and Construction Equipment; Horizon-tal Construction Engineer; 25R – Visual Information Equip-ment Operator; Equipment Operator (EO) – for automotive, material-handling equipment, and construction equipment; construction support; issue fuel from trucks (gasoline, diesel); Damage Control-man (DC) – (Fabricates, installs and repairs shipboard structures, plumbing and piping systems; uses damage control in firefighting; operates nuclear, biological, chemical and radiological defense equipment; construction work); 21V – Concrete and Asphalt
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J U LY 2 0 1 3 13
Equipment Operator; 21N – Construction Equipment Supervisor; 21X – General Engineering Supervisor (Supervises general engineering activities related to all construction and utility operations); and more.
CompanyCulture,Fit&StyleToday, the culture of a company plays a large part in attracting appropriate candidates. Some corporate employers function very differently from the military structure, which can cause miscommunication for both parties. The culture differences are neither good nor bad; they are just different.
Below is a basic description of the structure differences between the military and corporate (there are of course exceptions to every rule, but these are the basics):
Corporate/Non-military:Collaborative model• Matrix structure • More implied or “understood” rules of conduct • Flexible/ambiguous roles & status • Variations across teams/divisions • Less defined career progression/opportunity for lateral assignments • Some corporate cultures require “silly, fun, or otherwise crazy behavior” (the entertainment industry, casinos, some dot-coms, and similar new companies)
Military:Command&ControlOperationsModel• Defined roles, rank & status (defined/assigned military occupational career fields)
• Hierarchical/vertical structure • Clearly defined career progression • More exact rules of conduct • Consistency across units/organizations • Veterans often share a bond in traditions, beliefs, and values, and the importance of rank and structure
Two US Air Force (USAF) Civil Engineer Squadron (CES) Airmen prepare to pour concrete as they help build a cinder block building in Sophia, Georgetown (South), Guyana, as part of a Operation NEW HORIZONS 2004. This operation is a four-month joint service training exercise being held in Guyana by elements of the US Southern Command (USSOUTHCOM) and the Guyana Defense Force (GDF), and it involves combined teams of US and GDF military personnel working on several construction projects and two Medical Readiness Training Exercises (MEDRETE).
Continued on next page
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The Value of Hiring a Veteran (cont.)
INDUSTRY SUPPORTFOR UNITED STATES
military ladderTypically, a military member rises to the top, based on a career ladder; and most often in the same career field (i.e., intelligence, logistics, aviation, security, engineering, infantry, medical, administration, legal, accounting).
CorporateMatrixOn the non-military side, the opportunities are less defined, both inside a company, and—when reaching for the top ladder-rung—by changing companies (and moving from military to federal to state to corporate, and around again). Moreover, within a company, sometimes employees can jump from low-level to management, simply based on merit or networking. Many companies have career field codes; however, typically, they are much more flexible in allowing employees to transfer into new positions.
On the JobThese culture differences can cause difficulties for both parties on the job. Not all veterans adapt well to the more ambiguous work environment of non-military employers—and they simply need to learn the new culture, ask questions, and absorb the differences. Others adapt quickly and easily, by observing the new culture and learning to speak the new non-military language.
Some employers prefer not to hire veterans, simply because they have preconceived notions of their “rigidness.” However, not all military are rigid. The military life includes working and collaborating with stakeholders throughout a community including volunteer organizations like community services, Red Cross, faith-based organizations, and much more. Service members do not ‘shout orders’ to accomplish work, as we see in some satirical movies.
TappingtheMilitaryMarketService members do not always know how to network before they leave military service, leaving them off-the-radar of most recruiters. However, there are ways
to tap the great benefit offered by service members, as potential employees to companies that value the culture of the military-trained person. To identify pools of military that might be a good fit for your organization, and break through the “military speak,” below is a short list of potential resources: • Conduct searches on LinkedIn.com and Facebook using key skill searches for the target job order• Seek out military-friendly job fairs, job boards, and organizations including VETJOBS.com, GIJOBS.COM, clearedjobs.com, intelligencejobs.com, and other veteran friendly websites• Contact military academies• Make connections with resume writers and career coaches that specialize in working with military in transition• Develop working relationships with local military bases —talk to the local military transition readiness office, and ACAP or TAP offices (military transition programs)• Build relationships with Wounded Warrior Unit representatives• The American Legion—All Services • American Veterans—All Services • Armed Forces Communications and Electronics Association (AFCEA) (also government & industry) • Congressional Medal of Honor Society—Medal of Honor recipients from all Services • Disabled American Veterans (DAV) • Fleet Reserve Association USMC, USN & Coast Guard• Military Officers Association of America—All Services (active duty, former & retired, National Guard & Reserve) • Military Order of the Purple Heart—All Services • National Guard Association of the United States— Army and Air National Guard officers • Reserve Officers Association—All Services• Retired Enlisted Association—All Services • Retired Military Officers Association— All Services • Veterans of Foreign Wars (VFW)—All Services • Military to Federal Jobs (http://www.dllr.state. md.us/mil2fedjobs/ and O*Net (http://www.
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onetonline.org/crosswalk/)—great resources for learning about military occupations
All of these resources provide opportunities to tap the expertise and value offered by service members for the right fit company.
Creating SuccessHaving a background in a strong hierarchical, command and control organization can provide veterans with an intuitive understanding of how many large corporations and even many small ones function. However, for those organizations that have a dramatically different culture, veterans need to understand the differences and determine if the position will be a good fit, setting the veteran and the company up for success.
Veterans should be encouraged to ask questions during the pre-interview and interview process, helping them to understand fully the differences in making a wise decision to pursue or accept a job. u
Diane Hudson Burns is principal of Career Marketing Techniques, and a multi-credentialed and award-winning career coach and resume writer specializing in military transitions and
federal jobs. Diane is Director of the Certified Professional Career Coach program, co-author of the book, “The New Senior Executive Service Application,” chapter author on military and SES for five books, and her work is published in more than 60 books and online publications. She is a trainer and speaker. She is a former Special Agent Investigator for DoD, and HR Specialist for Northrop. You can reach Diane at www.polishedresumes.com
The Value of Hiring A Veteran & Culture Fit by Diane Hudson Burns, Copyright 2013, reprinted with permission.
Photo opposite page: Tadjoura, Djibouti (photo est. early December 2006) Commander, U.S. Naval Facilities Engineering Command Rear Adm. Richard E. Cellon speaks with Construction Electrician 1st Class Damien Brandlen, leading petty officer for the Tadjoura Primary school project, about the status of the project. Brandlen is attached to Naval Mobile Construction Battalion Five (NMCB-5). Cellon is visiting service members from Camp Lemonier and Combined Joint Task Force-Horn of Africa (CJTF-HOA). CJTF-HOA is a unit of United States Central Command. The organization’s mission is to prevent conflict, promote regional stability and protect coalition interests in order to prevail against extremism. More than 1,500 people from each branch of the U.S. military, civilian employees, coalition forces and partner nations make up the organization. The area of responsibility for CJTF-HOA includes the countries of Djibouti, Ethiopia, Eritrea, Kenya, Seychelles, Somalia, Sudan and Yemen. (U.S. Navy photo by Chief Mass Communication Specialist Eric A. Clement)
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By Emily Cohen,Director of Government RelationsVETERANS sp
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UCON Contractor, Sgt. Hien Tran, “HT” is a retired Army combat veteran with the 10th Mountain Division 2-22 INF (Triple Deuce) Anvil Co. 1st Platoon. HT spent 3 years in the Army Infantry after earning his business marketing degree from San Jose State University. In September 2007 HT was deployed to Iraq. HT and his platoon arrived in Kirkuk, Iraq, patrolling Route Clemson as their main mission before being selected from the Brigade and Battalion to join Task Force 17. They were then transferred to Tikrit, Iraq to assist in infiltrating terrorist camps and cells. In the early morning of Mother’s Day, 2008, HT was hit with an improvised explosive device (IED) when his platoon was air assaulted. He was MEDEVAC back to Walter Reed Army Medical Center in Washington D.C. after sustaining the loss of his right eye, fractures in both hands, shrapnel to the face and body, and a fractured femur. HT earned his Purple Heart, Army Commendation and a Combat Infantry Badge during his tour
“DeedsNotWords”One UCON Veteran’s Perspective—Building a Business that Helps Veterans Succeed
of OIF VII. HT is the President and CEO of Anvil Builders based in San Francisco, and is Co-Chairman of United Contractors Veterans Hire Task Force Committee. He lives in San Jose with his wife and son. EC: What made you want to get into the construction business?
Ht: During my recovery at Walter Reed my future was very much in limbo. I decided to focus on my rehabilitation and retire in August of 2009. Upon my return I was recruited by Northrop Grumman. I knew that the corporate environment wasn’t for me; I wanted to be more hands-on; I wanted to add value, and after returning from combat I just couldn’t handle sitting in an isolated cubicle all day. So in November 2009 I reached out to my resources in Washington D.C. to explore the idea of becoming a Small Business Owner.
INDUSTRY SUPPORTFOR UNITED STATES
EC: What was your leading motivation behind starting Anvil Builders?
Ht: Helping the veterans themselves was the main reason I started Anvil. I wanted to create a military-like environment for myself and other people to thrive in. I wanted a company with a clear chain of command that people could respect. I was getting calls from guys in my platoon asking for advice about jobs and making the transition to civilian jobs. Most of these guys only knew military life and work—not civilian work and life and I wanted to hire these guys and guys like them. I knew I could be a leader that understood their background and could help them succeed. Anvil Builders is my second chance to serve! My personal goal is to be able to assist other veterans through the door who are willing and able to succeed after their service. I have served my nation; now it’s time to serve my community.
One of many Task Force 17 “Ghost Recon” Mission—Posing in a Natural sand storm with Gun 1 Alpha Team and Second Squad Fire Team—the sky was blue 10 minutes before the sandstorm came in, making it brown (natural photo, no edits).
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EC: What do you think some of the biggest challenges are for contractors who want to hire veterans?
Ht: It can be difficult for employers to know where to start. There are so many programs out there. Reach out to veteran organizations but research that organization first. I recommend college campuses too. Those veterans are motivated—they want to get educated and are on track. Research local places and organizations including veteran websites that post job opportunities. USAjobs.gov or Vet Hire are good places to post. You can look into outreach programs on bases or attend veteran hiring fairs.
Photo (left): Recovering mortar rounds inside an Iraqi home after a late night raid. At the end of the night three truckloads of Rocket propelled grenades and mortar rounds were recovered that was set to detonate. This was not a victory smile…more like a nervous smile…as we were unloading the “hot” explosives.
EC: As a disabled combat veteran and an employer, you have a very unique perspective. How has it shaped the way you run your business and the way you structure the environment for your veteran employees? Ht: The way I see it, this is my second chance at life and I want to make an impact. I run this company like the military—clear plans, clear structure; people are well taken care of. Just like the military, we take care of those who are sacrificing for us. It is a team environment.
My goal is to hire 50% veterans. Currently, I have 1 Marine laborer, 1 Army airborne operator, 1 Navy veteran working in the warehouse and 1 Navy veteran working in personnel. As positions become available I make a point of hiring qualified veterans. This is not an entitlement. I make sure they are the right fit for our company. Veterans can easily be stereotyped. It you hire one veteran and he or she ‘fails’ it can become easy to stereotype all veterans. Hire for skills, not entitlement. You don’t have to give everyone a job. Find the right fit and then work to help that person succeed.
Continued on next page
• Employment Law Counseling • Employment Litigation
• Prevailing Wage Compliance • Labor Commissioner Matters
• Wage-Hour Class Action Defense • Trust Funds Litigation
• Arbitrations, EEOC, and NLRB • Employment Contracts
• Union Disputes • Employee Handbooks
• Trade Secrets/Unfair Competition
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It’s important to remember that military work and civilian work are different and it can take some time to acclimate. At Anvil, we are working to create a sustainable model for hiring and making our veterans successful—one where the civilian trains the veteran and then that veteran is eventually put into a senior position and can train other veterans. Veterans working together in civilian life and work is a good idea because they can understand each other. We try to create that environment and that opportunity.
EC: Why do you think veterans are so well suited to make the transition to the construction industry? What should a contractor ask for, or about, when hiring a veteran?
Ht: Military Occupation Specialty (MOS) is their job. It’s what a solider is trained to do and qualified for and it gives you an understanding of what they did in the military. Using this you can begin to determine what they’re capable of in civilian work. Employers have to know what to ask. Most people have no idea what infantry does, for example. Most employers wouldn’t know that my infantry work included extensive building and construction.
It’s about asking the right questions. A couple of things I would recommend: 1) Request their DD214. This is their discharge papers and will explain what they did in the military. 2) Ask specific questions. If they were a combat engineer,
for example, ask what type of work they did. “Did you
perform demo work?” “Did you build things?” Ask for specific work they did and tasks pertaining to the job they’re applying for. Understanding the role of their rank will tell you a lot as well about their management skills, leadership skills, communication skills, and work skills.
EC: What do you believe are some of their most transferable qualities?
Ht: Work ethic; taking on tasks and working through a challenge—they don’t quit; punctuality; character; drive; ambition. A lot of people can have these qualities, not just veterans, but often you will see these qualities more refined in veterans.
EC: What do you believe the biggest challenges are for combat veterans returning home and entering into the workforce?
Ht: Acclimating back to civilian life can be incredibly challenging. Some will come back with PTSD issues, and/or physical injuries. For a veteran, civilian structure is very loose and can be difficult. Too much freedom or lack of structure can be hard and down time can be very difficult. Dealing with people who have different personalities can be hard too. In the military you’re very direct. There is no crying. There is no asking why. You just do. It can be difficult adjusting to environments where a person is given credit or success based on anything other than pure work performance.
EC: What do you want contractors to know about the veterans who are returning home from war? What are some of the challenges that employers should be aware of?
Ht: As the employer you need to make sure it’s the right fit for your company. Find the right one(s).
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INDUSTRY SUPPORTFOR UNITED STATES
Member Perspective Q & A (cont.)24-30 hours later after being injured MEDVAC to Balad AFB, Iraq, prepping to get on a C-130 flight to Lundstuhl, Germany. One of the most disappointing days in my life…leaving my Infantry company behind in Iraq even though I gave the thumbs up because I thought I was still able to fight.
Give them a genuine opportunity. It’s not about the number of veterans you hire – it’s about creating a real opportunity for them to succeed.
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Knowing how to support veterans is important. It can cost time and money. It’s a different type of minority program. It can be a very difficult transition for veterans and anything can set them off. Offer them help and create support systems for them. Northrop Grumman, for example, started an entire veterans department and program where veterans were supporting veterans. They hired counselors for the veterans.
If you’re going to hire them, create a program to support them—don’t just throw them out there. Support them health-wise—both their physical and emotional health. Employers should know that the average veteran who is injured or with combat stress might miss 1-2 days a week sometimes. It can feel like you’re walking on egg shells with your employer. I know what that feels like. “Deeds not words” is my infantry battalion’s slogan. That’s how I run my company and that’s how I want to take care of my employees.
For example, I have an open door policy with my staff. The morale and welfare of the solider/employee has to be taken care of in order for them to complete the mission. This means that they need to be able to get to their V.A. appointments whenever necessary. With me, they know that they can do this whenever they need to. No questions asked.
EC: PTSD is a prevalent issue among most deployed veterans but it is something that contractors and society in general often cannot relate to or understand. What should contractors be aware of? What do you want them to know about PTSD? What would you say are some of the “do’s” and “don’ts”?
HT: PTSD can be many things—for me, I don’t like large crowds. I don’t like large flashing bright lights. PTSD is unique to the individual because it is based on their particular trauma. Contractors should be aware of the reactions and be mindful of changes in personality. Do they shut down? Do they react in anger? Do they yell out? You don’t need to treat them differently but be aware of the signs and changes in their personality. Keep in mind that a lot of veterans will tell you they don’t have PTSD. They don’t want the label or they don’t think they have it. I would say ‘don’t’ try to empathize with them or apologize. ‘Do’ take them out of the environment they’re in that is causing it. Let them go for a walk or even send them home for the day if necessary.
EC: What do you want other contractors to know about hiring veterans? What advice do you want to offer other contractors who want to help veterans?
With Captain Clayton Hinchman. Photo was taken a month and a half later for Captain Hinchman’s promotion ceremony. We refused to be bed ridden…We will never quit. 13 months later I was retired…(the saddest day of my life).
HT: Give them a genuine opportunity. It’s not about the number of veterans you hire – it’s about creating a real opportunity for them to succeed. If you’re going to commit to hiring veterans, make them a long term investment. Do not leave them behind. Don’t give up on them. Help them grow and help them make the transition. Be patient. Not every veteran that comes through your door will be the right fit. Wait for the right one or right ones to match your company. Your company has to come first. u
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UCON is taking a lead role in the California construction industry to help returning veterans navigate their transition to civilian employment. A Task Force of contractors and associates, including a number of military veteran members, are working to connect talented and willing military personnel with both UCON members and the many available employment resource organizations located in the state. The UCON Task Force Chairman, Hal Stober of Gordon N. Ball stated, “The construction industry is led by dynamic people who know how to get things done. It is great to be working with fellow leaders in the industry, who are taking a little time off from running their companies, and working together in a united and focused effort to put a plan together so that the construction industry can help the veterans who have helped us so much, and provide them with a resource that we have full control of, a good paying job.”
The UCON Veterans Employment Task Force Committee is focused on identifying all the possible avenues for employment for veterans throughout the association. They focus on identifying existing veterans groups doing good work, developing criteria for prospective UCON endorsement, and launching a UCON “Hire a Vet Program” with an employer hiring pledge. They will also be utilizing UCON University to educate employers on tax advantages of hiring veterans, creating goals and metrics for veteran hiring within UCON, and utilizing labor relationships to improve employment prospects and reduce costs and barriers to veterans. Through the collaborative efforts of those on the committee and association staff, the task force committee hopes to create a positive and effective difference for veterans and the industry.
UCONTakingActionforVeteranEmployment
“The mutual benefit of connecting disciplined, focused and capable people to an industry that is really seeking top talent for the future is a win-win for everyone. And in the spirit of UCON’s value system—it is also about doing the right thing,” stated Mark Breslin, UCON CEO. If you or your company is interested in becoming active in helping this effort, please contact Emily Cohen at the UCON office or by email at [email protected]. Keep an eye out for updates on what the task force is doing through our website, Facebook and LinkedIn accounts!
UCON Veterans Employment Task Force Committee:
Michael Robirds, Accu-Bore Directional DrillingSteve Passerine, Andreini & Co.HT Tran, Anvil Builders, Inc.Michael Pagano, AVAR ConstructionTony Prada, D-Line ConstructorsTerilyn Fountain, Fine Line Sawing & DrillingMike Ghilotti, Ghilotti Bros., Inc.Johnny Zanette, Golden Bay Construction, Inc.Michael Walker, Golden State CompaniesHal Stober, Gordon N. Ball, Inc. (Chairman)Buster Segura, Lewis and Tibbitts, Inc.Luke Middleton, Lineation Markings Corp.Bruce Daseking, McGuire and HesterKelly Kolander, O.C. Jones & Sons, Inc.Ricky Serrano, R.E. Serrano, Inc.Greg Gruendl, Ray’s ElectricMark Breslin, UCONEmily Cohen, UCONMallori Spilker, UCON
Photo above courtesy U.S. Army: The American flag reflects in the glasses of an officer with the 82nd Airborne Division’s 1st Brigade Combat Team, as he re-enlists another paratrooper on Combat Outpost Qara Baugh, Ghazni Province, Afghanistan, April 22, 2012; photo by Sgt. Reed Knutson.
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Helmets to Hardhats:Problem, Meet SolutionThe U.S. economy may be on the road to recovery, but the path is not without hazards. Take the construction industry, for example. Business is booming, but as we previously reported, a shortage of labor and skilled workers in some sectors threatens to slow the momentum. In fact, cultivating a skilled workforce may be one of the biggest challenges facing the construction industry in the foreseeable future.
Construction jobs for veterans: problem, meet solutionHelmets to Hardhats is a national, nonprofit program that connects active-duty and retired military service members with skilled training and quality career opportunities in the construction industry. The program is administered by the Center for Military Recruitment,
INDUSTRY SUPPORTFOR UNITeD STaTeS Contributed By Nancy Adams,
Virtual Builders’ Exchange News Blog,With approval from Helmets to Hardhats
Assessment, and Veterans Employment and headquartered in Washington, D.C.
For veterans, the program paves the way for a successful transition to civilian life by providing the means for them to secure a fulfilling career in the construction industry. For construction managers, the program helps to train a competent workforce to provide the skilled labor the industry needs, now and in the future.
How it worksIn three- to five-year apprenticeship training programs, Helmets to Hardhats gives veterans the opportunity to learn everything they need to build a professional, specialized construction career.
To apply, a candidate must complete a comprehensive online profile, which helps hiring managers determine any transferable skills the candidate acquired during military service, and take an aptitude test to assess their skill level. While non-veterans seeking to enter a similar program may wait up to 18 months for admission, veterans enrolling in a Helmets to Hardhats program typically face no waiting time.
(Photo above left) The sparks fly as U.S. Navy Seabee Petty Officer 3rd Class Jordan Mitchem cuts rebar with an acetylene torch at the Orote Point concrete masonry unit block mechanics shop on Naval Base Guam on Nov. 14, 2007. Mitchem is a Seabee Steel worker with the Guam Detachment of Naval Mobile Construction Battalion 1. (Dept. of Defense photo by Petty Officer 2nd Class Demetrius Kennon, U.S. Navy)
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No experience? No problemLack of experience is no problem—most veterans who are placed in apprenticeships via Helmets to Hardhats have no experience in their field. Federally approved apprenticeship programs pay for the career opportunities offered by the program. Trade organizations provide the training at no cost to participating veterans, and Montgomery GI Bill benefits can help participating veterans supplement their income while they learn. u
(Photo above) U.S. Marine Corps Lance Cpl. Brandon Patrick guides a hose pumping concrete for the foundation of a new school in Ban Nong Lom, Thailand, during Exercise Cobra Gold 05 on April 19, 2005. Patrick and his fellow engineers from the 9th Engineer Support Battalion are deployed to Thailand for the joint-combined exercise from Camp Hanson on Okinawa, Japan. (Dept. of Defense photo by Staff Sgt. Aaron Allmon, U.S. Air Force)
Established in 2003, Helmets to Hardhats added a new program, known as Wounded Warrior, in 2007 to connect disabled veterans with employment opportunities in construction and supporting industries.
Source: U.S. Census Bureau
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Photo above: A U.S. Army soldier from the 82nd Airborne Division, Fort Bragg, N.C., prepares to parachute from a C-130 Hercules aircraft during Operation Toy Drop at Fort Bragg, N.C., on Dec. 6, 2008. Operation Toy Drop is an annual airborne jump hosted by the U.S. Army Civil Affairs and Psychological Operations Command (Airborne) and supported by Fort Braggís XVIII Airborne Corps and Pope Air Force Base’s 43rd Airlift Wing. In support of the exercise, soldiers donate a toy for a lottery ticket giving them the chance to jump under a foreign jumpmaster to earn their foreign jump wings. (Dept. of Defense photo by Staff Sgt. Michael B. Keller, U.S. Air Force)
As the economy continues to recover, so does our ability to give back to our own communities. In the meantime, however, writing a check isn’t the only way folks can contribute to bettering society.
The Girl Scouts are a good example. They pledged three million hours of service through Operation Honor Corps (OHC), a program that encourages individuals and organizations to pledge service hours in honor of our military, and their families. And the scouts aren’t the only ones—employees at a bank in the Midwest participated in an event for homeless veterans while another woman in California, who lost her son to suicide following multiple tours in Iraq, helps other returning veterans get immediate and multi-faceted treatment for PTS and TBI.
“Not everyone can serve in the military, but everyone can serve in their own communities,” said Vivian Greentree, Ph.D., Director of Research and Policy at Blue Star Families. “Through volunteerism we continue to learn, grow and give back to the communities that have given us all so much.”
With support from several non-profits whose aim is to inspire more civic engagement through service projects, sweat equity, and volunteerism, OHC is keeping track of the hours pledged which to date, is just over 26 million.
Additionally, OHC collects Honor Cards which folks can use to say thank you to the one percent of our population who serve in the military, and their families. The cards are displayed in the Capitol Rotunda and at military installations around the country.
Here are some other ways you or your company can give back to the military community:• Start an internship at your company for a college
student whose parent served or is serving in the military
Don’tAsk,JustDoHiring Vets is just one way to support the military community
• Start an airline mile collection drive and donate them to Hero Miles
• Become a mentor for a veteran or military spouse.Check out American Corporate Partners and share your network and advice with aspiring small business owners
• Keep it simple and gather monetary donations for a non-profit like Blue Star Families or the USO.
• Host a book drive for a military-impacted school library or volunteer to help spruce up a park or playground.
While troops overseas are flush with the essentials including candy, snacks and chapstick, the long transport flights to and from Afghanistan are a far cry from business class. Why not gather iTunes gift cards or E-reader gift certificates to donate to nearby active duty or reserve units. Don’t be afraid to contact a nearby base Family Readiness Officer or Family Readiness Group leader to ask what they need.
In the meantime, visit http://bluestarfam.org/honorcorps and plug in your zip code. Scores of volunteer opportunities in your area will pop up. u
Molly Blake is the Managing Editor for Blue Star Families, a non-profit dedicated to supporting, connecting and empowering military families. She is also a freelance writer. Her husband recently retired after service 20 years in the United States Marine Corps.
Contributed By Molly Blake, Managing Editor, Blue Star Families
facesUnWINEd with UCON
Napa R.E.D. Recharge/Engage/Develop kicked off with a wine cave dinner at Pine Ridge Vineyards and concluded with a wine blending party at the Villagio Inn & Spa fostering priceless networking opportunities. The ‘business’ portion was a combination of how to Build an Enduring Organization, followed by a strategic discussion on what UCON needs to focus on as the Change Leader in the Industry. The discussion focused on 3 central themes: developing a mentor strategy to increase the skill level in the field, increase participation of the younger generation, and continuing the association’s political footprint through legislative action.
Thank You To all of our sponsors!
Magnum sponsor
Zinfandel sponsorMabey, Inc.
Merlot sponsorsNational Trench SafetyUnited Rentals Trench Safety
RATED 4.60out of 5.00
26 W W W. U N I T E D C O N T R A C T O R S . O R G
JOIN THE DISCUSSION: What does UCON need to focus on as the change leader in the industry over the next 5 years? (UCON members only)
KEY QUESTIONS TO BUILD AN ENDURING ORGANIZATION
• What trends are influencing your business and how will you capitalize on these opportunities?
• How clear is your vision of the future? What’s your core purpose and core values?
• How are you developing a bench of strategic leaders?
• Do you have an adaptive culture? How do people typically respond to change?
Rusty Sherwood, Senior Consultant at FMI Corporation, gave an in-depth presentation on trends affecting the construction industry, capitalizing on these changes, and how to build and enduring organization.
syrah sponsorCondon-Johnson & Associates, Inc.
pinot sponsorsAppian Engineering, Inc.Bay Line Cutting & Coring, Inc.Chrisp CompanyLineation Marking CorporationStacy and Witbeck, Inc.Stomper Company, Inc.TBC Safety
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“UCON provides the opportunity for its members to learn from the past and focus on the future for the benefit of both the organization and the members. The event exceeded expectations and will grow in the future.” — Tom Barr, Ghilotti Bros, Inc.
“The RED Event provided a relaxed atmosphere for networking with other UCON Members. The wine cave dinner was outstanding. The Friday work session proved to be very beneficial for planning of UCON’s future. I would recommend this event to every member of the Association.” — Rich Gates, DeSilva Gates Construction
up
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Sal Rubino Golf ClassicBayonet & Black Horse Golf Club, SeasideCome experience the tradition of the Sal Rubino Golf Classic–a great opportunity to build new business and personal relationships with industry peers.
Government Relations Dinner & AuctionCraneway Pavilion, Richmond MarinaYou loved the waterfront location, so we are going back. You suggested more silent items, and more vacations for live items—and you shall have them....and more! Funds raised at this event help build UCON’s Government Relations Program for political advocacy.
UCON Events—Save the Dates, Build Your Business
13SEPT
2NOV
RATED 4.40out of 5.00
RATED 4.50out of 5.00
Register or sponsor: www.unitedcontractors.org/events
Annual BBQAlameda County Fairgrounds, Pleasanton$60 member / $90 non-memberUnited Contractors largest industry event! Network with your peers, create new business relationships, participate in the chili cook-off competition, ride a mechanical bull—are you going to be a part of it? The 2012 BBQ was a record breaking year with over 900 contractor and industry associated attendees.
REGISTER & SPONSOR: Go online now atunitedcontractors.org/bbq, or contact Marlo Fregulia, (925) 362-7317, [email protected]
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Register or sponsor: www.unitedcontractors.org/events
Network with your peers, create new business relationships, participate in the Chili Cook-Off,
even ride a mechanical bull — Will you be a part of UCON’s
largest industry event?
Thursday, August 1, 2013Alameda County Fairgrounds, Pleasanton
$60 Member / $90 Non-Member4:30pm
unitedcontractors.org/bbqContact: Marlo Fregulia, (925) 362-7317,
ALL AMERICAN STYLE
UCON Annual BBQ
Since 1923 | www.mabey.com | 800.956.2239
rent the right way
Structural Shoring | Bridges | Excavation Shoring | Temporary RoadwaysA leader in construction rentals in the Bay Area.
SafetyOur full line of trenching, excavation, & propping equipment can meet your most critical project needs.
ProductivityOur temporary roadway access & work pad systems provide the best stability, ground protection & value.
AccessibilityOur bridges are trusted by engineers & contractors for their strength, versatility & performance.
30 W W W. U N I T E D C O N T R A C T O R S . O R G
By Joan O’Brien,Education Manager
RATED 4.70out of 5.00
Register for all UCON University classes online atwww.unitedcontractors.org, or contact Joan O’Brien, Education Manager at [email protected],or (925) 362-7303.
Saturday, August 10th, 8:00am-4:00pmCost: $90 member; $115 non-member Location: OSHA Training Center, DublinInstructor: Ken Lane, OSHA Training Center
OSHA 7410: Excavation. Students will learn the role and responsibility of the employer to assign a competent person to the excavation site and arm that per-son with the knowledge to perform the work properly. Topics include:• Understanding and application of definitions relating to OSHA’s Excavation Standard (Subpart P)• Excavation hazards and control measures• Soil analysis techniques• Protective system requirements• Emergency response
Students will gain knowledge and skills that are required to perform the excavation duties.
up
UCON University: Industry Training, Just for You
Competent Person Trenching & Excavation
SEPTEMBER 2012 | ISSUE 9/VOLUME 218
W W W . U N I T E D C O N T R A C T O R S . O R G
@Technology & Construction
#getonboard p.14 “Friends” versus Friends.
Gen Y Tips for Technology
and the Workplace p.18
Keeping Up with Technology &
the Industry’s Next Gen
Plugged In
Chili Tasting...Bull Riding...
T-Shirt Launching...
Were You There? p.10
GOLD WINNER2011, 2012
Got News to Share?
United Contractors Magazine is a great way to promote your company. Send information to Michelle Vejby, [email protected], (925) 413-4038, or visit us at unitedcontractors.org/magazine.u
Ground Modification Improvement
Services: Compaction GroutingPermeation GroutingMicropilesTieback AnchorsPolyurethane GroutingStructural GroutingWater Shut Off
A New Source of Grouting with Decades of Experience.
GMI, A Division of AVAR is a specialty grouting contractor established by longtime veterans of the industry. We combine strong financial position and experienced personnel at all levels, offering close coordination with design and construction teams to ensure your projects is a success.
Phone: 510.455.4155 / Fax: 510.226.1013 www.groundmod.com
J U LY 2 0 1 3 31
Competent Person Trenching & Excavation
Unite
dCo
ntra
ctor
s
39 Years – 1974Contractor Member:Silva’s Pipeline, Inc.Jim Silva
22 Years – 1991Associate Member:Wells Fargo InsuranceServices USA, Inc.Donna Revis
21 Years – 1992Contractor Member:Stoloski & Gonzalez, Inc.Mark Stoloski
20 Years – 1993Contractor Members:C.F. Archibald Paving, Inc.Bill Archibald
Esquivel Grading & Paving, Inc.Ralph Esquivel
Evans Brothers, Inc.Wil Evans
Gallagher & Burk, Inc.David DeSilva
Ghilotti Construction Co.Richard Ghilotti
Stevens Creek Quarry, Inc.Richard Voss
19 Years – 1994Contractor Member:Navajo Pipelines, Inc.Karen Silva
Associate Member:Woodruff-Sawyer & Co.Bret Lawrence
18 Years – 1995Associate Member:GraniterockMark Kaminski
3 Years – 2010Contractor Members:MK Pipelines, Inc.Sean Brennan
Springline, Inc.Michael Fredenburg
Associate Members:Badger Daylighting Corp.Nick Azevedo
HCSSGenaro Garza
2 Years – 2011Contractor Members:J. Mack Enterprises, Inc.dba South Mack GrindingJerry McElree
MDR Inc. dba ACCU-BoreDirectional DrillingMichael Robirds
Associate Member:Stevenson SupplyRod Stevenson
1 Year – 2012Contractor Members:Compass EngineeringContractors, Inc.Mike Moore
Marques Pipeline, Inc. Jason Anderson
Associate Members:Cal-Sierra Pipe, LLCSteve Dunn
Chubb SuretyRobert Walsh
McSherry & HudsonChuck Griswold
JUly mEmbEr annivErsariEsUnited Contractors would like to take this opportunity to recognize and thank the following companies who are celebrating their anniversary of membership with our organization in July:
17 Years – 1996Contractor Members:Appian Engineering, Inc.Bob Alvey
R.M. Harris CompanyDavid Harris
14 Years – 1999Contractor Member:Tidelands Construction CompanyPhilip Toelkes
13 Years – 2000Contractor Member:Silverado Contractors, Inc.Joe Capriola
Associate Member:IronPlanetJohn Parodi
11 Years – 2002Associate Member:Mechanical Rebar TestingTiffany Garland
10 Years – 2003Associate Member:Trench & Traffic Supply, Inc.Michelle Townsend
6 Years – 2007Contractor Member:Florez PavingSam Florez
Associate Member:Eighteen Trucking, Inc.Martha DeLeon
5 Years – 2008Contractor Member:Blue Iron, Inc.Melissa Baker
4 Years – 2009Associate Member:EPICDavid Alvarado
Protect yourcrew and a
whole lot more.
The Underground Equipment Specialist®
From training your crew on safety regulations to helping you choose the right equipment for the job, our innovative
Trench Safety Solutions help increase productivity and lower costs. Next time you’re underground, count on us to
help keep your crew, and your project, safe.
UnitedRentals.com/Trench800.UR.RENTS
© Copyright 2013 United Rentals, Inc.
13-URI-0838 Napa RED QuarterPage.indd 1 4/30/13 10:05 AM
32 W W W. U N I T E D C O N T R A C T O R S . O R G
unite
dco
ntra
ctor
s
Balfour BeattY/gallagher & Burk jvWilliam Kuchulis (925) 829-9220 344 High StreetOakland, CA 94601
BaY area ConCrete, InC.Jonathan Vasquez (925) 245-8900 1306 Stealth Street Livermore, CA 94551www.bayareaconcretes.com
BaYsIde strIpe &seal, InC.Ramy Mughannam (707) 765-2871 P.O. Box 703Petaluma, CA 94953
BeeBe dIversIfIed lp Elizabeth Beebe (916) 287-9390P.O. Box 276125 Sacramento, CA 95827 www.thebeebeorganization.us CalIfornIa engIneerIng ContraCtors, InC / sIlverado ContraCtors, InC, a joInt venture Wahid Tadros (925) 461-1500 20 Happy Valley Road Pleasanton, CA 94566
aBsolute WIreless, InC. Oscar Costano (510) 782-487426250 Industrial Blvd., Suite 42 Hayward, CA 94545 www.absolutewireless.com
doWneY Brand llp Sean Filippini (916) 444-1000621 Capitol Mall, 18th FloorSacramento, CA 95814www.downeybrand.com
fIlICe InsuranCe agenCYCindy Smith (408) 350-5718738 N. 1st StreetSan Jose, CA 95112www.filice.com
gloBal leadershIp allIanCeHolly Parrish(916) 374-045513405 Folsom Blvd., Suite 750Folsom, CA 95630 www.glapartnering.com
IntralIne, InC.Pete Varma(510) 780-980025005 Viking StreetHayward, CA 94545 www.intralineinc.com
WelCoMe neW MeMBers – 2013
neW ContraCtor MeMBers:
d-lIne ConstruCtors, InC. Matt Certa (510) 251-6400 499 Embarcadero, Post 3, Box 6 Oakland, CA 94606www.dlineconstructors.com
jCC, InC.Craig Johnson (925) 370-6067 P.O. Box 6481Concord, CA 94524
kdW ConstruCtIon, llC D.J. Woods (707) 685-9157 595 Buck Avenue, Suite AVacaville, CA 95688www.kdwconstruction.com
odYsseY envIronMental servICes, InC. Rosina Hughey (209) 369-61975400 W. Highway 12 Lodi, CA 95242www.odysseylandscape.com
roadWaY ConstruCtIon InC.Reza Yazdi (415) 293-8490 One Market PlazaSpear Tower, Suite 3600 San Francisco, CA 94105
sIerra traffICMarkIngs, InC.Ron Johnson (916) 774-9080 9725 Del Road, Suite BRoseville, CA 95747
norCal safetYtraInIng & ConsultIngDan Herndon(510) 402-907638277 Hamlin StreetFremont, CA 94536
oles MorrIson rInker & Baker llpRobert Leslie(510) 903-20011901 Harrison Street, Suite 1650 Oakland CA 94612www.oles.com
prestIge prIntIng and graphICs Bruce Sorenson(925) 866-151412925 Alcosta Blvd, Suite 6San Ramon, CA 94583 www.prestigeprinting.com
raMos oIl Co., InC.Robert Feder(916) 825-28731515 S. River RoadWest Sacramento, CA 95691 www.ramosoil.com
ross venaBlesphotographYRoss Venables(831) 345-8805185 Celeste WaySanta Cruz, CA 95065 www.rossvenables.com
tYs, llpTobin Moon(925) 498-62003150 Crow Canyon Place, Suite 170 San Ramon, CA 94583www.tysllp.com
neW assoCIate MeMBers:
Photo courtesy Condon-Johnson & Associates, Inc.
J U LY 2 0 1 3 33
Last Call photo on page 34 (top): Soldiers of the Joint Security Area Scout Platoon return from a patrol of the Demilitarized Zone in the Republic of Korea, on Oct. 20, 1998. The patrol is part of a Quick Reaction Force that is positioned in the zone to respond to any situations that may arise. These U.S. Army soldiers are assigned to the United Nations Command Security Battalion. (Dept. of Defense photo by Senior Airman Jeffrey Allen, U.S. Air Force)
AT YOUR SERVICECOMPLIANCE EDUCATION COMES TO YOU: ON SITE, CUSTOMIZED TRAINING
FOR YOUR BUSINESS
Having trouble training your employees to keep up with the ever-changing CARB regulations? CARB Consultant, Tony Dorsa, offers specialized training designed to meet your company’s specific needs regarding On-Road, Off-Road, Portable Power, Stationary Power, CARB, and Local Air District compliance.
Services Provided: • CometoYOURsiteandtrain1-3membersofstaffto become CARB Compliance Monitor• Ensurestaffmembersunderstandyourspecificfleet and budgeting needs• Assistanceindevelopingandimplementingfleet-specific Compliance Plans• TeachstafftorecognizeCARBissuesandhandlebasicCARB and Local Air District record-keeping and reporting tasks• Half-day($750.00)andfull-day($1500.00)sessionsavailable
United Contractors members receive a 10% discount!
CONTACT Tony DorsaTD Consulting Services—Diesel Emissions Management(408) [email protected]
Make the Pledge: Hire a Veteran.Find available resources at unitedcontractors.org/veterans
calllasT
34 W W W. U N I T E D C O N T R A C T O R S . O R G
HYDRANTS.
HDPE PIPE.
PVC PIPE.
VALVES/FITTINGS.
COUNT ON USLast year was a momentous time in waterworks.
We joined forces to give you a complete waterworks solution.
There is one thing we supplythat professionals have come to rely on again and again -- our people.
Northern California Waterworks Team
HaywardModesto
FresnoSanta RosaSacramento (2)
Bakersfield (2)SalinasPlant
ChicoSan JoseClovis
ReddingSparks, NV
ALL LOCATIONS
Nobody expects more from us than we do®
© 2012 Ferguson Enterprises, Inc. All rights reserved.
FERGUSON.COM/WATERWORKS
HYDRANTS.
HDPE PIPE.
PVC PIPE.
VALVES/FITTINGS.
COUNT ON USLast year was a momentous time in waterworks.
We joined forces to give you a complete waterworks solution.
There is one thing we supplythat professionals have come to rely on again and again -- our people.
Northern California Waterworks Team
HaywardModesto
FresnoSanta RosaSacramento (2)
Bakersfield (2)SalinasPlant
ChicoSan JoseClovis
ReddingSparks, NV
ALL LOCATIONS
Nobody expects more from us than we do®
© 2012 Ferguson Enterprises, Inc. All rights reserved.
FERGUSON.COM/WATERWORKS
*Offer good for qualifying customers from June 1, 2013 to September 30, 2013 on select new models. $5000 rebate amount on Backhoe Loaders, Small Track-Type Tractors, Medium Track-Type Tractors, Small Wheel Loaders, and Small Excavators. $2500 rebate amount on Skid Steer Loaders, Compact Track Loaders, Multi Terrain Loaders, Mini Excavators, Compact Wheel Loaders. Not all buyers will qualify. Financing is subject to credit application and approval through Cat Financial. Additional terms and conditions may apply. Offer subject to change without prior notice.
Call Peterson today! Northern California Oregon/Southern Washington888.738.3776 800.452.7676 www.petersoncat.com
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