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October 2021 | Advertising for Certified Women, Veteran & Minority-Owned Subcontractors | 67th Edition
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Global Materials Shortage Affecting the Energy Sector and Greater San Antonio
22
New Task Force To Direct Funding To Vital Highway Safety Projects
14
CenterPoint Energy Appoints New Board Member Raquelle W. Lewis
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PUBLISHER’S MESSAGE
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Subcontractors USA highlights opportunities and news relevant to the construction, energy, architecture, manufacturing, education, engineering, oil and gas, transportation, and IT industries we serve. We hope you find this issue not only informative, but inspiring and educational as well. As October is National Women’s Small Business Month, this month's issue of Subcontractors USA highlights Sunshine Personnel Solutions, LLC and Maribel Rodriguez, CEO. With over two decades of impressive know-how as a business owner, since opening Sunshine Personnel Solutions in 2014, this woman-owned staffing service solution proudly meets the staffing needs of clients in Houston and the surrounding areas. Maribel and her team of experts understand the importance of a company’s budget, time, and need for
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BEHIND THE JOURNAL PUBLISHER & CEO Keith J. Davis, Sr. CHIEF OF STAFF & MANAGING EDITOR Kimberly Floyd ACCOUNTING MANAGER Eugenie Doualla ASSISTANT SALES REPRESENTATIVE Tiffany Brown OPERATIONS COORDINATOR Bria Casteel ART DIRECTOR Angel Rosa DIGITAL MEDIA MANAGER Erick Fontejon PHOTOGRAPHY Grady Carter L.C. Poullard DISTRIBUTION Rockie Hayden CONTRIBUTING WRITERS
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an adept staff to keep a business competitive, serving clients in the areas of oil and gas, construction, industrial, transportation, maintenance, medical, and hospitality. The U.S. Census Bureau recently released new estimates on the characteristics of employer businesses, also highlighting the growth of woman- and Hispanic-owned businesses. With successful and ever-thriving businesses like Sunshine Personnel Solutions, there is proof of a positive outlook for unceasing growth among these groups. As always, thank you for your continued support of Subcontractors USA. When you support us, you are supporting more than just our company; you are supporting the communities in which we live and work. Working together, we can succeed in making positive things happen.
“I’ve never thought of myself as a female engineer, or founder, or a woman in tech. I just think of myself as someone who’s passionate.” — Leah Busque Solivan, American entrepreneur and founder of TaskRabbit
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CONTENTS
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04 ARCHITECTURE 04 Architecture Student Elected to NAAB Board of Directors 06 News From The American Institute of Architecture Students Introducing the New ASCA Liaison to the AIAS Board - 2021
ADVERTISING | MARKETING MEDIA | COMMUNICATION
08 CONSTRUCTION 08 AGC Reaches Out to Federal Agencies on COVID-19 Vaccine Mandate 10 AGC & Procore Technologies Launch New Scholarship To Assist African American & Minority Students in At-Risk Areas Studying Construction at HBCUs 12 ENERGY 12 Women, Black, and Hispanic/Latino Workers Underrepresented in US Clean Energy 12 Global Materials Shortage Affecting the Energy Sector and Greater San Antonio 14 CenterPoint Energy Appoints New Board Member Raquelle W. Lewis 15 OIL AND GAS 15 RRC Begins Important Steps To Ensure Natural Gas Supply for Weather Emergency Power Generation 18 The Environmental Partnership Annual Report Shows Industry Progress In Reducing Flaring 18 Railroad Commission Exceeds Legislative Goal for Plugging Orphaned Wells for Fifth-Straight Year
GRAPHIC DESIGN • Logos • Flyers • Ads • Folders • Brochures • Door Hangers PRINTING • Business Cards • Flyers • Folders • Pull-up Banners • Step and Repeat Banners • Brochures • Door Hangers • Letterhead • Envelopes
16-17 COVER STORY 16-17 Sunshine Personnel Solutions, LLC Meeting & Exceeding Industry Staffing Needs
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20 PERMITS 20 Contractors! Why You Should Care About National Code Compliance Month
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22 SAFETY 22 New Task Force To Direct Funding To Vital Highway Safety Projects 26 As an Employer, Are You Providing a Safe Workplace for Your Workers? 28 TRANSPORTATION 28 DART Board of Directors Unanimously Approves Bus Network Redesign Plan 28 TxDOT Terminates IBM From Toll Operations Contract for System Issues
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ARCHITECTURE
Architecture Student Elected to NAAB Board of Directors By Destiny Vaquera UH Gerald D. Hines College of Architecture and Design Contributor
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erald D. Hines College of Architecture and Design student Nyx Valerdy was recently elected to the National Architectural Accrediting Board (NAAB). She will represent the American Institute of Architecture Students (AIAS) and architecture students nationally for a two-year term through 2023. The National Architectural Accrediting Board accredits professional degrees in architecture offered by educational institutions throughout the United States. Valerdy begins her term as an officer on the board at the conclusion of the NAAB Annual Meeting on October 29, 2021. As a student, Valerdy brings a unique perspective to the NAAB board. In her position, she is responsible for attending board meetings, reviewing visiting team reports, and voting in accreditation decisions. Once her term begins in October, she will also engage as a member of one of the board’s committees.
“I am extremely lucky and honored to have been elected among three nominated students from across the country,” said Nyx Valerdy. “It is exciting to gain experience in my role on the board of directors and apply it to my future endeavors.” Even before she transferred to the University of Houston in 2018, Valerdy had been an active member of the AIAS. In 2017, she first learned about the opportunity with NAAB at the AIAS national conference (FORUM). When AIAS released a call for interest in serving on committees and task forces this year, Valardy decided to go for it. “I really encourage students to get involved and become a part of a bigger cause,” shared Valerdy. “Whenever there is a call for action or to participate, I hope future students feel encouraged to step up, because often those actions lead to other opportunities.”
Introducing: Opportunity Business Equity at Port Houston Our NEW Business Equity Division provides resources to small, minority- and woman-owned businesses seeking to participate in Port Houston procurements.
To learn more about the NAAB Board of Directors elects, visit their website at www.naab.org. Source: Gerald D. Hines College of Architecture and Design
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ARCHITECTURE
News From The American Institute of Architecture
Students Introducing the New ASCA Liaison to the AIAS Board - 2021 By Bethany Lundell Garver Scott Cornelius, AIAS Contributors
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he American Institute of Architecture Students (AIAS) is pleased to welcome Bethany I. Lundell Garver, AIA, NCARB, to the 20212022 Board of Directors. Beth is Dean of Practice and Faculty at the Boston Architectural College. At Grassroots 2021 Beth was sworn in as the Association of Collegiate Schools of Architecture (ACSA)’s liaison to the AIAS for a three-year term, from 2021-2024. This is following the three-year term of Dr. Ikhlas Sabouni, DPASCA, of Prairie View A&M University. Below are Beth’s responses to our interview questions; please take a few minutes to get to know our new ACSA Liaison better! Please describe as much of your background and architectural education as you’d like. Growing up in a small college town on the hem of Alabama’s Black Belt region, I relished things I could reach out and touch: clean sidewalks where I guiltlessly walked barefoot, bike rides through agricultural fields in warm rain, and the presence of Greek Revival structures unabated by their need for fresh paint. As an undergraduate student, I found architectural meaning within an ethical and cultural context. At Auburn University’s Rural Studio, studying under the late Samuel Mockbee, I learned to use design as a tool for community cultivation and realized that, as designers, we must create space for comfort and hope in peoples’ lives. From rural Alabama, I studied abroad in Europe, where my design convictions solidified amidst vibrant urban landscapes and an alluring public realm. Shaped by early exposure to impoverished communities in the Deep South, contrasted with my subsequent immersion into city culture, I became intrigued with interrelationships between vast urban systems and their alienated parts. This prompted me to study architecture and urban design at Harvard Graduate School of Design, but only after working for a decade in New York City and San Francisco with Rafael Viñoly Architects while completing requirements for architectural licensure. Is there anything in your past that particularly inspired you to join this profession? In a conversation I had a couple years ago with Bruce Mau, he reminded me that INSPIRATION is our first responsibility: “Design is Leadership.” By way of my parents, the idea of “leading by design” is what really drew me to this profession. My father is an architect, professor, and department head who leads with humility and collaborative action. My mother is a retired high school history teacher turned media specialist. Since grade school, she encouraged me to examine historic governance structures, learn how policies affect change, and challenge injustices by leading the design of better processes, not just products. Please list any other ACSA appointments you’ve held or any other general involvement. I served as At-Large Director on the board of the Association of Collegiate Schools of Architecture (ACSA) from 20172020. I have held elected and appointed roles on several ACSA, AIA, and NCARB committees, and I am a founding editor for NCARB/ACSA’s recently launched ProPEL: Professional Practice Education Library. I am also an Architect Licensing Advisor (NCARB) for the
Boston Architectural College. Prior to being elected to the ACSA Board of Directors, I served on the board for visual-arts nonprofit Root Division (2008-2012) and foster care youth empowerment nonprofit Silver Lining Mentoring (2016-18). Please tell us more about your AIAS involvement and any work you’ve done with emerging professionals. My passion in work and life is to empower future leaders and change agents like you in architecture and design. As an architect, educator, and administrator serving future generations of architecture and design professionals on a daily basis, there are few organizations I believe to be more essential to the promise of this future than the American Institute of Architecture Students. Since 2017, I have been the AIAS Faculty Advisor at the Boston Architectural College. This experience has been bittersweet. While I know the incredible value AIAS offers, I have seen my extraordinary student leaders struggle to keep our AIAS chapter alive. Member minimums, individual dues, chapter dues, fundraising, and even the timing of events are real barriers for our students. As a faculty advisor, and now a director on the national Board, I will continue to advocate for necessary support to ensure “nontraditional” students and programs are a part of AIAS.
For a bit of context, the National Center for Education Statistics defines nontraditional students as meeting one of seven characteristics: delayed enrollment into postsecondary education; attending college part-time; working full time; being financially independent for financial aid purposes; having dependents other than a spouse; being a single parent; or not having a high school diploma. These criteria fit an increasing number of aspiring architecture students, and I hope to help AIAS continue to adapt to accommodate them. Do you have any goals or intentions for your new
Liaison role? I believe in you. I believe in AIAS’ Learning and Teaching Culture Policy project, AIAS’ ongoing work with Freedom by Design, career preparation, and research publication efforts through Crit. I believe you have earned a seat at every table that involves rewriting the script for our profession in a way that realizes the holistic, measurable value of architects and a professional architectural education. I believe you are a bridge, a voice, an influence, and the ones with the power to change the future of how people react when we proclaim: “I am an architecture student,” “I am an architect,” and “I am committed to making this world a better place.” As the ACSA Liaison on the AIAS Board of Directors, I am deeply honored to support and stabilize the organization in service of this mission. What is the “big picture” impact: that you would like to have on the profession OR that you hope the profession will have on the world? In architectural education and practice, we talk a lot about the word “impact.” And yet, rarely are we asked to reflect upon and assess our impact beyond merely pointing to past projects or clients. We lean on our portfolio, our pretty renderings or photographs, and our (often unpaid) time commitment to somehow prove that we are making a difference. When the reality is that the people who live and breathe in our work know our impact more than anyone but are hardly ever asked to share. As a profession, my hope is to better incorporate a culture of assessment into our design process and output. I help future leaders understand the value of reflecting upon how practice and project goals are contributing to their Big Why; what is being learned; and where to redirect efforts along the way to meet (and even exceed) goals. All of this starts with one question: How will we know if we are successful? To answer that question, architects, firms, and schools have to determine their metrics for success. This is HARD and takes time. Are we making a good profit? Are our students, employees, and their families engaged and thriving? Are we attracting a more diverse pool of applicants? Are we running for and being elected to city/state/national office where we are leading master plans and writing legislation? For example, in addition to designing more Accessory Dwelling Units (ADUs) and Net Zero Energy (NZE) buildings, are we informing and enacting policy changes to make more ADU-friendly neighborhoods and NZE/ Net Positive cities? Are we present in the global leadership conversations required to truly address climate change? I want us to talk less about “having an impact” and do more to pause, reflect, and measure how our work truly performs. Let’s commit resources to really wrestle with our miserable failures. Let’s look for the places where critical decisions about the built environment are being made; and yet, we as a profession are absent, perhaps too busy (or obsessed) with tradition to join. Let’s get invited to those tables and be present in places we have never been. Let’s allow ourselves, our degree programs, and our profession to be dramatically changed by what we learn from the many failures of “business as usual.”
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For more information, please visit www.aias.org. Source: The American Institute of Architecture Students
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CONSTRUCTION
AGC Reaches Out to Federal Agencies on COVID-19 Vaccine Mandate By Subcontractors USA News Provider
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ecently, The Associated General Contractors of America (AGC) reached out to the Safer Federal Workforce Task Force, Federal Acquisition Regulation (FAR) Council and other federal agencies to highlight the uniqueness of the construction industry, the many safety measures contractors have implemented throughout the pandemic, and to advocate for clear guidance on the vaccination mandate for all direct federal contractors—general contractors and subcontractors at all tiers. Please note that this mandate does not apply to federallyassisted construction contracts—like those through state departments of transportation—or grants. The Task Force is expected to issue guidance on September 24 and the FAR Council is tasked with issuing contract clauses by October 15. Direct federal contracts can expect this requirement in all new solicitations, contracts, extensions, renewals, etc., starting as early as October 15. This mandate will not impact existing federal construction contracts. The Task Force has yet to define key terms like “contractors workplace locations.” These types of definitions will be crucial in understanding the breadth of the vaccination requirements. AGC of America has gathered resources to assist its members facing COVID-19 vaccine requirements; vaccine safety and effectiveness that members can use in their educational efforts; and provided resources to assist with employer vaccine policies. Click HERE to find the AGC COVID-19 Vaccine Toolkit. There are a lot of questions that have yet to be answered. AGC is reaching out to OSHA, FAR Council, Task Force, and other federal agencies, and will update AGC members as they learn more. For more information, please visit www.agc.org. Source: The Associated General Contractors of America
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The Historically Underutilized Business (HUB) Program at the University of Houston (UH) is committed to promoting the inclusion of HUB vendors in university procurements. The HUB Program ensures compliance with state HUB laws, assists UH departments in locating HUB vendors; as well as offering HUBs assistance to facilitate access and contracting opportunities.
For more information about how to do business with the University of Houston, bid opportunities, or to learn about events, workshops and seminars, visit: www.uh.edu/hub
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CONSTRUCTION
AGC & Procore Technologies Launch New Scholarship To Assist African American & Minority Students in At-Risk Areas Studying Construction at HBCUs By Subcontractors USA News Provider
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he Associated General Contractors of America and Procore Technologies, Inc., a leading provider of construction management software, are launching a new scholarship program to assist African American and minority students in at-risk situations who are studying construction fields at historically Black colleges and universities (HBCUs). The new scholarship is being made possible thanks to a $250,000 challenge gift from Procore that the association will now fundraise to meet and exceed. “We don’t want to price future leaders out of their opportunity to shape the construction industry,” said Stephen E. Sandherr, the association’s chief executive officer. “These new scholarships will put a new and more diverse generation of students on track to become tomorrow’s construction leaders and innovators.” Sandherr noted that the new HBCU scholarship program is part of the association’s broader efforts to make the construction industry more diverse and inclusive. The association also operates a nationwide recruiting campaign called “Construction is Essential” to attract more diverse workers. Its Culture of Care program helps firms create more welcoming and inclusive workplaces. And its Business Case for a Diverse Industry helps construction leaders see how more diverse firms are innovative, profitable, and safe.
“The ultimate outcome of these scholarships is to increase the representation of African Americans in the construction industry, where the numbers have remained too small for too long,” said Pat Wadors, Procore Chief Talent Officer. “This scholarship program is an extension of our investment in diversity and inclusion and workforce development, two of the industry’s most pressing needs.”
The challenge gift from Procore is part of the Carpinteria, California-based technology firm’s commitment to connecting construction and technology to the tools, resources, and community needed to build a more inclusive and diverse future. Procore is supporting the industry through partnerships with minority contractors associations to provide technical and educational resources to members, and employees through Employee Resource Groups
(ERGs) that foster a culture of belonging. The HBCU scholarship program will be administered by the AGC Education and Research Foundation, which awards a host of construction scholarships, funds research into key construction topics and supports faculty externships at commercial construction firms. The foundation is launching an industry-wide fundraising campaign to meet, and hopefully exceed, the initial $250,000 challenge gift from Procore. “We are asking members to invest not only in these students, but also the future of our industry,” said Darrel Gibson, the executive director of the AGC Education and Research Foundation. “Supporting these scholarships is the best way to create a new, more diverse, generation of industry leaders.” Procore and AGC announced the new scholarship program during the association’s annual convention in Orlando, Florida. For more information about the program and how to donate, please visit www.agc.org. Source: The Associated General Contractors of America
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ENERGY
Women, Black, and Hispanic/Latino Workers Underrepresented in US Clean Energy By Tristan Wilkerson NNPA Newswire
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s Congress considers the most significant domestic investment ever made to speed America’s transition to clean energy, a new employment report from a collaboration of business, equity, and energy organizations highlights the need for Congress to include funding to advance diversity in clean energy and ensure women, disadvantaged communities, and workers of color are not left out of one of America’s great economic expansions. According to Help Wanted: Diversity in Clean Energy, about 60 percent of clean energy workers across America are non-Hispanic Whites and more than 70 percent are men. Black and Hispanic or Latino workers are underrepresented across clean energy technologies compared to the national average while women hold less than 30 percent of clean energy jobs in all but one state. The study by BW Research Partnership was done in collaboration with E2 (Environmental Entrepreneurs), The Alliance to Save Energy, American Association of Blacks in Energy (AABE), Black Owners of Solar Services (BOSS) and Energy Efficiency for All (EEFA). Nicole Sitaraman, policy committee chair of BOSS and vice president of strategic engagement at Sustainable Capital Advisors said: “We are living in a climate crisis in which Black communities are suffering disproportionately. Clean energy industries often overlook the innovation, expertise and insight that Black communities possess. It is time to change that. We will not reach our climate mitigation and adaptation goals without the full participation and leadership of people of color in the clean energy sector. This report presents important data showing the urgency of diversifying this space to achieve an equitable climate resilient future.” Paula Glover, president of the Alliance to Save Energy said: “With Congress considering a generational investment in our energy system, we cannot let our energy future repeat the mistakes of the past. The energy sector, with its good-paying jobs and benefits, has long been a tool for economic mobility, and this report confirms that investments in the clean energy economy need to be about more than just the “clean” factor – they also need to be about building a more equitable economy. The energy efficiency sector is the largest employer in clean energy, with a two-million-strong workforce only expected to grow as we get serious about climate action. I strongly urge Congress to make targeted investments to ensure these opportunities are more diverse and inclusive for all Americans.” Bob Keefe, executive director of E2 said: “Clean energy is one of the fastest-growing sectors of our economy, but it has a real diversity problem. As Congress and state lawmakers consider legislation to ramp-up clean energy and the jobs and investments that come with it, they must also ensure all Americans have access to the opportunities and benefits that come with a cleaner economy. Building back better also means building back more equitably.” Phil Jordan, vice president at BW Research said: “Today’s report demonstrates that we have work to do to increase diversity in the energy sector. If we couple accessible education and training and support diverse supply chains with infrastructure investments that will decarbonization the economy, we can ensure a more equitable energy sector and provide economic opportunity for communities too often left on the sidelines.”
The study expands on data from the 2021 U.S. Energy and The study expands on(USEER) data from the 2021 and Employment Report produced by U.S. the Energy U.S. Department of Employment Report (USEER) produced by the U.S. Department of Energy. Among the specific findings: Energy. Among the specific findings: • Black workers represent about 8 percent of the clean energy labor force, compared with about 13 percent of the nation’s total workforce. • Hispanic/Latino workers represent nearly 17 percent of the clean energy workforce, slightly less than the 18 percent they represent in the overall national workforce. • About 8 percent of clean energy workers are Asian, slightly higher than their presence in the national workforce, while Pacific Islanders and Alaska and other native Americans each make up about 1 percent of the clean energy workforce. • Women hold about 27 percent of clean energy jobs, compared with 48 percent of all jobs nationally. • Black, Asian, Indigenous, and multiracial workers account for about 27 percent of clean energy jobs.
Broadly, clean energy is about on par with the fossil fuel industry and the overall energy workforce when it comes to diversity. Women, Hispanic or Latino, and Asian workers generally hold a higher percentage of jobs in renewable energy than clean energy sectors. Black workers, however, are less likely to work in renewable energy generation or energy efficiency, but fare better in clean storage, grid modernization and clean vehicles occupations.
Demographic
US Labor Force
Total Energy Workforce
Clean Energy Workforce
Fossil Fuel Workforce
Black/African American
13%
10%
8%
9%
Asian
7%
7%
8%
6%
Native Hawaiian or other Pacific Islander
<1%
1%
1%
<1%
American Indian or Alaska Native
<1%
2%
1%
2%
Two or more races
2%
8%
8%
9%
People of Color
22%
28%
27%
26%
Hispanic/Latino
18%
16%
17%
13%
Women
48%
25%
27%
27%
The report also includes data for every state and the District of Columbia. South Carolina, Maryland and New York have the highest percentage of Blacks in clean energy, while New Mexico, California and Hawaii have the highest percentage of Hispanic or Latino workers. Data for specific occupations in clean energy – such as wind turbine and solar installers and technicians, plumbers, welders, HVAC technicians and insulation installers – also is included.
Thereport reportoutlines outlinesnumerous numerouspolicy policyrecommendations recommendationsfor forCongress Congress The andstate statelawmakers, lawmakers,including: including: and • Investments in better education, training and apprenticeship programs for members of historically underserved communities. • Creation of “green banks” and other financing mechanisms to jump-start clean energy companies and jobs, with specific metrics for minority owned companies and communities. • Enforcement of funding and performance targets for efficiency programs in under-resourced communities. • Financing requirements to ensure underserved communities directly benefit from any clean energy facilities – such as solar or wind farms, gigafactories, or clean vehicle factories – built in their neighborhoods.
For more information, please contact Ben Finzel at ben@renewpr.com or Michael Timberlake at mtimberlake@e2.org.
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Source: National Newspaper Publishers Association
October 2021 | 13
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ENERGY
Global Materials Shortage
Affecting the Energy Sector and Greater San Antonio By Subcontractors USA News Provider
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PS Energy depends on a variety of goods and services to provide Safe, Reliable, Affordable and Resilient energy to customers throughout Greater San Antonio. Recent material shortages across the globe are impacting supply chains that provide those goods and services. The coronavirus pandemic, labor shortages, and other events have caused major production interruptions for many manufacturers at an international scale. Current demand for products and supplies are dramatically exceeding the available supply, which is putting a strain on supplies that CPS Energy and other utilities use daily. Supply shortages are expected to continue through the fall of this year and may extend into 2022.
An increasing list of raw materials is An increasing list of raw materials is causing causing challenges for manufacturing. challenges for manufacturing. This includes: This includes: • Ethylene Resin (Manufacturing of polymers such as polyvinyl chloride or PVC) • Vinyl Acetate Monomer (Adhesives, water-based paints, nonwoven textile fibers and more) • Lumber • Semiconductor Chips (Electronics) • Solar Glass and Wafers (Solar Panels) • Butadiene (Synthetic rubbers such as tires, plastic gloves, rubber hoses) • Styrene (Latex, Synthetic rubbers and polystyrene resins)
CPS Energy is working diligently to minimize the impact of material supply shortages. Currently, lumber products, products that contain resin such as polyvinyl chloride (PVC) electrical conduit, and certain metals like those contained in meter sockets are becoming scarce. Additionally, the utility is experiencing challenges in acquiring transformers—an essential piece of equipment required to deliver electricity to homes. These material shortages are likely to impact CPS Energy’s support of outage restoration and new construction efforts. It’s important to keep in mind that all electric utilities are experiencing these shortages on a global scale. CPS Energy is taking a highly creative approach to the materials shortage challenges. The utility has already begun discussions with local manufacturers on the possibility of manufacturing materials, such as meter sockets, to help alleviate the shortage. The ability to think globally and act locally is a common practice for
CPS Energy, and these discussions serve as an innovative step in managing the impact. “Storm restoration disruption and delaying customers’ projects is something our supply chain team is working very hard to avoid,” said Maria Garcia, CPS Energy’s Vice President of Supply Chain. “These supply constraints are not unique to our community. Our peer utilities across the country are taking similar actions to ours such as diversifying their specifications and suppliers to allow for greater flexibility in procuring these critical items, without sacrificing product safety, resiliency and reliability.” Developers and other potentially impacted customers are asked to plan for potential delays caused by material shortages in their active and upcoming construction and renovation projects. Additionally, CPS Energy is seeing rapidly rising material costs that are associated with the shortages, and ask impacted customers to consider the potential for rising construction costs when planning their projects. If you are a developer or contractor you will see the latest updates to this global materials shortage when you log into the CPS Energy system to check on your projects. CPS Energy will continue to keep a steady flow of communication with our customers and stakeholders as one of our highest priorities. For more information, please visit cpsenergy.com.
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Source: CPS Energy
14 | October 2021
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OIL AND GAS
CenterPoint Energy Appoints New Board Member Raquelle W. Lewis By Subcontractors USA News Provider
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enterPoint Energy, Inc. today announced the appointment of Raquelle W. Lewis, an accomplished communications and community outreach leader with extensive experience in the transportation and infrastructure industries, to its Board of Directors, effective September 29. With more than 25 years of experience in communications, strategic project development, business operations, community outreach, and risk and crisis management in the transportation and infrastructure industries, Lewis has held positions of increasing responsibility over the course of her career. She currently serves as Director, Southeast Texas Communications and Public Information Offices for the Texas Department of Transportation (TxDOT), a state government organization that constructs and maintains highway, aviation, rail, and public transportation systems. In this capacity, Lewis leads communications for TxDOT's Southeast Texas Region. She is responsible for communications outreach for numerous south Texas area districts including Houston, the largest of Texas' 25 districts, and more than 50 Texas counties accounting for more than $9 billion in active projects. As chief Public Information Officer (PIO) for the Houston District, she leads communication planning, strategy and implementation for more than 200 construction projects totaling $5 billion. Lewis also serves as chief spokesperson for TxDOT during severe weather events and other emergencies in Houston and surrounding areas, including supporting strategic planning and crisis and risk management efforts. Prior to her role at TxDOT, Lewis was with Parsons Brinckerhoff, a global engineering and design firm that specializes in engineering, construction management, energy, infrastructure, and community planning. She managed project implementation, including public relations and community outreach programs, for major infrastructure projects with local, state and federal agencies. Prior to Parsons Brinckerhoff, Lewis served in positions of increasing responsibility with Texas Southern University's Center for Transportation Training and Research Center.
"Raquelle's leadership experience with large public and private infrastructure projects and extensive background in communications and community outreach make her the ideal fit for our Board of Directors," said Martin Nesbitt, Board Chair. "As the company continues to execute on its long-term growth strategy, including a new 10-year capital plan totaling more than $40 billion, Raquelle's knowledge and expertise will be invaluable."
Raquelle W. Lewis
Regarding her appointment to the Board of Directors, Lewis said, "It is an honor to be joining CenterPoint Energy's highly regarded Board. I am excited to work with my fellow directors and company leadership to help enhance the performance and value of the company for our customers, shareholders and communities. I also look forward to applying my experience with major infrastructure initiatives as the company executes on its growth plans." Lewis earned a Bachelor of Arts degree in Psychology from the University of Texas at Austin. She is a member of several community and civic organizations, including the WTS International, NAACP-Houston Branch, Alpha Kappa Alpha Sorority, Inc., Black Women of Greater Houston PAC, and Leadership Women, Inc. Lewis is a 2010 graduate of Leadership Texas and a past recipient of the Raymond E. Stotzer Award recognizing outstanding leadership, dedication and service to TxDOT. About CenterPoint Energy, Inc. As the only investor-owned electric and gas utility based in Texas, CenterPoint Energy, Inc. (NYSE: CNP) is an energy delivery company with electric transmission and distribution, power generation and natural gas distribution operations that serve more than 7 million metered customers in Arkansas, Indiana, Louisiana, Minnesota, Mississippi, Ohio, Oklahoma and Texas. As of June 30, 2021, the company owned approximately $36 billion in assets and also owned 53.7 percent of the common units representing limited partner interests in Enable Midstream Partners, LP, a publicly traded master limited partnership that owns, operates and develops strategically located natural gas and crude oil infrastructure assets. With approximately 9,500 employees, CenterPoint Energy and its predecessor companies have been in business for more than 150 years. For more information, visit CenterPointEnergy.com. Experience Our World of Advertising, Marketing, Media and Communication
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OIL AND GAS
RRC Begins Important Steps To Ensure Natural Gas Supply for
Weather Emergency Power Generation By Subcontractors USA News Provider
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ecently, Railroad Commission of Texas commissioners approved publishing for public comment proposed rules for critical designation of natural gas infrastructure during energy emergencies. The proposed rules specify the criteria and process for entities associated with providing natural gas to be designated as critical customers or critical gas suppliers during an energy emergency. The rules implement House Bill (HB) 3648 and several provisions of Senate Bill (SB) 3, which lawmakers passed in response to February’s Winter Storm Uri. Examples of critical infrastructure include, but are not limited to, gas wells, gas processing plants, natural gas storage facilities, and pipelines and pipeline facilities. This action is another step in an extensive process RRC staff has engaged in to fortify the state’s energy supply chain and assist residents during future energy emergencies.
“The draft rules are part of multiple collaborations our agency began during the legislative session,” said Wei Wang, RRC Executive Director. “We have been working diligently with the Public Utility Commission during the summer to ensure both our agencies’ rules on critical infrastructure go hand-in-hand.”
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Under the proposed rules operators will be required to submit forms to the RRC acknowledging critical status or seek exception as provided by legislation. Operators will also be providing information on their critical facilities directly to their respective electricity providers. The forms are being drafted and will be voted on in an upcoming RRC Commissioners Conference.
To view the proposed rules and submit comments online by Monday, Nov. 1, 2021, visit the RRC website at https://rrc.texas.gov/generalcounsel/rules/proposed-rules/ under “Chapter 3: Oil and Gas.” The RRC will have a public workshop on the draft rules on Oct. 5. Details on that workshop will be provided soon. The rules will be adopted by Dec. 1, 2021. The RRC is also continuing work to implement other provisions of SB 3, including collaborating with the Public Utility Commission on mapping critical infrastructure along the state’s electricity supply chain, as well as rules for operators to prepare facilities for weather emergencies. For more information, please visit www.rrc.texas.gov. Source: Railroad Commission of Texas
16 | October 2021
SUBCONTRACTORS USA
The Staffing Solution; Meeting & Exceeding Industry Staffing Needs As a woman-owned enterprise, Sunshine Personnel Solutions is an innovator and leader in staffing, proudly serving a diverse clientele that includes oil and gas, construction, industrial, labor, and healthcare, etc. With a highly skilled team and recruiters, Sunshine Personnel Solutions has placed thousands of qualified candidates in all of these industries, blessing job seekers with employment and clients with talented employees.” —Maribel Rodriguez, CEO of Sunshine Personnel Solutions, LLC
Q&A
With Sunshine Personnel Solutions: SUBC USA: As a minority/ woman-owned business, talk about the importance of supporting woman-owned enterprises, especially as this is National Women's Small Business Month. SUNSHINE: It is important to support women-owned enterprises because being a female entrepreneur myself in a male-dominated industry, I understand the challenges. I support women business owners by hosting my own
monthly networking events for women, providing them with support and helping to open doors for them to build relationships for business success. I mentor and educate other women business owners as well, sharing my knowledge and experience.
the pandemic, we had to find new ways to keep the business running and successfully serve clients. Because of the no contact policy, we turned to virtual and other technology to continue to recruit. Through the virtual platform, things turned around for the better, with continuous job placement and increased revenue.
SUBC USA: In the midst of the pandemic, what challenges have you faced as a business owner, and how have you overcome those challenges? SUNSHINE: The pandemic brought on many unforeseen hardships such as: no person-to-person contact, decrease in volume, and decrease of revenue, among other challenges. In order to overcome the hardships of
SUBC USA: What is that "special" element that Sunshine Personnel Solutions, LLC brings to this industry that connects clients with top candidates? SUNSHINE: Sunshine Personnel Solutions, LLC special element that sets us apart from traditional staffing agencies is that we do not serve only one specific industry, but have a range of
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,
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October 2021 | 17
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By Subcontractors USA News Provider
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he U.S. Census Bureau recently released new estimates on the characteristics of employer businesses. According to the 2019 Annual Business Survey (ABS), covering reference year 2018, approximately 18.3% of all U.S. businesses were minority-owned and about 19.9% of all businesses were owned by women. Also highlighted, the number of Hispanic-owned businesses had a growth of about 3.0% from 2017, and in 2018, Hispanic-owned businesses made up about 5.8% of all businesses. With successful and ever-thriving businesses like Sunshine Personnel Solutions, LLC, there is proof of a positive outlook for unceasing growth among these groups. CEO Maribel Rodriguez has over two decades of impressive know-how as a business owner, gaining over the years a great skill set in staffing, placement for temporary or direct personnel, and marketing public interest in staffing temps for each individual company. Since opening Sunshine Personnel Solutions, LLC in 2014, serving Houston and the surrounding areas, this staffing service solution proudly meets the staffing needs of clients in the areas of industrial, transportation, maintenance, medical, hospitality, and office support, etc. Maribel and her team of experts understand the importance of a company’s budget, time, and need for an
diverse clients in areas that include oil and gas, construction, industrial, labor, and healthcare. We staff for many companies all throughout Houston, the surroundings of Houston, and outside of the city to provide stable employment to all job seekers. Also, Sunshine Personnel Solutions, LLC doesn’t just place the candidate with the traditional education. We provide career opportunities for the homeless, individuals who live in halfway houses, and shelters. I am proud that we have opened doors for those who are often overlooked, but who need an opportunity. This special element helps business owners and those looking for work. It has proven to be a win-win for all. SUBC USA: Talk about your innovation as a results-driven leader as a staffing agency, helping exceed expectations, connecting clients to qualified candidates. SUNSHINE: Our innovation as a results-driven leader as a staffing agency helps exceed client and candidate expectations, connecting both parties through strategic marketing, also utilizing the latest
adept staff to keep a business competitive. Bonded and fully insured with general liability insurance, Sunshine Personnel Solutions, LLC take the risk out of hiring employees, also managing employee workers compensation and unemployment insurance. What also keeps Sunshine Personnel Solutions a leader in their field is that they go beyond the services of a traditional staffing agency, providing: • Payroll Services • Drug Screening Services • Onsite Safety Meetings • And MORE! Sunshine Personnel Solutions, LLC focuses on
technology and trends in this industry to meet hiring needs. SUBC USA: With already extensive experience and impressive success over the years, what are your goals moving forward? My goals moving forward are to continue growing Sunshine Personnel Solutions, LLC through partnerships, networking, and initiatives to increase clients and candidates, also adding additional talented team members to the company. We will continue to build great business relationships and partnerships and stay educated so we remain ahead of the curve in this arena. And of course I will continue to mentor and host events for other female business owners to receive opportunities and support.
clients who was providing the personal protective equipment (PPE) for the hospitals. Through safety measures and adapting with an effective plan of action, we continued to meet client and candidate needs.
providing clients proficient personnel with promptness and professionalism. Their goal is to meet client expectations by simplifying the search for first-rate candidates for their business needs. For more information about Maribel Rodriguez and Sunshine Personnel Solutions, LLC, please visit www.sunshinepersonnelsolutions.com. And to contact Maribel or a member of the team, please email info@sunshinepersonnelsolutions.com or call (832) 364-9640.
SUBC USA: What is your message to other female business owners, whether established or up-and-coming for National Women's Small Business Month?
SUBC USA: Is there a particular success story(ies) that you want to share with our readers, especially when it comes to clients in the oil and gas/construction industry/ industrial/labor field? SUNSHINE: During the pandemic, many businesses closed due to the governmentimposed shutdowns. Sunshine Personnel Solutions, LLC remained open, being categorized as an “essential business.” We were able to place more than 1,000 employees to one of our Experience Our World of Advertising, Marketing, Media and Communication
Source: The U.S. Census Bureau
SUNSHINE: My message to all female business owners is to always be persistent in reaching your goals and dreams. Stay visible and connected to other business women and entrepreneurs. Also, everyone is not your client, so make sure you are striving (through research, education, and marketing) to reach the right target audience for your business. SUBC USA: Is there anything else you would like the readers to know? SUNSHINE: I am always looking to partner with any business that needs employees from 1 employee to 100 + employees. We work on W-2s and take care of all the hassles like payroll, taxes, time tracking, child support, unemployment, and workers comp insurance. Each candidate of Sunshine Personnel Solutions, LLC has been extensively screened, also with trusted references for client satisfaction. Our recruiters are exceptionally skilled in identifying top talent around the U.S., matching them for client needs. And we, not the client, are responsible for the expenses related to candidate sourcing, so the client doesn’t have to pay for reference checks, background checks, and advertising.
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OIL AND GAS
OIL AND GAS
The Environmental Partnership Annual Report Shows Industry Progress In Reducing Flaring By Subcontractors USA News Provider
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he Environmental Partnership recently released its third annual report highlighting the industry’s progress in reducing flaring. Participants in the partnership’s new flare management program reported a 50 percent reduction in flare volumes from 2019 to 2020, even as oil and natural gas production remained consistent among participating companies. The partnership and its growing coalition of natural gas and oil participants continues to demonstrate the industry’s commitment to further reduce emissions and routine flaring and deliver improved environmental performance through six collaborative, action-oriented initiatives. “The Environmental Partnership serves as a model for industry action and best practices for emissions reductions, and I’m proud that this initiative continues to build year after year and drive environmental progress,” API President and CEO Mike Sommers said. “The success we’ve seen among the participating companies in reducing their flare intensity by 50 percent is just one way our industry is taking action to tackle the climate challenge head on and continuously improve environmental performance. Even under the challenges of the past year, the industry has seized this moment by investing in innovative technologies that achieve meaningful reductions in flaring and emissions while ensuring access to the affordable, reliable energy the nation’s economic recovery depends on.” In 2020, The Environmental Partnership launched its latest environmental performance program, which is focused on reducing flaring of associated gas in oilfield operations. As part of the flare management program, companies are advancing best practices to avoid flaring and minimize emissions. To gauge progress, participants in the program have committed to report data to calculate flare intensity, a measurement of flare volumes relative to production. Participants reported a 50 percent reduction in flare volumes from 2019 to 2020, even as oil and natural gas production remained consistent among participating companies. This progress underscores the industry’s commitment to advancing best practices to reduce flare volumes, promoting the beneficial use of associated gas and improving flare reliability and efficiency. “As the country continues to recover from the ongoing impact of the pandemic, we’re hopeful for the future and grateful for the community of dedicated women and men of our industry that steadfastly did their part to keep the nation moving forward,” said Vanessa Ryan, chair of The Environmental Partnership and manager of carbon and climate policy for Chevron. “The Environmental Partnership’s scope and implementation continued to grow despite the challenges of the previous year, and we’re confident in our industry’s resolve to tackle new challenges as we strive to meet the mission of the program and never stop improving.” “It's clear that through The Environmental Partnership and other industry-led efforts, oil and natural gas production, processing and transmission companies are committed to reducing their climate footprint and further reducing methane and flaring from opera-
tions,” Director for The Environmental Partnership Matthew Todd said. “By sharing best practices, implementing innovative programs and advancing new technologies, we will continue to advance operational and environmental improvements in the years ahead.”
Highlights Highlightsfrom fromthe theannual report annualinclude: report include: • Reducing Flaring: Flare volumes reduced more than 50 percent from 2019 to 2020, even as oil and natural gas production remained consistent among participating companies. Participating companies reduced the gas flare intensity of their operations 3.04 percent in 2019 to 1.49 percent in 2020. More than 171,000,000 MCF of flare gas was avoided or diverted from flaring for beneficial uses. • Implementing Leak Detection and Repair Program: More than 430,000 surveys were conducted across more than 85,000 production sites. The surveys found that of the more than 235 million component inspections performed, only 0.04 percent needed repair. • Replacing Pneumatic Controller Program: More than 970 high-bleed pneumatic controllers have been replaced, retrofitted or removed from service by the companies participating in the program – a significant step to reducing GHG emissions. Notably, 54 participating companies in the program reported they suspended use of high-bleed pneumatic controllers in their operations. The partnership expanded this program to address emissions from all gas-driven controllers, not just high-bleeds, leading to the removal of more than 9,200 additional gas-driven controllers and installation of more than 2,700 zero-emission controllers.
The Environmental Partnership’s more than 90 members include large and small operators in every major U.S. oil and gas basin committed to reducing emissions across the nation’s production and transmission segments. Thanks to the work of its members, the initiative has a strong record of building on proven industry actions that reduce emissions – including those that have helped reduce methane emission rates relative to production by nearly 70 percent in the largest producing U.S. regions, even as production rose significantly over the last decade. API represents all segments of America’s natural gas and oil industry, which supports more than 11 million U.S. jobs and is backed by a growing grassroots movement of millions of Americans. Our nearly 600 members produce, process and distribute the majority of the nation’s energy, and participate in API Energy Excellence®, which is accelerating environmental and safety progress by fostering new technologies and transparent reporting. API was formed in 1919 as a standards-setting organization and has developed more than 700 standards to enhance operational and environmental safety, efficiency and sustainability.
Railroad Commission
Exceeds Legislative Goal for Plugging Orphaned Wells for Fifth-Straight Year By Subcontractors USA News Provider
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hen it comes to protecting public safety and the environment, the Railroad Commission shows its commitment through its actions. The vast majority of operators responsibly plug their wells when production has ceased, but if operators abandon oil and gas wells, RRC’s State Managed Plugging Program steps up to ensure the interests of Texans are protected. In fact, the agency has exceeded the Texas Legislature’s target for plugging orphaned oil and gas wells for the fifth year running, despite challenges brought on by the COVID pandemic in 2020 and 2021. The State Managed Plugged Program plugged 1,453 orphaned wells in Fiscal Year 2021, which ended on Aug. 31. The legislative goal was to plug 1,400 wells. “I am proud of what our plugging program has been able to accomplish,” said RRC Director of Field Operations Clay Woodul. “Our plugging staff in the district offices deserve credit for staying on top of these projects and making sure they are done properly.” Year
Legislative Goal for RRC to Plug Orphaned Wells
Actual Number of Orphaned Wells Plugged by RRC
2017
875
918
2018
979
1,374
2019
979
1,710
2020
1,400
1,477
2021
1,400
1,453
The total for FY 21 included a notable collaboration with the National Park Service to plug 11 wells at the Padre Island National Seashore near Corpus Christi (pictures below). The work – which occurred from January to March and received funding from the Gulf Coast Ecosystem Restoration Council – helped preserve precious natural resources for visitors of the park. A major benefit of the State Managed Plugging Program is that it provides work to skilled contractors, which is especially important during periods of economic downturn.
The State Managed Plugging Program is funded through oil and gas industry revenue, including, but not limited to, well plugging reimbursements, fees and financial securities paid by the industry.
For more information, please visit www.api.org. Source: American Petroleum Institute
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For more information, please visit www.rrc.texas.gov. Source: Railroad Commission of Texas
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PERMITS
Contractors!
Why You Should Care About National Code Compliance Month Howdo dowe weknow knowthis thisto tobe betrue? true? How
By Helen Callier Contributing Writer
N
ational Code Compliance Month was established by the American Association of Code Enforcement many years ago to recognize work that Code Enforcement Officers provide to make sure buildings are safe for use. They perform inspections using building codes and zoning ordinances on residential to industrial to environmental and other types of buildings and infrastructure. Being a code enforcement officer is a demanding job. Our PermitUsNow team members have worked with many code enforcement officers over the years, and we appreciate their support.
Now,as asaacontractor, contractor, here’s here’s why you should Now, care about National Code Compliance Month. care about National Code Compliance During the month of October, across the United States and Canada, code enforcement officers in many municipal jurisdictions ramp up their efforts searching, identifying, and documenting violations known as red tags on buildings not permitted, missing a Certificate of Occupancy (CO), having the wrong CO for building use or other violations. This means that if you forgot or skirted around pulling a permit, then you are in violation and are at a high risk of being identified and worse, your customer – the property owner – can face fines. You also increase the risk of being red tagged for failing to call for final inspection, and the building is in use without a CO.
Aside from knowing the building codes and ordinances of hundreds of jurisdictions, we have keen knowledge from our 1.844.PERMIT.4 hotline ringing off the hook, especially in October, with calls from contractors and project owners advising that they have been red tagged.
Beloware areaacouple coupleofofexamples examplesofofdire direcalls calls Below wehave havereceived receivedfrom fromcontractors contractorsand and we propertyowners. owners. property Contractor: I’ve just been red tagged by City Code Enforcement for not having permits. PermitUSNow: What’s your project address? Is your project commercial or residential? What’s the scope of work, and what’s the percent of completion of construction? Contractor: This is a 30-year-old industrial facility, and we’ve been adding to this building for a few years. Can you help us obtain the proper permits? Property Owner: The City’s Code Enforcement Officer left red tags on all of our houses today. PermitUsNow: What are the property addresses? What type of work are you doing on the houses? Property Owner: Construction was completed last year. What do we need to do? And one of the most interesting calls received from a project owner was a concern with Code Enforcement driving the area and in the industrial park across the street, also needing clarification if they were on the county or city side.
If you are a contractor, architect or project owner who has performed work within a jurisdiction that requires meeting building codes and ordinances that was not permitted or lacks a proper CO, consider eliminating your risk of being red tagged, taken to court, and fined by proceeding to obtain permits for construction work completed. The cost and stress of operating undercover or thinking that the city does not know can be significant. October can be scary for some contractors who failed to pull permits or have issues with a CO. You can avoid looking over your shoulders and worrying when you see a City Code Enforcement vehicle driving by, and take steps to do the right thing. If you need assistance with permits, call PermtiUsNow anytime at 1.844.PERMIT.4. Visit us on the web at permitusnow.com. #BuildSafe
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22 | October 2021
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New Task Force To Direct Funding To Vital Highway Safety Projects SAFETY
By Subcontractors USA News Provider
T
he Texas Transportation Commission recently announced a new task force to be comprised of representatives from the Texas Department of Transportation and the state’s metropolitan planning organizations (MPOs) to further identify and fund safety projects from funding allocated to MPOs throughout the state with a relentless focus on reducing the number of fatalities on Texas highways. In 2019, the Commission directed TxDOT to work toward a goal of reducing the number of deaths on Texas roadways by half by the year 2035 and to zero by the year 2050. To achieve “The Road To Zero” goal, Commission Chairman J. Bruce Bugg, Jr. said it is essential that TxDOT work closely with its MPO partners. “This will allow us to work with MPOs to effectively direct unspent funding from Categories 5, 7, and 8 to critical safety projects that will improve our roadways and ultimately help reduce the number of deadly crashes,” Bugg said. “We know this goal is achievable and this new task force is yet another key component to getting there.” The TxDOT/MPO Safety Task Force will be cochaired by commissioners Laura Ryan and Alvin New and will include representatives from across TxDOT and each of the state’s MPOs. “There is not a moment to waste to ramp up our collective efforts and do all that we can to save lives,” said Commissioner Laura Ryan. “The trend in roadway fatalities is going in the wrong direction, and not a single death is acceptable. These numbers represent real people and real losses. We must do more, and it takes all of us working together.” “Safety is always the top priority in meeting TxDOT’s mission of Connecting You With Texas,” said Commissioner Alvin New. “We take this responsibility to heart, and look forward to working very closely with
the MPOs to strategically and thoughtfully find, evaluate, fund and measure solutions to help reach our goal of zero fatalities, with particular focus on progressing toward our mid-term goal of reducing deaths by half by the year 2035.” The TxDOT/MPO Safety Task Force will have an initial two-year term. It will develop a short-term plan to immediately invest funding on current ongoing safety initiatives, such as rumble strips that alert drivers to slow down and when they are veering off the road; cable barriers that prevent vehicles from sliding into on-coming traffic; shoulder widenings to make room for disabled vehicles or more space to avoid a collision; four-lane divided roadways that help move traffic more efficiently; grade separations for uninterrupted traffic flow and increased safety; and other safety measures. In addition, a long-term
plan will be created to identify funding sources, from Categories 5, 7, and 8 to establish metrics to measure effectiveness, and describe incentives for the partnership based on the reduction of deaths on Texas roadways. “Ending the streak of daily deaths on Texas roadways is a responsibility shared by every Texan,” said TxDOT Executive Director Marc Williams. “The TxDOT/MPO Safety Task Force will help bolster the partnership we have with local leaders, allowing us to better focus our efforts, our ideas and our funding on saving lives.” Federal law requires that an MPO be designated for each urban area with a population of 50,000 or more. There are 23 MPOs in Texas. Each of the MPOs receive federal funding for transportation planning. The TxDOT/MPO Safety Task Force will help direct available funding toward the goal of reducing the number of deaths on Texas roadways. It will provide regular updates to the Commission, with a final report delivered at the completion of its initial two-year term. For more information, please visit txdot. gov. Source: Texas Department of Transportation
SAFETY
US Department of Labor Again Cites Fort Worth Masonry Company For Exposing Workers to Falls, Proposes $216K in Penalties By Subcontractors USA News Provider
F
ort Worth masonry company continues to put its workers at risk for falls – the leading cause of death and serious injury in the construction industry – by ignoring workplace safety regulations, a recent federal inspection at a Denton work site found. A March 2021 inspection initiated as part of a U.S. Department of Labor Occupational Safety and Health Administration Regional Emphasis Program for falls in the construction industry
found RM Masonry and Stucco Inc. once again exposing workers to falls and silica hazards. OSHA cited the company for similar violations in 2018 and 2019. OSHA cited the company for nine repeat and six serious violations, including failing to ensure that scaffolding was properly planked and secured, provide a ladder for safe egress and inspect scaffolding. OSHA has pro-
posed penalties totaling $216,265. "RM Masonry and Stucco has shown repeated disregard for worker safety," said OSHA Area Director Timothy Minor in Fort Worth, Texas. "Employers should never put profits before the safety of their workers. OSHA will do everything in its power to protect workers and hold serial violators like this accountable." RM Masonry and Stucco Inc. is a privately-owned construc-
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tion company with approximately 40 employees. The company has 15 business days from receipt of citations and penalties to comply, request an informal conference with OSHA's area director, or contest the findings before the independent Occupational Safety and Health Review Commission. Learn more about preventing falls in construction at osha.gov. Source: United States Department of Labor Occupational Safety and Health Administration
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24 | October 2021
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SMALL BUSINESS ON THE MOVE Take your company to new heights!
ARCHITECTURE/ ENGINEERING & CONSTRUCTION
PROFESSIONAL SERVICES
GENERAL SERVICES
SUPPLIES & EQUIPMENT
METRO’s OFFICE OF SMALL BUSINESS OFFERS: • Outreach • Certification • Compliance
• Virtual one-on-one • Small Business University (SBU) • Business Development
For more information, contact METRO’s Office of Small Business at smallbusiness@RideMETRO.org or call 713.739.4844.
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26 | October 2021
SUBCONTRACTORS USA
SAFETY
As an Employer,
Are You Providing a Safe Workplace for Your Workers? By Subcontractors USA News Provider
A
re you providing a safe workplace for your workers? Under the Occupational Safety and Health Act of 1970, employers have a responsibility to provide a safe workplace. OSHA covers most private sector employers and their workers in all 50 states, the District of Columbia, and other U.S. jurisdictions either directly through Federal OSHA or through an OSHA-approved state program. Those not covered by the OSH Act include: self-employed workers, immediate family members of farm employers, and workers whose hazards are regulated by another federal agency. Under the OSH law, employers have a responsibility to provide a safe workplace. This is a short summary of key employer responsibilities: • Provide a workplace free from serious recognized hazards and comply with standards, rules and regulations issued under the OSH Act. • Examine workplace conditions to make sure they conform to applicable OSHA standards. • Make sure employees have and use safe tools and equipment and properly maintain this equipment. • Use color codes, posters, labels or signs to warn employees of potential hazards. • Establish or update operating procedures and communicate them so that employees follow safety and health requirements. • Employers must provide safety training in a language and vocabulary workers can understand. • Employers with hazardous chemicals in the workplace must develop and implement a written hazard communication program and train employees on the hazards they are exposed to and proper precautions (and a copy of safety data sheets must be readily available). See the OSHA page on Hazard Communication. • Provide medical examinations and training when required by OSHA standards. • Post, at a prominent location within the workplace, the OSHA poster (or the state-plan equivalent) informing employees of their rights and responsibilities. • Report to the nearest OSHA office all work-related fatalities within 8 hours, and all work-related inpatient hospitalizations, all amputations and all losses of an eye within 24 hours. Call our toll-free number: 1-800-321-OSHA (6742); TTY 1-877-889-5627. [Employers under federal OSHA's jurisdiction were
required to begin reporting by Jan. 1, 2015. Establishments in a state with a state-run OSHA program should contact their state plan for the implementation date]. • Keep records of work-related injuries and illnesses. (Note: Employers with 10 or fewer employees and employers in certain low-hazard industries are exempt from this requirement. • Provide employees, former employees and their representatives access to the Log of Work-Related Injuries and Illnesses (OSHA Form 300). On February 1, and for three months, covered employers must post the summary of the OSHA log of injuries and illnesses (OSHA Form 300A). • Provide access to employee medical records and exposure records to employees or their authorized representatives. • Provide to the OSHA compliance officer the names of authorized employee representatives who may be asked to accompany the compliance officer during an inspection. • Not discriminate against employees who exercise their rights under the Act. See our "Whistleblower Protection" webpage. • Post OSHA citations at or near the work area involved. Each citation must remain posted until the violation has been corrected, or for three working days, whichever is longer. Post abatement verification documents or tags. • Correct cited violations by the deadline set in the OSHA citation and submit required abatement verification documentation.
OSHA encourages all employers to adopt a safety and health program. Safety and health programs, known by a variety of names, are universal interventions that can substantially reduce the number and severity of workplace injuries and alleviate the associated financial burdens on U.S. workplaces. Many states have requirements or voluntary guidelines for workplace safety and health programs. Also, numerous employers in the United States already manage safety using safety and health programs, and OSHA believes that all employers can and should do the same. Most successful safety and health programs are based on a common set of key elements. These include management leadership, worker participation, and a systematic approach to finding and fixing hazards. For more information, please visit osha.gov. Source: United States Department of Labor Occupational Safety and Health Administration
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TRANSPORTATION
TRANSPORTATION
TxDOT Terminates IBM From Toll Operations Contract for System Issues By Subcontractors USA News Provider
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DART Board
of Directors Unanimously Approves Bus Network Redesign Plan By Subcontractors USA News Provider
T
he Dallas Area Rapid Transit (DART) Board of Directors has unanimously approved the DARTzoom Final Bus Network Plan, which includes a complete redesign of the DART bus network. With the goal of providing greater frequency, longer service hours and improved access to destinations, the redesigned network goes into effect on January 24, 2022. As the North Texas region continues to experience unparalleled growth, becoming a national and international destination for both residents and corporations, DART has undertaken a complete blankslate redesign of the existing bus system. Working with all 13 Service Area cities, employers, community leaders, and transit riders, DART has developed a new bus system that is designed to ensure passengers have safe and easy access to employment, education and entertainment areas across the DART service area. Greater Frequency Core Frequent Network service will provide bus frequency matching or better than light rail service - 15-minute peak and 20-minute midday. Light rail service will also return to pre-pandemic levels, providing 15-minute peak service and more frequent evening service. Expanded Coverage With the implementation of the DARTzoom Bus Network Redesign service changes, 74% of DART service area residents will have access to transit services within walking distance. This is an increase of 6% above the current bus network design. New DART GoLink on-demand service zones help achieve the added coverage. More Direct Routes By making the new bus routes more direct, focusing
iting continued challenges with an upgraded toll operations system delivered by IBM nearly a year ago, the Texas Department of Transportation (TxDOT) announced recently that it has terminated its remaining contract with the company. Since the system’s roll-out, TxTag customers and toll road users have experienced unnecessary challenges in managing their accounts. TxDOT has not seen satisfactory results from IBM and is disappointed in the numerous difficulties the system has created for customers.
on major transit corridors and reducing the number of bus stops, DART bus service will be faster, ensuring passengers get to their destinations quicker and improving connections.
LongerHours Hoursof ofService Service Longer With a focus on transit riders working non-traditional hours, all local DART bus routes will provide service 7 days a week between the hours of 5:00 a.m. and midnight at a minimum. The 22 core frequent bus routes will operate between 4:00 a.m. and 1:00 a.m.
Improved Access Improved Access to Jobs to Jobs The DARTzoom Bus Network Redesign will increase the number of jobs that an average resident of the DART service area can reach in one hour by 34% compared to the existing bus network.
New GoLink GoLink New Zones Zones An essential part of the new DART bus network is the expansion of GoLink, DART's on-demand, curb-to-curb microtransit service solution that operates in zones across the DART service area. GoLink offers directrequest demand-responsive service with connections to other DART routes as well as curb-to-curb service anywhere within a specified zone. With the start of the new bus service schedule in 2022, 13 new GoLink zones will be added, bringing the total to 30. To ensure riders have the opportunity to experience GoLink for themselves before the bus service changes go into effect, all 30 zones will be active beginning December 6, 2021. GoLink riders can book and pay for trips with either the DART GoPass app or by calling 214-515-7272. The free app is available from the Apple Store and Google Play. More information about the DARTzoom Bus Network Redesign project is available at www. dartzoom.org. For more about DART, please visit dart.org.
“We take the responsibility of providing a quality and trusted customer experience very seriously, and regret the impact and inconvenience these past many months of lackluster IBM service have had on our toll road users,” said TxDOT Executive Director Marc Williams. “We will continue to keep customers apprised on our progress to improve our customers’ interactions with TxTag. Our customers deserve better and we are committed to ensuring that they receive that going forward.” TxDOT has secured new interim technology providers via an emergency contract with SAP and the Department of Information Resources Managed Security Services to help stabilize and improve the back-end system to manage the massive amount of customer data and toll transactions. This will help ensure that the system provides customers accurate, timely and consistent account management, billing and payment capabilities that meet the highest levels of usability and security. In tandem with this step, TxDOT also has begun the process of procuring a new service provider that will assume responsibilities from the interim team to continue rigorous improvements and operations. “This is not a step we take lightly,” Williams said. “But it is the step we had to take now. We simply could not move forward in the current state.” With the ongoing transition, customers do not need to take any action at this time. We encourage customers to continue managing their accounts at www.TxTag.org or by contacting the call center at 888-468-9824. As has been the case since the upgraded system transition first began in late 2020, no late fees are being assessed at this time. For more information, please visit txdot.gov.
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Source: Texas Department of Transportation
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Source: DART
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