Build Houston Magazine Feb/March

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Build Houston Magazine February / March 2015
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ABC LEADERSHIP
Chair
Darlene East
Holes Inc.
Chair Elect
Mike Holland
Marek Brothers Systems, Inc.
Vice Chair
Warren Adamson
S&B Engineers and Constructors
Secretary
Matt Frey
Skanska USA Building Inc.
Treasurer
Todd Fry
Karsten Interior Services
2015 BOARD OF DIRECTORS
Brian Anderson
G.R. Birdwell Construction
Rusty Barnhill
Force Corporation
Leonard Bedell
Mobil Steel International
Kerry Bennett
ISC Constructors, LLC
Robert Burelsmith
E. E. Reed Construction, L. P.
Tahnee Coulston
Zachry Industrial
Sam Craig
Craig & Heidt, Inc.
Matt Daniel
KBR Building Group
Matt Elliott
SpawGlass Construction Corp.
Laura Price Gautreau
Polk Mechanical
Dinesh Ghia
Gilbane Building Company
John Golashesky
Turner Industries Group, LLC
Brandon Mabile
Performance Contractors, Inc.
John Marshall
Satterfield & Pontikes Construction Inc.
David McCleskey
KBR
Rod Molyneau
JACOBS
Phillip Morgan
CB&I
Joe Orr
Baker Concrete Construction, Ind.
Rodney Page
Ref-Chem L.P.
Tim Ricketts
Channel BioRefinery & Terminals
Wendell Rychlik
W.T. Byler Company
William Sanchez
Oxford Builders Inc.
Christina Stone
Gaughan, Stone & Thiagarajan
Henry Villarreal
Turner Construction
Ben Westcott
Andrews Myers
Mark Williams
Bechtel Construction Services
Lohn Zylicz
D.E. Harvey Builders, Inc.
COVER FEATURE
BRAZOS M&E:
Spearheading Construction, Maintenance, Equipment and Hazardous Waste

Containment Services for the Oil & Gas Markets Since 1987 (p.15)
FOCUS SECTION:
Broadening Definitions of Workforce Training (p.22)
LEGAL NEWS:
6
Keys for Dealing with the NLRBs Purple Communications Decision
INDUSTRY NEWS:
8
Lifetime Learning
10
ABC Files Suit Against NLRBs Ambush Election Rule
FINANCIAL NEWS:
12
Trending Issues for 2015: Benefits and Human Resources
SAFETY NEWS:
16
When Your Circle of Influence Becomes Your Return on Investment
18
Risky Business
IN THE KNOW:
26
People, Companies, Projects and Awards
Build Houston Magazine

4910 Dacoma St.
Houston, Texas 77092
Aggregate Technologies Inc..........................9
(713)523-6222
All American Screening..............................13
American Mat & Timber Co. .......................13
Publisher/Owner: Associated Builders &
Contractors of Greater Houston
Brazos M&E.................................................15
Executive Editor: Jennifer Woodruff
Buyers Barricades........................................19
Assistant Editor: Megan Brann
Cokinos, Bosien & Young............................17
Account Manager: Janice Peters
Craig and Heidt, Inc. ...................................13
Graphic Design: Jennifer Woodruff,
Robert Chevis
INDEX OF ADVERTISERS
Efficiency Shoring & Supply.......................11
Ford Nassen & Baldwin P.C.........................27
Interface Consulting International, Inc.......17
ISC Constructors, LLC.....................................7
Kerr, Hendershot & Canon, P.C....................11
Lee College..................................................25
Locke Solutions Precast Division ................28
Marek Brothers Systems...............................4

Memco...................................................Insert
Porter Hedges LLP......................................19
Scott Macon Equipment.............................11
Skillforce .....................................................23
Slack & Co......................................................9
TCA/The Compliance Alliance L.P.................5
LETTER FROM THE CHAIR

I am honored to serve as the
affiliate, Construction and Maintenance Education Foundation
2015 Associated Builders and
(CMEF), ABC will offer educational services to meet the needs
Contractors (ABC) of Greater
of an evolving industry. Due to the shortage of skilled workers,
Houston Chairwoman. Id like
task-based training is in great demand. We plan to meet that
to
demand, not only through our La Porte location, but now also
recognize
Chairman
with
our
outgoing
Tim
Channel
& Terminals.
Rickets
through our more centralized Dacoma location.
BioRefinery
Under Tims
Starting February 10th, in addition to offering task-based
association
training, we will also offer a new Jump Start training program
made a very bold move in 2014
for the commercial market perfectly suited to those workers
the purchase of a building!
who are new to the industry. From learning how to read a tape
As of February 2nd, ABC will be
measure and calculating fractions, to safety on the jobsite and
located at 4910 Dacoma Street (77092). This building purchase
communication skills, this new program will take the industry
will afford the association many new opportunities to meet the
novice and put them on the path to success. We will also begin
needs of the industry.
offering fast-track craft training courses for both new crafts and
leadership,
the
skills upgrade training, which break up the traditional training

One such goal for 2015 is to expand the associations
commercial training program.
class into shorter modules.
Assisted by our educational

Lastly, we will increase our training and communication outreach
to several markets the owner community, the high schools, the
under/unemployed markets, and the veterans. Each of these
segment markets benefit from and need the services of ABC
and CMEF. We will work to promote the benefits of working in
the industry and work to instill a positive image of a career in
construction.
These are lofty goals, even so, I believe they are very achievable
with your help. To learn more about ABC and CMEF, please visit
our website at www.abchouston.org. I look forward to working
IN OUR
PROCESS
IN YOUR PRODUCT.
At Marek, we invest in educating our

employees to improve specialty skills and
foster long-term careers. The result is
a dedicated team of craft professionals
with the experience and expertise to
provide you what matters most quality
construction on time and on budget.
Because were devoted to developing
a highly skilled workforce, our process
always leads to a strong final product.
With Marek, its more than the strength
in our workforce its about giving your
project strength from within.
together to make construction the Career of Choice.
Darlene East
Holes Incorporated
2015 ABC Greater Houston Chair
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Keys for Dealing with the NLRBs

Purple Communications Decision
In Purple Communications, the National Labor Relations

Board (NLRB or Board) held that Section 7 of the National
Labor Relations Act requires employers, except in very limited
circumstances, to open their corporate e-mail systems to union
organizing by employees and to group discussions among
employees about the terms and conditions of employment
during non-work time.
The split decision overturns the Boards Register Guard decision,
which held that because a corporate e-mail system is the
employers property, an employer could ban all non-business
e-mail communications, including communications protected
by Section 7. Significantly, because Section 7 applies to all
employers, not just unionized ones, the Boards decision affects
almost every U.S. employer that provides a corporate e-mail
system.
The practical impact of the decision is far-reaching. Below are
key implications for employers to consider in light of the Boards
decision:
1. This may not be the last word. The Boards decision remains
subject to appeal to a federal court of appeals and then
potentially to the U.S. Supreme Court. Consequently, the
Boards decision could be stayed for several years and
ultimately overturned; however, if the Board does not stay
its decision on appeal or the appeals court does not issue
a stay, the decision will be enforceable against employers
during the appeal process. Employers who do not revise
their corporate e-mail policies to conform to the Boards
decision promptly after the appeal period expires likely
will be at risk of an unfair labor practice charge.
6
2. Unions not given direct access to

corporate e-mail system. The Board
explicitly made this point: [W]
e do not find that nonemployees
have rights to access an employers
email system. However, the ruling
severely restricts the employers
ability to restrict employees from
exchanging emails with such nonemployees.
JODON
3. Determine who needs corporate e-mail access to perform

jobs. The right to use corporate e-mail for Section 7
purposes applies only to employees who have already
been granted access to the employers email system in the
course of their work. Employers may want to reconsider
whether to allow e-mail access at all to employees and
to consider the specific job duties of the employee
and whether such access is necessary to perform the
employees job functions.
4. Total bans on nonbusiness use of corporate e-mails are
problematic. Although a total ban on nonbusiness use
of corporate e-mail would be permissible if the employer
could demonstrate special circumstances that make
the ban necessary to maintain production or discipline,
the Board expressed skepticism that any employer could
meet that burden, stating, [W]e anticipate that it will be
the rare case where special circumstances justify a total
ban on nonwork email use by employees.
Corporate Email and Union Organizing | LEGAL NEWS

email use for purposes of harassment or other activities
that could give rise to employer liability. The Board also
stated employers can notify employees that they monitor
(or reserve the right to monitor) computer and email
use for legitimate management reasons, and employees
may have no expectation of privacy in their use of their
employers email system. The Board warned, however, that
[a]n employer that changes its monitoring practices in
response to union or other protected, concerted activity,
however, will violate the Act.
5. Consider rescinding policies prohibiting use of corporate

e-mail for solicitation. Employers commonly include in
their corporate e-mail policies a provision prohibiting use
of e-mail to solicit on behalf of other businesses, religious
groups, political campaigns, or membership organizations.
Because a union is a membership organization, such a
non-solicitation provision effectively bars employees from
using corporate e-mail for union organizing. The Board
emphasized that such bans likely would be unlawful.
6. Consider more detailed policies addressing nonbusiness
use of corporate e-mail. Employers can place limits
on nonbusiness use of corporate e-mail.
Purple
Communications expressly limits employees right to use
corporate e-mail for Section 7 activity to nonworking
time. Purple Communications also recognizes that
an employer has the right to establish uniform and
consistently enforced controls over its email system to the
extent such controls are necessary to maintain production
and discipline.
8. Consider the impact on other employer-provided electronic

communications platforms. The Board expressly stated
we do not decide whether employers are required to
open other corporate communications platforms, such
as enterprise instant messaging or texting or employers
social media accounts, to employees Section 7 activity.
However, the Board strongly suggested it would extend
Section 7 rights to such platforms.
Firmwide:131134825.1 800000.1000
7. Employers still can monitor corporate e-mail. The Board

noted employers may continue to monitor their
computers and email systems for legitimate management
reasons, such as ensuring productivity and preventing
C
ABOUT THE AUTHOR:

G. Mark Jodon, office managing shareholder of Littler Mendelsons Houston
Office, is board-certified in labor and employment law by the Texas Board of Legal
Specialization. Mark serves as chapter attorney for the ABC Greater Houston
Chapter. He can be reached at 713-652-4739 and mjodon@littler.com.
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Lifetime Learning
For leaders to achieve their peak level of
leadership, they must change the way they
think and learn.
The knowledge, skills and abilities
that leaders need to be successful in the
construction industry are constantly changing
and evolving. While skills like building
relationships, understanding the big picture
and developing people will likely never change,
there are others that are relatively new. For example, leaders
today must be able to adopt rapid technology changes in their
businesses and lead geographically dispersed teams. Over the
next 10 years, requisite leadership skills will continue to evolve
based on changes in the business landscape.
Lifetime Learners
Research shows that the best leaders are those who dedicate
themselves to lifetime learning. Most people tend to take
an unintentional approach to learning. Over time, certain
information just happens to stick in the brain. To truly excel as
a leader in the coming decade, a more intentional process will
be critical.
Throughout the construction industry, leaders have very little
free time at work. There is still a do-more-with-less mentality
left over from the Great Recession. In addition, leaders are
bombarded with extremely large amounts of information every
day. Unfortunately, the brain gets overwhelmed and turns
off to stop the flow of information. While every conversation,
meeting, article, video, book, question and request provides an
opportunity to learn, the majority of those opportunities sadly
slip away.
So, how can leaders spend more time focused on learning?
What can they do to improve the way they learn? Leaders can
transform the speed at which they learn with six simple words:
What can I learn from this? This question will focus the minds on
daily learning opportunities.
Developing Learning Habits
Ken is a senior vice president at a $100 million general
contracting and construction management firm. While hes
incredibly busy, he has made a commitment to improving his
knowledge base by taking a focused, intentional approach to
8
learning. Sitting at his desk, he opens

Outlook and scans his inbox. He sees an
email updating him on the status of the
project. Normally, he would scan it to see
if there were any major issues or required
involvement by him. Instead, he pauses
and asks, What can I learn from this email?
Now he is more focused and intentional
about reading it and gleaning potentially
important information. He learns about a
new approach the team took to solving a
consistent issue it faces.
TOKARCZYK
Later, Ken gets a phone call from Sam, the director of Human
Resources. Sam wants to discuss creating more structured
annual reviews. Ken normally has very little interest in this topic,
but now asks, What can I learn from this? and really digs into
the benefits Sam sees in taking this approach. He discovers that
this may actually be more beneficial than he first thought.
One of Kens direct reports, John, comes in and asks him to go
to lunch. As they sit down to eat, John starts complaining about
an issue he is having with one of his estimators. Ken silently asks
himself, What can I learn from this? and focuses on trying to
understand the cause of the issue and how he can help.
In the afternoon, Ken sits down for the quarterly financial review.
He typically lets his mind wander a bit after giving his update.
As the meeting begins, he asks himself, What can I learn from
this? and focuses more intently on trying to learn something
new about the business.
There are hundreds of opportunities to do this every day. If
Ken only retains one new fact or piece of information a day, he
will still learn hundreds of new things every year. With more
Lifetime Learning | INDUSTRY NEWS

knowledge and more understanding, he will be able to think
more strategically and better lead his teams.
What Can I Learn From This?
For leaders to achieve their peak level of leadership, they
must become lifetime learners. While many formal channels
of education exist (and taking classes, going to seminars
and reading books are all great tools), many leaders engage
in those activities only on occasion. To make learning an
everyday part of life, leaders need to seek the opportunities
that are everywhere around them. This all begins with the
question, What can I learn from this?
ABOUT THE AUTHOR:
Tim Tokarczyk is a consultant with FMI Corporation. He serves as a facilitator at
FMIs Leadership Institute, a four-day program in which participants examine
their unique leadership styles and learn how this style influences others. He
specializes in leadership development, helping leaders improve their leadership
and management skills to operate at their peak level of effectiveness. He can be
reached at 303.398.7222 or via email at ttokarczyk@fminet.com.
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ABC Files Suit Against

NLRBs Ambush
Election Rule
Associated Builders and Contractors of Texas and the Central Texas
Chapter of ABC (ABC) recently announced they have filed a joint
lawsuit with the National Federation of Independent Business/Texas
(NFIB Texas) challenging the National Labor Relations Boards (NLRB)
ambush election final rule issued Dec. 12, 2014.
The legal challenge was filed in the U.S. District Court for the Western
District of Texas. The Texas Office of Littler Mendelson, P.C., ABCs general
counsel, will represent both ABC Texas and NFIB Texas in the case.
The ambush election rule further demonstrates the
NLRBs unabashed support of Big Labors agenda
and its abandonment of its traditional role
as a neutral arbiter of labor law, ABC of
Texas President Jon Fisher said. Josh
Tompkins, President of ABCs Central Texas Chapter, added: We are proud to
join the the legal fight against the ambush rule, which is designed to ensure
that employees only hear the unions side of the story during organizing
campaigns.
Geoff Burr, ABC National Vice President of Government Affairs applauded the
Texas chapters efforts: Not only does this rule rob employers of their due
process rights, but it also forces the unsolicited distribution of employees
personal contact information to union officials, creating a major privacy
concern for employees, Burr said. Simply put, this rule is bad policy that was
promulgated in an improper way and we will continue to work to overturn it
through every available avenue.
The ambush election final rule overhauls the procedures for union
representation elections. Under this rule, the amount of time between when
a union files a representation petition and an election takes place will be
dramatically reduced from the current average of 38 days. In addition, the
rule shortens the amount of time an employer is allotted to provide a list of
eligible voters and adds to the amount of personal contact information that
must be disclosed to unions. The changes are scheduled to take effect April
14, 2015, unless a court or Congress blocks enforcement of the new rule.
ABC has consistently opposed the NLRBs ambush election rule as unfair
to employers and employees and has raised privacy concerns over the
proposals distribution of employees personal contact information, including
in testimony before the NLRB in April 2014. In addition, ABC along with more
10
than 1,200 ABC members filed comments earlier

this year requesting the NLRB withdraw the
controversial rule.
Additionally, the Coalition for a Democratic
Workplace (CDW), in conjunction with the U.S.
Chamber of Commerce, filed a lawsuit on Jan.
5, 2015 seeking to overturn the final rule. CDW
filed a successful lawsuit against a similar rule in
February 2012 seeking to overturn the NLRBs
previous ambush election rule. The previous rule
was overturned in May 2012 by the U.S. District
Court for the District of Columbia because it
was adopted without the statutorily required
quorum of NLRB members. The rule was formally
withdrawn in January 2014 following the district
court ruling, but was reissued Feb. 5, 2014.
ABOUT THE AUTHOR:
Associated Builders and Contractors (ABC) is a national
construction industry trade association representing nearly
21,000 chapter members. Founded on the merit shop
philosophy, ABC and its 70 chapters help members develop
people, win work and deliver that work safely, ethically,
profitably and for the betterment of the communities in which
ABC and its members work. Visit us at www.abc.org.
Ambush Elections | INDUSTRY NEWS
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11
Trending Issues for 2015:

Benefits and Human Resources
Industry experts have identified several areas that will get a lot of attention from companies and
their Human Resource departments this year.
Of course, insurance and compliance issues associated with the Affordable Care Act will
continue to bear close watching. Although many employers have successfully navigated
the PPACA changes so far, the future is still clouded in uncertainty,
with another
Supreme Court case threatening to undermine major parts of the

health reform law.
As businesses work with their insurance carriers to meet
PPACA requirements over the next few years, experts
advise making good faith efforts to comply with
the letter of the law, no matter how confusing
it may be. The employer mandate may be
stressful to businesses who are confused by
the rules, but it is better to be safe than sorry, and
your company wants to avoid being the test case/bad
example when it comes to PPACA compliance.
be used to supplement HDHP
Also in the health care realm, wellness efforts continue to be an
benefits, however, they require
important tool for employers in helping to hold down health
education and administration to
care costs and provide programs that are highly valued by
make sure employees properly
many employees. Integrating personal technology and social
understand their use and value.
networking into wellness programs is meeting with growing
CHRIST
TAYLOR
INSURANCE
success in the workplace, and this trend is expected to grow
In the recruitment and retention
in 2015. Even though it is difficult to measure how much such
area, some experts are predicting
efforts are holding down health care costs, employers still see
significant new pressure to replace aging baby boomers who
them as a path to a healthier, more productive workforce and
are dropping out of the workforce at an increasing pace. With
employees like the additional perk.
100,000 Americans retiring every month, something has to be

done to replace this important resource.
The use of personal devices such as Smartphones or FitBit-type

fitness trackers can provide metrics about exercise, motion, and
A growing realization appears to be that an incredible amount
even sleep patterns. Mixed with social networking, these new
of institutional knowledge is being lost as baby boomers retire
technologies can provide significant incentives to engage in,
in increasing numbers. So far, few employers have put a priority
and stick with, healthier activities.
on dealing with the changing demographics of the workplace.

As the economy improves they are trying to hire more people,
High deductible health plans are not a silver bullet, but are
but at the same time, they are losing valuable employees to
growing in popularity because insurance can be more affordable
retirement. How those skill sets can be shared with the younger
for younger, healthier people or those who are relatively healthy
generation of workers is something many companies have not
and can afford higher deductibles for their rare health care visits.
really focused on. For the most part, companies are totally
In conjunction, Voluntary Benefits come in many forms and can
unprepared for this kind of knowledge transfer.
12
Trending Issues for 2015 | FINANCIAL NEWS

Employers and HR departments are likely to hear more about
flexible work arrangements in 2015 as attitudes have shifted
in recent years. With more emphasis being placed on work/
life balance and the increasing ease of doing work via mobile
devices or computers, it is not surprising that many workers
are taking advantage of flextime or telecommuting options.
Although no one has a crystal ball, these are some of the
challenges and trends that many industry experts see on the
2015 radar screen.
ABOUT THE AUTHOR:
Christ Taylor Insurance is an Employee Benefits and Insurance Brokerage
firm doing business for over 50 years in southeast Texas, and long-time ABC
member. We provide solutions to small and medium size companies in the
areas of Healthcare and other Benefit programs, as well as Life Insurance and
Retirement Plans. Contact the Christ Taylor team at 713-850-7747 or www.
christtaylor.com
13
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Management Education
Pipeline Corrosion Control
Pipeline Maintenance
Pipeline Mechanical
Project Management
Project Supervision
When an NCCER pipeline assessment is taken, it is entered into the NCCER National Registry and then automatically
sent to ISNetworld within 24-48 hours. ISNetworld is an online contractor/supplier management database that
is used by owner clients to evaluate their contractor/suppliers information to meet internal and governmental
requirements. ISNetworlds Review and Verification Services (RAVS) validates this information. Additionally,
Contractor/Suppliers use the system to manage training and record keeping requirements.
CONTACT KATY REFF AT 281-478-3900 FOR MORE DETAILS OR TO REQUEST A TRAINING SESSION.
14
Brazos M&E | COVER STORY
A History of Proven Performance
The
Infinity Group is a third generation, family-owned

alliance of four separate entities; Brazos M&E; Infinity
Construction Services; Infinity Maintenance Services; and
United Electrical & Instrumentation. The services that this group
provides are comprised of construction services ranging from
groundbreaking to startup, as well as ongoing maintenance
services. The family-owned business began in the 1940s and has
been led by the third generation since 2003.
Their management and key personnel bring years of
experience to the areas of construction management and
execution, environmental health and safety and craft workforce
development. The team has successfully executed chemical and
refining projects, as well as providing ongoing maintenance and
turnaround services.
Brazos M&E began in 1987 as a continuation of a civil construction
and equipment company that had been in existence for more
than 42 years. Their capabilities expanded to include heavy
industrial foundation construction, environmental remediation
and environmental construction. For the past 24 years Brazos
M&E has committed to a continued legacy of diversified services
including plant site development, heavy civil construction,
environmental and remedial construction, and other additional
services. The owners take pride in this merit shop companys
ability to meet their goal of providing services at competitive
prices and completing each project to customer specifications.
The goal of the organization is to provide an unmatched level
of professional service at a competitive price, using only highly
skilled craftsmen to complete projects on-time and to assure
complete customer satisfaction.
Plant Site Development
Brazos M&E has a history of proven capabilities to expertly
provide a complete array of plant site development services
across the industrial sector preparing the original site for
construction from concept through completion. These services
consist of and are not limited to the following areas:
Clearing/Grubbing
Grading and Underground Utility Work
Storm Sewer Construction
Soil Stabilization, and
Dirt Hauling
Laying The Foundation For Safety.

Heavy Civil Construction
Earthwork and Site Development
Road/Parking Lot Construction
Industrial Concrete Foundations
Bridge Construction
Fencing
Railroad Construction
Environmental & Remedial Construction
Demolition/Plant Closure
Excavation/T&D
Soil & Sludge Treatment
Groundwater Remediation
Tank Cleanup
Decontamination
Landfills/Landfill Caps
Surface Impoundment Closure
Geothermal Lining Installation
Earth moving, road construction and maintenance, asphalt and
concrete paving, demolition, and contract maintenance are just
a few of the additional services Brazos M&E provides.
Brazos M&Es relationship with its aligned companies gives it the
ability to offer a full range of services. Whether a large or smallscale project, routine or continuous maintenance work, Brazos
M&E is ready to respond with highly trained field teams with
company-owned equipment to assure the best value for their
customers.
The professionals at Brazos M&E realize the importance of
providing the personal service that clients desireservice
that is both quality and safety-oriented. Brazos M&E is ready
to meet the specific civil and environmental construction and
maintenance needs of the industry.
The Infinity Group family of companies has a history and
reputation of providing experienced and performance-oriented
personnel to clients through offices in La Porte, Clute, and Port
Lavaca, Texas.
To See what a Difference over Forty Years of Quality Civil and
Environmental Construction and Maintenance can make,
please visit www.inf-grp.com.
15
When Your Circle of Influence Becomes

Your Return on Investment
Success in construction can be as simple as assuring that those

around you are the right people. If you want to raise your
esteem, get in the right crowd; hang around successful and
happy folks. If you want to see violence, crime and terror, go
to the streets after midnight, and youll see it.
If you want to change your COI (Circle of Influence), much is up
to you and your choices. But I believe your COI can certainly
change your ROI (Return on Investment).
Personal COI
What is personal COI? To me, your Circle of Influence is not
about intelligence, education or even influence. My belief is that
whats important in the construction business is not about what
leaders know or even dont know. Its all about who one knows
and who one associates and surrounds oneself with. Its pretty
plainif you have good, competent and reliable people around
you, you dont have to be a rocket scientist or psychologist. A
successful career with desired outcomes is made up of people
loyal to what you believe in. In safety its easy. Prudent and
successful safety professionals must believe you dont have
a right to harm people or let workers be harmed on jobsites.
When you proclaim it, believe in it and make it happen, others
will join you.
Some of the very first safety professionals I recruited in the
80s are still very close friends and many are still in the safety
profession. Several worked under my direction for more than
15 years. You cant have success in safety if you dont have good
followship from those around you. Good safety leaders hire
16
people better than themselves. In doing so, you get surrounded

by outstanding medics, trainers, program developers and the
best field managers and technicians. By being around the best,
a career can be shaped by those who do it right for the right
reasons. Find teammates that are loyal and they will help carry
the torch of safety excellence.
Volunteer Spirit
Another big part of ones circle of influence is giving back. There
are many opportunities to serve associations, such as being on
an industrial committee. The pay is not much but the rewards
are great. Its difficult to figure, but I would say that volunteers
in associations and safety organizations have made an impact
on our industry. To confirm the thought, compare the Greater
Houston area construction contractor injury rates against any
area in the country. None can match Greater Houston. And
the best business to be in is the life saving and life preserving
business. Its one where the returns are great.
Return on Investment
Its been said that you get back more than you give. Investing
in what you believe pays dividends for your company, your
industry and your community. Giving of ones time is a great
way to invest in what you believe. Ive often wondered why
there arent more volunteers walking in the fight against breast
cancer? Why arent there more little league coaches, both moms
and dads? Why are there not more pledges for good causes?
Why arent more people giving to those in need? Why arent we
standing up for vocational education and teaching our children
workplace career skills and good behavioral techniques for
Circle of Influence | SAFETY NEWS

success in industry? Volunteers give
time and resources to promote healthy
economies and communities. My urging
is that if you have been a recipient of
some career training, some education or
other employer or association training
programs, give back by passing it on to
others.
As successful members of the
community, we have a responsibility
to help those that are less fortunate;
we should contribute to the common
good. When your business is struggling,
find some way to give to others. Give
your time by volunteering with local
organizations that can use your skills.
There are so many places that need
helping hands. Giving back to the
community gives you a pleasant feeling
of connectedness and the satisfaction of
at least trying to make the world a safer
place.
The Person in the Mirror
Never forget that you, too, can be
a center of influence. Maybe you
already coach little league teams,
are a committee member or lead an
improvement team. In all you do, you
have a center of influence. Using it wisely
could be a great asset and can greatly
increase your personal ROI.
ABOUT THE AUTHOR:
Bennett Ghormley has more than 35 years of
experience in safety, training and construction
administration. He is experienced in implementing
safety programs involving commercial, industrial
and municipal industries. Mr. Ghormley has
conducted audits, investigations and inspections in
refineries, chemical and petrochemical plants, for
pipelines, water and waste facilities, manufacturing
plants and fabrication facilities. Mr. Ghormley has
served as an expert witness in litigation cases
and appeared before the Workers Compensation
Commission, EEOC, Employment Commission and
civil courts. Contact Mr. Ghormley via email at
bennettghormley@yahoo.com.
Trouble?
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17
Ignaz Semmelweiss died a horrible death. He outraged his

industry peers by suggesting their practices were dangerous
and the cause of many deaths. He discovered an alternative
that would save lives, taking a death toll from this particular
practice down six fold or more.
RISKY BUSINESS
When Workers Lives Rely on Lies
The backlash by his peers for the egregious sin of suggesting

they were wrong about something was beyond vicious. And,
even though some believed him and began to secretly use
his new method, they did not dare to publicly support him.
Ultimately, his peers conspired to involuntarily commit him to
an insane asylum. When he intuited what was happening and
tried to get away, his colleagues allowed the guards at the
asylum to beat him, straight jacket him, throw him in a dark cell,
and douse him with cold water daily until, two weeks later, he
died. He was 42 years old. The year was 1865.
His crime? He discovered the cause of the fever killing women
who had just given birth was due to a lack of physician
cleanliness. He said that if doctors would wash their hands
between performing autopsies and delivering babies, the
mothers would be saved. For that insult to his peers, he was
ostracized and killed, in spite of being right.
Such is the resistance to change.
I hope to have a better outcome.
It is often said that people dont like change. This is empirically
untrue. People change all the timethey marry, divorce, have
children, adopt pets, buy new wardrobes, new houses, and new
cars. People thrive on change.
What people dont like, is to BE changed. And thats where the
rub comes in. Every game changer stood alone in the beginning
and faced violent opposition from the status quo.
Its 2015 and, when it comes to safety, I think its time for a change
because we have a problem. Our problem is many practices in
the safety industry are built upon lies and, to some degree, we
are all complicit in sustaining the problem because we focus on
what we are doing right, which is a lot, rather than what we are
missing.
I realize many of you may not agree, and thats okay. Its my
burden to tell the story of safety in a most compelling and
convincing way. I may or may not succeed. But, if I succeed,
then I hope you will be inspired to ride the wave of change by
choice, because choosing change is the only way to go. This is
the goal of my 2015 columns.
18
The story of safety is not a personal

one, it is not about you and me. It
has nothing to do with my company,
or yours for that matter. It is about
the dynamics of an industry that has
swept us all along like class 5 rapids.
Yet, even though it is not personal, if
you touch the safety industry in any
measure, you are, to some degree, a
character in the story of safety.
AMAVI
When telling any story you must develop character in three ways:
private, intimate, public. Private moments consist of the things
you do when no one is watching. My favorite private moment
in film is Tom Cruises dance in the movie Risky Businessyou
can Google it if you havent seen it. We should all look so good
in private.
Risky Business | SAFETY NEWS

In sharing the story of safety and how lies underpin much of
its machinations, I dont need public supportI know that
may be risky business. I merely ask that in your most private
moments you search your heart and ask yourself if you dont
already know that it is true.
If you believe the story is true, then I hope you will decide to
choose change. It doesnt have to be hard. It could be just a
matter of washing our hands of unproductive practices one
new practice at a time.
ABOUT THE AUTHOR:
Tara Maria Amavi, (formerly Tara Templeton Hart, name changed due to
identity theft) is the Founder and President of TCA/The Compliance Alliance
L.P. TCA has provided services to almost 1000 companies nationwide and TCAs
proprietary tools, methods and means have been ranked #1 in the world for
managing contractor safety. The TCA Safety System is peer acknowledged as
a method based upon TCAs own trade secrets which get better results than
traditional safety methods and, therefore, saves lives. Ms. Amavi has been
named one of Houstons 50 Most Influential Women by Houston Woman
magazine, and has also been named one of the Whos Who in Safety by
Compliance Magazine. Ms. Amavi is a sought after public speaker, has appeared
on local & national radio and television programs including five appearances on
The BusinessMakers, a radio show hosted by John Beddow & Russ Capper. Ms.
Amavi may be contacted at tara.amavi@tcamembers.com or 713.263.7661.
BE SAFE. BE SEEN.
With locations in DFW and Houston, safety is just a phone call away.
281.453.6400
WWW.BUYERSBARRICADES.COM
Temporary Traffic Control On-Site Consulting Flagger Training

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PPE Custom Signs Traffic Control Plans
Our construction team
builds
relationships by providing clients with
solutions
based on experience.
Porter Hedges counsels stakeholders across the full spectrum of the

construction industry from contract formation to conflict resolution.
HOUSTON
OKLAHOMA CITY
WWW.PORTERHEDGES.COM
19
Broadening Definitions of Workforce Training

Written by Megan Brann
20
The construction industrys incredible growth over the

past two years has forced leaders to ask the question: how
are we going to fill the workforce pipeline for the future?
Its no secret that industry jobs are plentiful, but qualified
workers are not. Within this, lies the conundrum a number
of construction companies are beginning to face. The future
growth of the construction industry seemingly hinges on
how the industry develops and trains the next generation
of craft professionals and how it continues to train those
currently working in the field. Not only that, but it is also
depending on how individuals are recruited into the trades.
The next steps in solving these issues could depend on
changing the very definition of training altogether.
Branding A New Workforce
When it comes to the image of the industry, Director
of Training and Development for S&B Engineers and
Constructors Ltd. Michael Stilley said frankly, we (the
industry) havent done a good job - which is why training
is so critical. To offer the high school students, the veterans,
the unemployed, anyone the training required to grow in
the industry is to open a door. Its also why the 11 million+
individuals unemployed are not turning to the 39 percent
of U.S. companies who claim to struggle filling key jobs1.
To tackle this gap, the Greater Houston Partnership (GHP)
brought together 79 individuals to represent sectors this
gap affects in order to tackle the issue. Over the course of
2013, their goal was to formulate a strategic plan addressing
the middle skilled job market. Their definition of a middle
skill job is the occupation that require(s) more than a high
school diploma but less than a four-year degree. The title of
this initiative is UpSkill, and it will serve as a roadmap for
GHP and those who work with the partnership to address
industries struggling with the same issues and needs. With
$6 million and a six-year timeline, the strategic goals are:
(1) to attract more individuals into this workforce pipeline,
(2) to train them and to prepare them to be successful in
mid-skill careers, and (3) to place them in open jobs so that
Houston can continue to fuel its economy.
This is an industry with great benefits and options. There
are viable careers, Stilley said. We need to share that
information better than we have in the past.
(Continued on page 22)
21
The GHPs final report details some of the needs, with task
items for employers, educational institutions and communitybased organizations. For example, they suggest educational
entities create customized fast-track programs to meet a range
of needs. This would require them to meet the needs of lowskill youth and adults, who typically require basic academic
instruction in addition to professional training, and align across
education and training providers to create cohesive programs of
study, the report stated.
The GHPs final report details some of the needs, with

task items for employers, educational institutions
and community-based organizations. For example,
they suggest educational entities create customized
fast-track programs to meet a range of needs.
Houstons UpSkill initiative is just one example of the workforce
development efforts. When you limit the scope, each and every
individual company is addressing their specific employment
needs in their own way.
Shifts In Training Philosophy
Stilley explained that in order for the needs to be met, his
definition of training a workforce has to widen.
The bottom line is that we need to complete a project on
time and on budget, Stilley began, but the only way we can
accomplish that is with qualified people. Were changing the
way we look at training as a certification; we had to broaden our
idea of a trained workforce.
S&B Engineers and Constructors training philosophy involved
an all encompassing program, meaning every single person
is encouraged to continue their education from the top of
management down to the entry-level position. Stilley said they
provide as many avenues as possible to allow training to not
only be accessible, but achievable by
those who are unfamiliar with the
construction industry.
Its
about
supplying
the right avenue for
that individual. Our
wage-driven training
is
available
and
advertised. We offer
English to Spanish
and
Spanish
to
English. There is
performance-based
testing. And some
22
people just learn by osmosis. We have to offer different avenues

for deficiencies to make sure the individual can do the work,
Stilley said. Were investing in our future.
Clients pay for performance, and a quality workforce completes
a job correctly on the first try, a driving force, Stilley said, in the
substantial training investment for each individual. Theyll often
place the craft professional on payroll before theyve completed
their training.
Mike Gremillion, ISC Contractors, LLCs (ISC) Vice President of the
Houston office, agreed and added that it improves the industry
as a whole.
Training has always been a core belief of ISC since the inception
of the company. Investing in training of our existing associates
improves our company in safety, productivity, quality and
retention, Gremillion said. Unlike most companies which simply
offer training to its employees, ISC stresses the importance of
training to its associates and assists each associate who pursues
the opportunity to enter and complete their training in their
chosen craft or crafts.
ISC offers training reimbursement to their associates, as well
as flexibility with work hours to arrive to their class on time.
Gremillion said they are essentially paid to continue their
education.
Additionally, we facilitate enrollment drives at the jobsites in
order to enroll associates into upcoming courses so they do not
have to miss work, Gremillion said.
Training Avenues and Certifications
For those who choose to be certified, they can seek out training
with the Construction and Maintenance Education Foundation
(CMEF), the educational affiliate of Associated Builders and
Contractors (ABC) of Greater Houston. Stilley said they are a large
supporter of CMEF, and the community the Foundation serves.
Its another tool in their training toolbox, another option for the
craft professional looking to better their knowledge and skills.
The classes and training that CMEF offers is available to them.
Construction companies can pledge their commitment to
training and a skilled workforce by entering CMEFs Training
Contributor Agreement (TCA) program. Their pledge of 6 cents
per jobsite work hour supports continuing training, and in
return, CMEF provides them with deeply discounted prices on
training as well as performance verifications. Classes range from
big and small, but they are easily accessible to TCA partners.
(Continued on page 24)
Workforce Development | FOCUS SECTION
23
Perhaps strengthening training is doing something as simple

as offering classes to a smaller trade. Gremillion said that
ISC has placed a considerable amount of importance on
certifications for all journeyman, but has noticed a need for
more training opportunities specifically within the electrical
or instrumentation trade because of the increased demand for
skilled craftsmen.
Due to the projected major industrial expansions along the
Gulf Coast region and the high demand for skilled craftsmen
in this area, most economist are projecting a critical shortfall
in qualified craftsmen. The highest craft demand is for welders,
electricians and pipefitters. Along with the demands for these
skilled craftsmen is the need for additional craft supervision,
Gremillion said.
When asked what needed to be changed to meet those needs,
Gremillion addressed the amount of classroom time there is
in electrical and instrumentation curricula. He proposed the
requirement for more hands on training with each module,
explaining that most students have requested more hands on
experience.
Theres no denying that NCCER is the training standard for the
majority, if not all, companies in the construction industry. An
NCCER certification will qualify a craft professional for a variety
of open positions for a multitude of companies. Gremillion
called it the minimum standard within their organization, and
anyone carrying the credentials will meet that standard.
We believe that a qualified craftsman needs to have both their
NCCER credentials and task training. The NCCER credentials
show they have met or exceeded a set knowledge standard, but
they have to also become proficient at their assigned tasks in
order to truly become a qualified craftsman, Gremillion said. ISC
has such a strong belief in NCCER Certified credentials (formally
NCCER Certified Plus, which was changed by NCCER effective
January 1, 2015) that it is a requirement of our associates
classified as journeyman or supervisor.
The fact is that the Houston region is expecting to

have 74,117 open positions annually until 2017.
The industry may need to identify a new standard
of requirements to meet the needs, while still
maintaining an exemplary workforce.
So in order to meet these needs, the training process is constantly
being developed, Stilley said. But when asked what needed to
be changed about the methods, Stilley rephrased the question.
The training process doesnt need to be changed. Ownership
and contractors involvement and support needs to change.
There needs to be a change to leaderships mindset that training
is vital to the development of a company.
Final Definitions
The fact is that the Houston region is expecting to have 74,117
open positions annually until 20172. The industry may need to
identify a new standard of requirements to meet the needs, while
still maintaining an exemplary workforce. How? Perhaps its by
offering a variety of avenues for training and hiring an individual
prior to training, as Stilley suggested. Maybe its branding the
training in a different way in order to meet certification standards.
Or changing the way people are trained and the amount of time
an individual is in a classroom, as Gremillion said.
There are a multitude of solutions offered to bridge the workforce
gap and train an unskilled workforce; its just a matter of finding
which method works for 2015 and beyond.
So many other industry fields are available other than craft
professional positions theres quality control, safety, theres a
tremendous amount of opportunities available, Stilley said. We
just need people.
Manpower 2013 Talent Shortage Survey. UpSkill Houston | Greater Houston
Partnership (GHP). UpSkill Houston | Greater Houston Partnership (GHP). Web.
12 Jan. 2015. <https://www.houston.org/upskillhouston/>.
Mwase, Gloria, and Jeremy Kelley. Preparing Houston to Skill Up. Rep. JPMorgan
Chase & Co., n.d. Web. <file:///C:/Users/ABC/Downloads/NSAW-Final-HoustonPublished-Report%20(1).pdf>.
S&Bs avenues include internal training, as well as external. As an

accredited NCCER sponsor, they have the option to provide the
training themselves by offering specific task-based programs to
pay their wages according to an individuals skill level.
The only thing they dont have is the card in their wallet that
is transferable. But they have the opportunity to increase
their wages, and their knowledge and tackle the struggle of
certification, Stilley said.
24
Workforce Development | FOCUS SECTION
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Ready
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with proven skills you can count on.
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as Electrical Level 1 or Pipefitter Level 1 Helpers.
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Veteran and Industry
Partnership
Train your veterans. Power your business.
The Texas Workforce Commission has announced a new

initiative to help veterans like you get the training you
need to find jobs in the information technology industry.
Visit www.texasworkforce.org/vip to learn more about
this unique opportunity.
25
HILL
AMERICAN COMMERCIAL
CONTRACTORS
ODIN
JAMCO
PEOPLE ON THE MOVE
KBR Building Groups Houston office continues to grow. The offices latest additions
include Patrick Hill (Regional Safety Manager), Cynthia Robinson (Project Manager)
and Quincy Wright (Project Engineer).
ROBINSON
WEATHERTON
Lighthouse is proud to announce the addition of Seth Mapp to their growing team.
As Operations Manager, Seth is key in managing service and installation technicians,
keeping them in the know and on schedule. Seths background serves him well as
Operations Manager at Lighthouse. He served 6 years in the U.S. Air Force reserves, as
well as a 4 month tour in Iraq, managing over 1.6 billion in assets for the U.S. government.
Stateside he worked his way up the ladder while working for Guardian, an independent
contractor, at BP Texas City, and for Dow, Freeport where he managed a 2.5 million dollar
contract.
Satterfield & Pontikes Construction (S&P) recently announced the promotion of Milton
Buddy Scherer to General Superintendent in S&Ps Houston Business Unit. In his
new role, Buddy will oversee multiple superintendents and projects. Buddy joined S&P
in 2010 and has worked on several projects, including Micro Centers new store in the
Galleria/Bellaire area that was recently completed ahead of schedule.
WRIGHT
PAREDES
Dale Kuntz has joined JVIC as Senior Director of Operations Excellence. Dale will focus on
continuous improvement of processes and systems, strategic initiatives, supporting key
customer relationships, recruiting and developing new talent, and leveraging industry
experience to support the broader organization. JVIC is a part of the Zachry Group.
Deborah Weatherton has been promoted to Employment Manager at JVIC. Deborah
will focus on strategic initiatives related to employment practices, recruiting, and
retention in supporting our turnaround and maintenance projects. JVIC is a part of the
Zachry Group.
MAPP
BENTON
Primoris Services Corporation, East Construction Services, is pleased to welcome Oscar

Paredes as its new Safety Director. Paredes graduated from the University of El Salvador
with a degree in industrial engineering and has been working in the construction
industry for 25 years in various safety management roles.
John Benton has joined Slack & Co. Contracting as Director of Project Management.
Mr. Benton, who holds a Civil Engineering degree from Texas A & M University, has over
25 years of construction management experience. In his new role, he is responsible for
providing oversight to the project management team to ensure projects are properly
planned and executed.
SCHERER
LARSON
Mike Larsen recently joined Structural Technologies, a Structural Group company, as

a Business Development Manager, working throughout Texas and the U.S. Gulf Coast
region. Mike has over 20 years of construction industry-related experience and is
working with general contractors, engineers, and property managers to provide and
implement infrastructure repair solutions.
Oxford Builders Inc. is pleased to announce they have hired Ankur Agrawal as an
estimator. Agrawal is a recent graduate from Texas A&M University, College Station with
a Masters Degree in Construction Management.
KUNTZ
26
AGRAWAL
People, Projects, Companies & Awards | IN THE KNOW

PROJECT NEWS
Hoar Construction recently topped

out construction on Academy Sports +
Outdoors new headquarters, marking the
midway point of the project; completion is
scheduled for spring of 2015. The expansion
supports Academy Sports + Outdoors
continued growth throughout the South
and Midwestern U.S. over the next several
years. This second office building will be four
stories, approximately 200,000 square feet
and will include a six-story parking garage.
The two buildings will be connected via
walkway.
ODIN started off the year with a renewed
long-term contract through 2016, with
Tengizchevroil (TCO). ODINS president, Mike
Mitchum has been steadfast since 2008 in
establishing a grass roots, state of the art
demolition and asset recovery program in
Kazakhstan for TCO. Located in the city of
Tengiz on the Caspian Sea, the Tengiz oil
field is one of the largest in the world, with
approximately 26 billion barrels of oil.
American Commercial Contractors is
pleased to announce the completion of
Sugar Land Physicians Center in the Telfair
medical reserve, near U.S. 59 and University
Boulevard in Sugar Land. This three story
building is the first of two buildings to be
built on the site and consists of 57,000 square
feet of class A medical office suites, and is
connected to a 79,000 square foot 3-level
parking garage.
Its not
about luck
for dn a s s en.c om
Da ll a s Hous ton A us t in
Youve worked hard to build your

business and good reputation in the
construction industry.
Hatfield Construction is pleased to

announce the Cunae International School
expansion project in The Woodlands. The
project consists of three out buildings
to accommodate the schools growing
enrollment, anticipated to cater to
approximately 140 students in the next
school year; further expansion is planned for
the following year to accommodate up to
210 students, said Mrs. Anji Price, Director/
Owner of Cunae International School.
COMPANY NEWS
JAMCo opened a 50,000 square foot

curtainwall manufacturing facility in Bastrop,
Texas in September 2014. The plant will
service JAMCo projects throughout Texas.
Cherry Companies and Texas A&Ms
Construction Science Department teamed
up for a day to move the classroom to a
real world worksite. Aspiring construction
industry professionals had the opportunity
to experience in late November, a handson, up close look at operations of one of the
nations leading recycling and demolition
companies.
Dont leave them to chance.

BuildHouston-Twothirds.indd 1
7/20/2014 4:27:52 PM
Build Houston Magazine February / March
2015
27
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Spearheading Construction, Maintenance, Equipment and Hazardous Waste