- NEW EMPLOYEE RECOGNITION PROGRAM -TRANSFORMING LEARNING ENVIRONMENTS -2025 LEADERSHIP SUMMIT
We are an organization built on integrity. We create an environment that empowers people to work safely, to be at their best, and to respect one another.
Our success is based on hearing and understanding the objectives of our customers. We build relationships.
We collaborate, we inspire, We challenge one another.
People will remember us for the solutions we provide. Entrepreneurial ideas are encouraged and promoted continuously raising industry standards.
The quality of our work will represent us for years to come. We take pride in what we build. It is our legacy.
Focus on positivity in what we do well and celebrate it
I hope that everyone is having a wonderful start to 2025. Rosendin Holding's leadership team kicked off the year with our annual Leadership Summit in mid-January. It was a great opportunity to reflect on our achievements and successes in 2024.
The entire organization renewed its energy and commitment to the well-being of the men and women in our offices and on our job sites. I'm proud of the efforts and investments we made and continue to make to ensure that the safety and well-being of our people remain at the forefront of everything we do.
We received valuable employee feedback during the annual engagement survey, which helped us drive new initiatives for the year. We brought consistency to our operations and customers' experiences and focused more intentionally on our strategy. 2024 was an exceptional year, thanks to the employees of Rosendin Electric, MPS, and The Rosendin Foundation. Thank you all!
While at the Leadership Summit, I shared the four areas I have prioritized for the year ahead: Connection, Communication, Consistency, and Focus.
Connection. I asked everyone, including myself, to connect more intentionally with their teams, customers, and business partners. Create purposeful time on your calendars and schedule it. We all need to set aside time for authentic conversations and connections.
“I'm proud of the efforts and investments we made and continue to make to ensure that the safety and well-being of our people remain the forefront of everything we do.”
Authentic connection builds trust and confidence, fosters communication, supports innovation and creativity, and empowers people to do extraordinary things.
Communication. Everyone at Rosendin and MPS can continue to improve their communication. It starts with the leadership teams. I ask for your help. Please participate in the engagement surveys and provide feedback. I also commit to continued transparency with decisions and thoughtfully accounting for the impact of those decisions on others. I asked our leaders to do the same.
Consistency. Consistency ensures that every employee, vendor, partner, and customer has a similar experience with us: consistent execution, leadership, language, and messaging. Consistency builds trust and credibility, allows us to achieve our goals, establishes reliability and accountability, and ultimately helps us to realize significant results.
Focus. We can do amazing things if we focus on less. Distractions come from many angles: projects, emerging markets, technology, or companies pitching a product or service. Protect your calendars and protect your space. If you feel that leadership is distracting you from our mission, share your concerns with them.
As the first quarter is wrapping up, we are well underway with the We Connect tour, as mentioned in The Feeder's previous issue. I am grateful for the honesty, transparency, and trust shown by everyone so far. I hope everyone will find these sessions as helpful and educational as I have. The time you are all taking out of your busy schedules to attend, be present, and engage is humbling. Thank you!
I look forward to seeing you all this year.
Be Well,
Keith Douglas
Keith Douglas CEO, Rosendin Holdings, Inc.
When Vice President of Operations Cannon McAdoo first came to Rosendin in 2014, he could not have imagined that he was going to help spearhead the start of a majorly important new program at Rosendin – the Large Projects Group.
Rosendin’s Large Projects Group ‘builds big’ when working on data centers with campuses over 500,000
“I started working at data centers eleven years ago, and was fortunate to experience a lot of different types of builds early on,” said McAdoo. “It seemed chaotic at the time, but it was really a decade’s worth of experiences in a short period of time compared to traditional construction.”
Fast-forwarding ahead to 2023, McAdoo realized that Rosendin’s clients were expanding into areas where the organization hadn’t previously worked before, such as more remote markets and other regions of Texas. Sensing an opportunity for Rosendin to expand and create opportunities for continued client-work, McAdoo started developing the plan to officially develop the Large Projects Group in October of 2023.
“When you’re pursuing work anywhere Rosendin has an established market, you’re looking at what are the best opportunities, who do we need to get in front of to be successful, and how do we resource it,” said McAdoo. “The way we (Large Projects Group) look at these business opportunities is sort of upside down. We’re focused on our resource capacity and who we want to work with, but the location is less of a factor.”
Essentially, the mission of the Large Projects Group is to bring together teams across the country that can travel wherever a client wants to go. By being flexible with location, clients continue to seek out Rosendin’s quality work and customer service, no matter where they plan to build next.
As more customers and general contractors turn to Rosendin for expertise and the ability to scale to support needs, the more the Large Projects Group is needed. The types of projects the group works on includes data centers with campuses greater than 500,000 square feet, with more than two buildings, and over 150 MW. Additionally, there are partnering opportunities with other regions across the country to support the overall growth of the organization.
“A lot of feedback we received from clients is that they want a ‘One Rosendin’ experience and consistency of who they’re dealing with at the organization across regions,” said McAdoo. “We’re trying to adapt our philosophy and how we approach customers to fill that customer obligation by creating a business unit that’s made for travel. There’s a lot of potential for growth and not a lack of opportunity.”
As the team expands geographically, they hope to create more career acceleration opportunities for leaders and attract teams willing to ‘build big.’
CANNON MCADOO, VICE PRESIDENT OF OPERATIONS
In order to seamlessly meet customers in new locations, McAdoo put together a team of people who are dedicated to their craft and willing to go the extra mile—literally—as the team is required to travel often.
“A lot of great people have joined the team… and there’s a huge amount of people to thank who took part in this over the years as it’s developed organically,” said McAdoo.
While the Large Projects Group is continuing to fine-tune their processes, they’ve learned several important systems of working that can help teams at every Rosendin jobsite. For example, McAdoo said he’s helped develop customer programs and tools that he wants to bring to other groups within Rosendin.
“At the end of the day, customer requests across the organization can be fulfilled with some relatively simple processes,” said McAdoo. “We have price consistency in preconstruction from the project leader to the products.
There’s also consistency in project administration from billing to change management, Safety and Quality programs, and a path of escalation. We have developed some simple tools that assist in with these themes that, as they are utilized across a portfolio, will aid in delivering on the ‘One Rosendin’ experience.”
The team is continuing to grow and expand, much like Rosendin’s business across the country. Currently, the Large Projects Group is mainly focused in Texas and the South, but they plan to expand further into the Midwest and Southeastern region as demand grows.
As the team expands geographically, they hope to create more career acceleration opportunities for leaders and attract teams willing to ‘build big.’
“This team has been in the making for a long time,” said McAdoo. “We are establishing ourselves as a business unit with Rosendin that has its own gravity,” ·
In January, Rosendin’s leadership from across the country gathered in Anaheim, CA, to hear from CEO Keith Douglas about the year ahead and to celebrate an exceptional 2024.
The greatest achievement of 2024 was that Rosendin closed the year with our best safety results of the last ten years.
Rosendin’s “Leadership Summit” is an annual event that began with a small team in San Jose several decades ago. As Rosendin has grown, so has the event, with more than 140 regional leaders attending this year.
Hosted by Keith Douglas, the two-day event highlighted 2024’s many successes. The greatest achievement of 2024 was that Rosendin closed the year with our best safety results of the last ten years. These results showed the commitment of our project teams to ensure that the men and women of Rosendin can perform their work in an environment that supports their physical and mental health.
Douglas also shared the accomplishment of several Strategy Initiatives and the kickoff of several more in the coming year, including the growth of Modular Power Solutions. 2025 is expected to bring more growth across all regions, teams, and vertical markets, especially in data centers, transportation, high-tech, and healthcare. In just a few weeks, Rosendin will use National Construction Safety Week as another opportunity to celebrate the results of our safety culture. Let’s strive for another year of exceptional results! ·
Whether it’s a positive email from a supervisor, free food in the breakroom, or a shoutout in a meeting, showing appreciation is an important part of any job. However, according to research from Gallup, only one in three employees in the U.S. feel that they are recognized for their work on a weekly basis. Aiming to improve this statistic internally at Rosendin, the new Rosendin Employee Recognition Program was created.
“After reviewing all the stats and interviewing folks from both the field and office, we came to the consensus that the most important part of a safe work environment is that working safely should be inherent, a reflex, automatic. It needs to be our culture—who we are, not just something we do when necessary.”
ANGELA RUNDLE, OPERATIONS MANAGER
“The idea for a safety recognition program actually started in Leadership Academy training as a result of a deep dive into our safety records,” said Operations Manager Angela Rundle. “After reviewing all the stats and interviewing folks from both the field and office, we came to the consensus that the most important part of a safe work environment is that working safely should be inherent, a reflex, automatic. It needs to be our culture - who we are, not just something we do when necessary.”
“The program ultimately evolved from being solely safety-focused to recognizing anything that contributes positively to our culture,” said Rundle. “Sometimes we get caught up in default expectations for employees, but we hope that by recognizing and rewarding our people for consistently doing the right thing, we can reinforce those great habits and potentially even raise the bar for Rosendin standards at the same time.”
“While there are other successful reward programs already in place across Rosendin,” Rundle said, “the team saw a need for a pre-developed program that teams could opt-into as a way to give employees recognition or try something different to engage their teams.” With input from a few dozen people across different regions and departments, the new Rosendin Employee Recognition Program was developed.
While certain aspects of a job are expected to be apart of everyone’s day-to-day responsibilities, this program is intended to reward and promote the consistent implementation of exemplary work practices and a commitment to our Core Values through direct and immediate recognition of employees.
Whether through nominations from peers or directly from supervisors, recognized employees will receive an R.E.I. (Recognizing Employee Initiative) token that they can save and exchange for a variety of different prizes, and a small sticker they can place on their helmets or display at their workstation. Supervisors are encouraged to offer reward options tailored to motivate their teams. Teams even have the flexibility to offer prizes which can be earned individually or pooled together for rewards.
There are several ways someone can receive an R.E.I. Recognition token; directly from a supervisor (typically Area Superintendent, Division Manager, Dept Lead, or Safety personnel) or through peerto-peer nominations using a simple form. Nominators simply provide a brief description of why someone qualifies for recognition for the reward program. Employees have already been nominated across the organization for things like covering for a co-worker who’s on PTO, diligently pointing out potential safety hazards, attending optional after-hours training sessions, and offering extra support when needed.
“Rosendin would not exist without all the hard work our employees put into their jobs,” said Rundle.“We know our people are amazing every single day, and we want them to know that we see that.” ·
If your team would like to participate in the program, need any additional tokens or stickers, or have any questions, you can reach out to EHS@rosendin.com.
APPRENTICE 1
Gunnar Quinn excels at completing his tasks with great quality and showing up on time. Whether it’s working near unprotected ledges or just placing conduit, he makes sure to ask questions and care about his safety while performing each task. Gunnar recently joined our CEP meeting team and has been very vocal in helping the team in the field. He has become a great asset to our team at DC2.
EsSaid showed our WE CARE core value when he initiated a stop work procedure while performing work on a damaged scaffold board. EsSaid is always looking out for his brothers and sisters in the field when it comes to safety. In addition to EsSaid caring about his fellow workers, he also cares deeply about the quality of his work. EsSaid is a valued member of our team and will always have a spot on my team! EMPLOYEE SPOTLIGHT
APPRENTICE 2
Griffin Turpen is a 2nd year apprentice that just transferred to Rosendin. In the few months he has been with Rosendin he has been a very valuable employee. He is a hard worker, never misses time, does quality work, and is always working safe. He has been an asset to the team out here at DC2.
Matt Supples is a dedicated and skilled QA/QC lead, driving innovation, accountability, and efficiency. He expertly manages multiple projects, solves issues, and earns trust through his knowledge and reliability. Along with his numerous votes, Matt’s work ethic and positive attitude make him invaluable to Rosendin.
PHARRIS - General Foreman, Central
Julie has demonstrated exceptional leadership and expertise in QA/QC, excelling as an inspector and GF. She is thorough in reviewing specifications, supports PMs and GFs, and ensures top-quality work on-site. Always proactive and collaborative, she goes above and beyond daily, tackling challenges with a positive attitude. Her knowledge, dedication, and numerous votes make her a strong candidate for a Quality Champion.
LAUREN LEEDEMEN - Assistant Project Manager, West
Lauren has shown outstanding growth and dedication, successfully managing life safety permits and installations. She played a key role in securing Battery HazMat and Generator HazMat approvals and led fire alarm installations and subcontractor coordination. Her contributions make her a vital team member.
DO YOU KNOW ANYONE WHO...
has assists in reducing costs by being proactive in planning, exceeds expectations through doing the right thing, is focused on completing tasks correctly the first time, emulates Rosendin’s mission and core values, and is quality-minded?
WATCH FOR YOUR NEXT OPPORTUNITY TO NOMINATE A QUALITY CHAMPION!
On February 18, 2025, Rosendin’s Learning and Development team hosted their “Engage, Pull, Transform” session at the 2025 Training Magazine Conference in Orlando, Florida. Presenters Brandon Dickey and Jeff Daigle were prepared for an impressive turnout, with past “Energizer” sessions drawing 100-150 attendees. Exceeding expectations, their session attracted an overwhelming 275 participants that day, nearly filling the 300 person-capacity room. With the support of L&D team members, Brandon and Jeff facilitated an engaging class featuring games, handouts, and high audience participation—a hallmark of their training methodology.
This session built on their previous success at the May 2024 Association for Talent Development (ATD) conference in New Orleans, Louisiana. The world’s largest gathering of learning and development professionals, the ATD conference hosts up to 10,000 global attendees. Their presentation, held in a smaller 60-capacity room, was so popular that doors had to be closed to additional participants. This 2024 session earned a 4.4 out of 5-star rating from survey results.
Rosendin’s “Engage, Pull, Transform” session is used to help instructors better engage their audiences. Founded on the innovative 20/40/40 formula:
20% lecture
40% question-driven discussions
40% hands-on activities
This structure empowers participants to drive their learning experience, fostering deeper connections and critical thinking. The approach creates an environment where ideas flourish and insights grow, inspiring other L&D departments to adopt similar methods.
The session also equips attendees with tools to replicate the process. Activities like question prompts for pulling information and onboarding exercises with Post-it notes teach participants to design their own engaging programs emphasizing involvement, validation, and critical thinking.
The significance of this model goes beyond engagement. Studies by Forbes and Human Capital Innovations highlight declining critical thinking skills, so sessions like these address a vital need. By dedicating 80% of participants’ time to answering questions, problem-solving, and perspective validation, this model promotes respect for diverse ideas, openness to new insights, and readiness for transformation.
Rosendin’s zero-cost, adaptable facilitation model is not just a training method; it’s a movement to transform learning environments. It lays the foundation for a cultural shift where critical thinking thrives, employees shape their collective future, and training aligns with organizational vision. This isn’t merely about training sessions; it’s about fostering empowered, creative, and collaborative workplaces. ·
2025 Training Magazine Conference
Orlando, Florida
Location: Aldie, VA
Craftworker Hours: 260,000
Power Capacity: 48MW
Size: 170,000 Sq. Ft.
Award-Winning Project
Rosendin completed a pioneering greenfield data center project in Aldie, VA, spanning 170,000 square feet across two stories and delivering 48MW of power capacity. This project marks the builder’s entrance into the U.S. market, building on a robust portfolio of European projects. With this new venture came a wealth of opportunities for mutual learning and establishing best practices for developing the new campus.
As a first-of-its-kind construction, the project faced various complex design challenges, evidenced by over 500 RFIs and five formal bulletins requiring resolution throughout the build. Despite these hurdles, the Rosendin team remained focused on maintaining critical path activities while actively seeking value engineering opportunities to enhance the client’s design.
Initially scheduled for completion in March 2024, the project timeline was extended to October 2024 due to significant delays in the delivery of Owner-Furnished Equipment (OFE) and utility services (NOVEC and Loudoun Water). Despite these setbacks, Rosendin completed approximately 260,000 craftworker hours, including specialized electrical work such as underground utilities, overhead electrical distribution, medium-voltage switchgear, 480V switchgear, UPS systems, ATS units, PDUs, CRAHs, RTUs, a full range of architectural finishes, lighting, fire alarms, VESDA systems, power and grounding infrastructure, security, telecom raceways, and lightning protection.
The project was executed with an outstanding safety record, achieving zero lost-time incidents or recordable injuries throughout its duration. This exceptional performance underscores Rosendin’s commitment to excellence across all facets of the build, from technical complexity to craftsmanship and safety.
The exceptional project team’s hard work and dedication were recognized by the Washington Building Congress (WBC) with a 2025 Craftmanship Award in the category of Power Generation, Distribution, and Switchgear. Rosendin Electric’s attention to detail, quality, and craftsmanship continually distinguish us as a premier Electrical Contractor in the Northern VA and Mission-Critical markets.
Tony Thurston, Matt Stoffa, Melvin Cherry, and Dan Frenzel provided the field leadership for this confidential data center project. Their leadership and example maintained a high level of excellence, living Rosendin’s Core Value of “We Excel.” The craftworker/crew leads included Damien Wright, Wesley Jackson, Ben Butcher, Will Casagranda, and Andrew Soulsby. Their exemplary leadership contributed to the success of this project.
Elijah Safadi was an apprentice on this project who tragically lost his life. This award (The 2025 Craftmanship Award) is in the category of Power Generation, Distribution, and Switchgear, which is everything Elijah helped work on while he was on this project.
These pictures of the 4” conduit work he did are some of the reasons Rosendin won this award. ·
To learn more about the headlines Rosendin is making, visit rosendin.com/newsroom .
» 2025 Construction Champions
Joan Bremer, Supplier & Subcontractor Program Team Manager
Construction Dive
» 2025 Construction Champions
Daniela Diaz, Project Manager
Construction Dive
Safety Awards Program
Shawn Davis, General Foreman Compass Cares
» 2025 Craftsmanship Award - Electrical Yondr 1A Team
Washington Building Congress
» Top Young Professionals Award
Alissa Bautista, Project Manager
ENR West
Airport Business Project of the Year
San Francisco International Airport’s Harvey Milk
Terminal 1 Center Renovation
Airport Business Magazine
ESOP stands for Employee Stock Ownership Plan, which provides employee-owners at Rosendin Holdings with beneficial ownership in the company. This is done through annual allocations of Rosendin stock made to eligible employee-owners.
The ESOP Trust receives contributions annually from Rosendin Holdings, and the amount depends on many factors. In our ESOP, employee-owners do not contribute their own money. The amount allocated to employeeowner accounts is based on an employee-owner’s annual eligible compensation.
For example, if an employee-owner has an annual eligible compensation of $60,000 and the ESOP contribution for the year is 10%, then the employee-owner’s account increases by $6,000 (10% of $60,000 = $6,000). This amount is used to purchase shares of company stock and will grow tax-free while you are employed.
The ESOP is important to all Rosendin employee-owners. The company’s contributions to the ESOP can increase the number of shares in your account. Annual company contributions to the ESOP are not the only way an account can gain value. The company’s performance is also a factor in determining the annual value of the stock in an ESOP account. If the company continues to perform well, the value of the ESOP can also grow.
Nothing! As a regular employee-owner of Rosendin Holdings, you are automatically eligible if you meet the basic requirements below:
· At least 18 years of age.
· Be employed by Rosendin or Modular Power Solutions on December 31st, following your date of hire.
· You are not covered by a collective bargaining agreement.
Rosendin releases our new stock price update companywide each year after the valuation, usually in early summer. Shortly after the announcement, you will see an update on your online Principal Account, and a “Statement of Participation” will be mailed to your address on file. New owners will also receive information on how to create their online Principal account and receive their first “Statement of Participation.” For information on how to read your “Statement of Participation,” visit the ESOP tab on the company’s intranet site.
WHO CAN I REACH OUT TO IF I HAVE QUESTIONS ABOUT THE ESOP?
If you have questions, you can send an email to Laura Issacs (lissacs@rosendin.com) or any of our ESOP Trustee members. You can also visit the ESOP page on the Rosendin intranet to find more plan details in our Summary Plan Description, utilize the ESOP calculator, and meet our ESOP Trustees.
Congratulations to Rosendin's Q1, 2025
Rosendin is proud to be employeeowned, and our entire team carries a sense of accountability for the successes we experience. Our employee-owners see their personal value in the company and understand their responsibility. We all have a stake in our future and are motivated and empowered to provide the very best value and service. Congratulations to the following individuals who became 100% vested during Quarter 1!
Jennifer M.
Jad C.
Connor G.
Kayla G.
Kirkland M.
Chase O.
Suzanne S.
Chris A.
Saul C.
Dianne B.
Marissa B.
Mindy D.
Nadim F.
Catherine H.
Trevor H.
Fred L.
Ivan M.
Kim N.
Roy N.
Chinh P.
Ramon P.
Maritza R.
Micah S.
Sara S.
Tim S.
Cory W.
Jeffery W.
Click here to learn more about Rosendin’s Employee Stock Ownership Program.
The
Foundation awarded
Austin a $25,000 Annual Grant in 2024. Apply for a 2025 Annual Grant Today!
The Rosendin Foundation is excited for our third year of TRF Camp Build! Students in grades 6th to 8th will be participating in the free, hands-on construction camp in McKinney (TX), Austin (TX), Commerce (CA), Huntersville (NC), and Sterling (VA) throughout the summer.
TRF Camp Build embodies our core values: We CARE by building doghouses and bookcases to donate to local nonprofits. We SHARE the industry opportunities our organization creates through our social channels. We LISTEN to feedback from campers, parents, volunteers, and sponsors to ensure campers have a transformative experience and EXCEL . We INNOVATE by looking at opportunities to help solve future workforce challenges. We are THANKFUL to all our volunteers and sponsors who are building and empowering the next generation of construction professionals.
Each year, The Rosendin Foundation provides Emergency Grants to support our local communities. To date, we have distributed $37,500 to nonprofit organizations for HVAC repairs for transitional housing and community support for those affected by the LA fires, including free childcare for displaced families and first responders, mental health services, home delivery of nutritional services for critically ill, and funding offset for meals and purchasing of non-perishable food items.
Our Service Days have allowed Rosendin and MPS volunteers to continue serving our local communities by collecting donations and using their skills to build furniture and plant trees. We encourage all our team members to participate in their local Service Days. If you have an idea for a Service Day, let us know. We will also be introducing a new volunteer platform later this year.
Please remember that our Annual Grants deadline is July 1. Share our grant page if you know of a local nonprofit that could use the funding.
Lastly, our Annual TRF Golf Fundraiser and Donor Appreciation event will move to November in Scottsdale, AZ. We look forward to your continued support and participation with more details coming soon.
Thank you for supporting our mission of making a positive impact!
In Community,
Jolsna Thomas President, The Rosendin Foundation
ANNUAL SPONSORS FOLLOW US ON SOCIAL
Q1 set a record for Emergency Grant giving. We issued a total of 8 Emergency Grants totaling $37,700 to non-profit organizations needing immediate assistance. Many were to organizations supporting community members impacted by the LA fires.
» $5,000 - SAFE ALLIANCE
Repair of their IT room and A/C system.
» $5,000 - YMCA OF METROPOLITAN LA
Provide free childcare for displaced families and responders tending to the LA fires.
» $5,000 - BOYS & GIRLS CLUB OF PASADENA
Provide mental health services for those impacted by the Eaton fires.
» $2,700 - THE HAVENS
Repair HVAC for two of their transitional housing units.
» $5,000 - HOLLYWOOD FOOD COALITION
Support feeding the community after the fires.
» $5,000 - PROJECT ANGEL FOOD
Provide home-delivery of medically tailored meals and nutritional services for critically ill impacted by the LA fires.
» $5,000 - WESTSIDE FOOD BANK
Purchase additional non-perishable foods to help families impacted by the LA fires.
» $5,000 - HILL COUNTY COMMUNITY ACTION ASSOC.
Offset funding loss for meals for local seniors.
MANOS DE CRISTO - ITEM DRIVE
Austin, TX - 1/25
TREESCHARLOTTE - LONG CREEK GREENWAY
TREE PLANTING
Huntersville, NC - 2/27
TRF CAMP BUILD PREP - MATERIALS PREP FOR CAMPS
Austin, TX - 3/8 & 3/15
WILLIAMSON COUNTY CHILDREN’S ADVOCACY
CENTER - BUILDING FURNITURE FOR FAMILIES
Pflugerville, TX - 3/8
WORKFORCE
» Construction Champions 2025 (Feat. Joan Bremer and Daniela Diaz)
Construction Dive
FUTURES
» Rosendin Recognizes Construction Competition Student Winners (ASC)
Construction Superintendent
PROJECTS
» Rosendin Electric Deploys Custom Robots to Install Solar Panels
ENR
WORKFORCE
» West Region’s Top Pros (Feat. Alissa Bautista)
ENR West
National Welding Month
April 10 National Siblings Day
April 21 World Creativity and Innovation Day
April 20 - 26 National Volunteer Week
April 22 Earth Day
April 23 Admin Professionals Day
AAPI Month
Mental Health Awareness Month
May 7 Skilled Trades Day
May 7 National Safety Professional Day
May 5-9 Construction Safety Week
May 11 Mother’s Day
May 11 - 17 National Hospital Week
May 22 Harvey Milk Day
May 26 Memorial Day
Pride Month
Intern Campaign/Week
June 5 World Environment Day
June 6 National Higher Education Day
June 15 Father’s Day
June 19 Juneteenth
June 20 First Day of Summer
June 21 National Selfie Day
June 23 Women in Engineering Day
June 23 National Hydration Day
