A general contractor tasked with constructing a 15-story bank building in Connecticut was experiencing significant safety issues among its subcontractors. The project was complex, not only due to its size but also because it was a double-breasted job, employing both union and non-union subcontractors. To further complicate matters, several of the subcontractors were based out of Canada, bringing with them a different perspective on safety standards. The Canadian subcontractors, especially the ironworkers, glaziers installing the glass curtain wall, and the mechanical contractor, displayed open contempt for OSHA regulations and resisted adhering to the general contractor's safety protocols.
In an effort to mitigate the tension between union and non-union workers, the general contractor had implemented separate accommodations, including distinct construction elevators, port-a-potties, and break/lunch areas. However, the disregard for safety standards continued to grow, and while no serious accidents had occurred yet, the general contractor feared that a major incident—and subsequent OSHA sanctions or fines—was inevitable.
The general contractor turned to JPS Global Advisors and Consultant to develop a robust, transportable safety solution that could be applied not only to the current project but also to future jobs with a similar labor mix.
Challenges Identified
Upon reviewing the situation, JPS Global Advisors identified several critical factors contributing to the problem:
- Cultural and Regulatory Disconnect: The Canadian subcontractors were unfamiliar with, and resistant to, OSHA regulations, opting instead for their own national standards, which often fell short of U.S. safety mandates.
- Union and Non-Union Tensions: The segregation of union and non-union workers was exacerbating existing tensions, causing communication breakdowns that undermined safety protocols.
- Inconsistent Safety Practices: Due to the diverse backgrounds and affiliations of the subcontractors, safety practices were inconsistent across the job site, leading to a lax safety culture.
- Lack of Accountability and Enforcement: Subcontractors, particularly the Canadian firms, did not feel sufficiently accountable for their safety violations, and the general contractor lacked effective enforcement mechanisms.
JPS Solutions
1. Harmonizing Safety Standards Across Labor Groups JPS understood that the project’s safety issues stemmed from the disparity in safety standards between union and non-union workers, as well as between American and Canadian subcontractors. To address this:
- Unified Safety Compliance Program: JPS developed a universal safety compliance program that aligned OSHA standards with both union and Canadian safety regulations. This program created a cohesive set of rules that all subcontractors—regardless of nationality or union status—were required to follow.
- Mandatory Safety Training for All Subcontractors: JPS provided mandatory OSHA-compliant safety training for all subcontractors, including the Canadian teams. The training emphasized U.S. regulations, the potential penalties for non-compliance, and the importance of adhering to safety protocols to avoid accidents and fines.
2. Implementing a Cross-Labor Safety Committee To foster collaboration and open communication between union and non-union workers, JPS established a Cross-Labor Safety Committee. This committee included representatives from both labor groups and allowed them to discuss safety concerns, share best practices, and resolve disputes before they escalated.
- Regular Safety Meetings: JPS scheduled regular safety meetings where both union and non-union workers were required to attend. This promoted unity and ensured that everyone received the same information regarding safety protocols and any site-specific risks.
3. Enforcing Accountability Understanding that a lack of accountability was at the core of many safety issues, JPS introduced strict enforcement mechanisms to ensure compliance:
- Contractual Safety Penalties: JPS worked with the general contractor to revise subcontractor contracts, adding clauses that outlined financial penalties for repeated safety violations. These penalties were designed to incentivize compliance, particularly among the Canadian subcontractors who were initially resistant to U.S. regulations.
- On-Site Safety Auditors: JPS deployed on-site safety auditors to conduct random inspections. These auditors were empowered to halt work if major safety violations were found, creating a stronger enforcement presence on the job site.
4. Mitigating Union vs. Non-Union Tension To reduce the growing tension between union and non-union workers, JPS recognized that separate accommodations were contributing to the division rather than easing it. JPS proposed:
- Integrated Safety Orientations: Rather than segregating workers for safety briefings, JPS recommended holding integrated orientations where all workers could participate and learn together. This helped foster a sense of shared responsibility for safety across all labor groups.
- Safety Incentive Program: JPS introduced a joint safety incentive program that rewarded all workers—union and non-union alike—for achieving safety milestones. This program encouraged collaboration, rather than competition, between the two labor groups.
5. Long-Term Transportable Solutions The general contractor wanted a solution they could apply to future projects with similar labor dynamics. To ensure that the safety protocols developed by JPS were transportable:
- Portable Safety Compliance Framework: JPS created a transportable framework that the general contractor could implement on any future projects involving a mix of union, non-union, Canadian, and American subcontractors. This included a customizable safety manual, training materials, and enforcement protocols adaptable to any job site.
- Safety Compliance Portal: JPS set up a cloud-based portal that allowed subcontractors to access safety regulations, training videos, and compliance tracking for each project. This made it easy for the general contractor to maintain consistent safety standards across different jobs.
Results
After implementing the JPS Global Advisors and Consultant solutions, the general contractor experienced:
- 100% safety compliance among subcontractors, including the previously resistant Canadian firms.
- A unified safety culture on the job site, with significantly reduced tensions between union and non-union workers.
- A 25% decrease in safety violations within the first three months of implementation.
- An exportable safety framework that the general contractor could apply to future projects with similar labor dynamics, ensuring long-term safety compliance.
By leveraging JPS’s expertise, the general contractor not only avoided OSHA sanctions but also improved collaboration and safety performance among its diverse subcontractor base.
Ensure Safety Compliance Across All Subcontractors with JPS Global Advisors and Consultants
Don’t let inconsistent safety practices and labor tensions jeopardize your projects. At JPS Global Advisors and Consultants, we specialize in harmonizing safety standards across union, non-union, and international labor groups, ensuring your job sites stay safe and compliant. Contact us today to learn how we can help you achieve consistent safety performance and avoid costly OSHA fines, no matter the complexity of your workforce.
Call us at 1 (214) 227-2383 or email us at info@jpsglobaladvisorsandconsultant.com
Navigating Complexity, Delivering Success