Real-WoRld Issues affectIng PRofessIonal PlumbeRs and PIPefItteRs of coloRado

The construction sector was one of the hardest hit industries during the Great Recession, however indicators show improvement over the last year and the sector is expected to expand further in the coming years. While this is promising news, construction company employers continue to report the lack of available skilled labor has restricted new activity. The industry will continue to experience labor shortages until it can attract, train, and retain a new group of young workers.

CONSTRUCTION EMPLOYMENTWhile the Colorado construction industry added roughly 21,400 jobs since the recession low of 112,500 workers, the sector currently remains nearly 34,000 jobs below the pre-recession peak of 167,800 workers.

Total construction employment increased nearly 6 percent between 2013 and 2014 and, according to The Colorado Business Economic Outlook, it will rise an additional 4.3 percent in 2015. By 2023, total construction employment is expected to increase almost 47%, adding nearly 60,000 jobs in the state. Approximately 40,000 of these positions are projected to be in the specialty trades.

WORKFORCESome business owners report turning down projects and experiencing project delays due to the inability to find workers to fill positions. At the same time as we anticipate adding 40,000 new jobs in the specialty trades by 2023, skilled workers will also leave the workforce for retirement or movement to other industries. It’s estimated for every four workers leaving the trades, only one will enter the field to replace them.

Job done RIghtmaRch 2015

In ThIs Issue:

Legislative Update Page 3

Welcome New Members Page 3

Legal Update Page 4 Proposed Updates to Sex Discrimination Guidelines Announced

MCAA National Update Page 5

Events & Education Page 5

Rick Allen Article Page 6 Developing Work Ethic

Mark Breslin Article Page 7 Disciplined Leadership: How To Claw Back An Hour A Week

Building Jobs4Colorado Page 8

CSU’s MCA Student Chapter Page 9 Competes at National

Industry Partners Page 10

Technology Briefs Page 12

Dave DaviaEVP/CEOColorado Association of Mechanical and Plumbing Contractors

Continued on page 2

Colorado assoCiation of MeChaniCal and

PluMbing ContraCtors

2015 Colorado Construction Outlook Economy Improves; Forecasts Continue to Predict Lack of Skilled Workers to Meet Demand

a Source: U.S. Department of Labor – Bureau of Labor Statistics website on Quarterly Census of Employment and Wages Retrieved October 2014.b Source: Colorado Department of Labor and Employment’s Labor Market Information website. Retrieved October 2014.

EmPloymEnt ProjEctions for thE construction industry in colorado

2013 2015 2023

Current Employmenta

Projected Employmentb

Avg. Annual % Change from 2013

Projected Employmentb

Avg. Annual % Change from 2013

Total Projected Change between

2013 and 2023Construction of Buildings 23,332 28,874 11.88% 33,191 3.59% 42.26%Heavy and Civil Engineering Construction 20,621 27,442 16.54% 30,768 4.08% 49.21%Specialty Trade Contractors 83,651 99,118 9.24% 123,205 3.95% 47.28%Total Construction Jobs 127,604 155,434 10.90% 187,164 3.90% 46.68%

2 © 2015 CAMPC Job Done Right • March 2015

CAMPC continues to take a lead role in workforce development issues including co-sponsoring HB15-1170, Increasing Postsecondary and Workforce Readiness. This bill attempts to change the framework for school district performance to incentivize schools to promote the trades as a viable career option. It includes performance measures for high school graduates who enroll in a career and technical education program equal with performance measures for students who go on to community colleges or four-year institutions following graduation. It also creates an accountability committee (with requirements for business involvement) and a position of postsecondary and workforce readiness statewide coordinator to help students in rural districts get into trade programs.

Additionally, CAMPC continues to add and provide resources for contractors including support of apprenticeships, educational programs, best practices and business coaching to name a few. Attracting, training and retaining tomorrow’s workers is a long-term challenge and we are committed to addressing it head-on.

CONSTRUCTION VALUEThe value of construction is expected to rise 11.5 percent in 2015 to nearly $13.4 billion. Infrastructure construction has been particularly active in the Metro Denver area with the opening of the new Denver Union Station in 2014 and on-going FasTracks construction. The Regional Transportation District (RTD) broke ground on the North Metro Rail Line (opening 2018) and obtained approval for the Southeast Light Rail extension into Lone Tree. RTD expects to open five new projects in 2016 consisting of the East, Gold, and I-225 rail lines, a portion of the Northwest rail line, and the U.S. 36 Bus Rapid Transit Corridor.

RESIDENTIALRapid population growth in Colorado has strained the residential real estate market and fostered growth in residential construction as developers respond to increased demand for housing. Multi-family construction is expected to increase 5.3 percent in 2015, with an additional 11,500 units permitted in 2015. Single-family permits are expected to rise 16 percent to 21,300 total permits. In 2014, residential construction was valued at $6.5 billion, representing 54 percent of total construction value, and values are expected to rise to nearly $7.4 billion in 2015.

While residential construction is expanding, CAMPC continues to work with a coalition to fix a defect in Colorado state law that exposes homebuilders and homeowners to a high risk of expensive, time-consuming litigation and has virtually halted the construction of affordable and attainable housing across Colorado. Today, condos represent just 3.1 percent of new housing starts, compared to nearly 23 percent in 2007.

A recent Sunday Denver Post front-page article focused on the “Housing Squeeze” and raised concerns over how “rising costs could move from a personal crisis to an economic drag” for families—and the state’s economy. Another Post story noted that renters “need to

make $35 per hour, or almost 4½ times Colorado’s minimum wage” to afford the median metro Denver rental rate.

NON-RESIDENTIALNon-residential construction activity varies across the state, depending upon regional employment growth. In Metro Denver, all four commercial property types (office, industrial, flex, and retail) recorded declining vacancy rates and rising average lease rates. As a result, new build-to-suit and speculative construction projects occurred throughout the region. About 1.2 million square feet of new office space was completed, the most since 2009. As the industrial vacancy rate dropped to historic low values, about 2.6 million square feet of new industrial space was added to the market, the highest amount since 2002.

Major projects completed in Metro Denver in 2014 included the Charles Schwab Campus world headquarters, One Union Station, Cornerstar Health Plaza, multiple buildings at the Enterprise Business Center, the Benjamin West headquarters, and a ViaWest data center. Continued strong demand for healthcare services furthered new construction activity in the medical sector. Some of the completed projects included the National Jewish Health-St. Joseph Hospital, the Platte Valley Medical Center, and three health and wellness centers opened by Centura Health. Projects continuing construction in 2015 include expansions at Swedish Medical Center, Littleton Adventist Hospital, and Craig Hospital. Other major projects include the Gaylord Hotel in Aurora, CSU Stadium in Fort Collins and the City of Champions in Colorado Springs.

With strong population growth and a rapidly expanding economy, construction activity in both the residential and commercial markets is expected to continue at a brisk pace. Low vacancy rates and high average lease rates will keep demand for new commercial construction elevated. The demand for new residential construction will remain high, as the aging population looks for smaller community homes and the younger generation looks for their first single-family home.

The sector will continue to face labor shortages through the year along with rising construction costs, slowing development; but overall, the construction sector in Colorado is expected to expand and flourish through 2015.

Dave

Thanks to Patty Silverstein and Development Research Partners for the data presented in this article.

2015 Colorado Construction Outlook ... Continued from cover.

Just Released: 2015 Report - Economic Impacts of the Construction

Industry on the State of ColoradoVisit http://www.campc.org/why-us/

to view the report.

Job Done Right • March 2015 © 2015 CAMPC 3

The Seventieth General Assembly Opened on January 7, 2015, with historic changes in the Senate where for the first time in ten years the Republicans have control with an 18-17 margin. There are six new members and four that moved from the House to the Senate. Term limits in the House brought new leadership in the form of Rep. Dickie Lee Hullinghorst (D) Boulder being elected Speaker and Rep. Crisanta Duran (D) Denver elected as Majority Leader. The margin of control was reduced to three votes – 34-31. There are twenty new House members, which is 30 percent turnover.

Workforce Development is the Common Theme for Both Houses and Parties with a 10-bill “Colorado Ready to Work” package rolled out on March 5. As the construction and energy sectors continue to experience shortfalls in qualified labor now and over the next several years, legislators want to create new programs to help industry and the middle class. SB-82 has bi-partisan support in both houses and would allow counties to use a property tax credit or rebate to fund local workforce development efforts for high school graduates that pursue post-secondary or accredited technical training. It passed the Senate and is on the way to the House. HB-1170 also has bi-partisan support and adds new performance measures for postsecondary and workforce readiness for career and technical education programs, community colleges and four-year institutions. It requires school and district accountability committees to include a member that is actively engaged in business or industry. Finally, the bill creates a statewide workforce readiness coordinator to insure that efforts by the Workforce Development Council and state agencies are all working towards the same goals.

Construction Defects Legislation Was Introduced on February 10, 2015, sponsored by the Homeowner Opportunity Alliance (HOA) which CAMPC is a founding member. The goal is

to reduce the frequency and size of defects awards in the multi-family for sale market. Most builders have refused to continue building new products due to the fear of being sued over alleged defects. Today, condos represent just 3.1 percent of the new housing starts compared to nearly 23 percent in 2007 causing a serious housing squeeze. The bipartisan bill will require alternative dispute resolution (mediation and arbitration); disclosure of the potential impacts of a defects on an owner’s property; and informed consent by the owners prior to litigation being filed. Supporters believe that this still protect consumers rights and will expedite the resolution of claims. Opponents claim that this could prevent individual homeowners from getting their claims resolved, that a jury trial is fairer to homeowners than arbitration and there is little or no cost savings by using ADR.

Taskforce on Oil and Gas Regulations to Submitted Their Recommendations to the Governor on February 27 after months of informational and regional meetings and discussing more than 100 pages of recommendations. Those were narrowed down to 56 recommendations for consideration with nine recommendations advanced to the Governor. The taskforce is trying to balance statewide industry regulation with the local communities desire to have more input on the location and size of the facilities.

This will likely be just the beginning of the discussions as many believe that there will be proposed legislation, regulation and ballot initiatives regardless of the taskforces recommendations.

Pete KirchhofKirchhof Group, inc.

LegIsLaTIve updaTe

2015 Colorado Legislative session Opened January 7 By Pete Kirchhof

Welcome new Members!contractors contact PhonE WEbsitE ___

Aquila Corp Alex Brown 970-968-1300

Colorado Chiller Services Andy Li 720-352-8388 www.coloradochillerservices.com

Neuworks Mechanical Inc. Mark Neubauer 970-556-3130 Neuworksmechanical.com

Quad County Plumbing & Heating, Inc. Les Eurich 970-867-5783 Quadcountyplumbing.com

industry PartnErs contact PhonE WEbsitE ___

Tyler Pipe & Coupling, Brian W. Gardner 903-941-0884 www.tylerpipe.com A Division of McWane

Viega LLC Richard Reeve 800-976-9819 www.viega.us

WennSoft Inc. Mark Huntsman 262-821-4100 www.wennsoft.com

4 © 2015 CAMPC Job Done Right • March 2015

sue schaecherattorneyfisher & Phillips, llP

1801 california streetsuite 2700denver, co 80202

LegaL updaTe

For the first time in more than 40 years, the Office of Federal Contract Compliance Programs (OFCCP) has proposed significant substantive changes to its sex discrimination guidelines. Although these regulations apply to federal contractors, they address case law developments, societal changes and current issues in the workplace and thus provide useful guidance for all employers.

Executive Order 11246, like other anti-discrimination laws, makes it unlawful to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity and national origin. “Sex” includes pregnancy, childbirth or related medical conditions. The proposed regulations recognize general prohibitions and provide multiple, updated examples of prohibited practices.

Generally, contractors may not make any distinction based on sex in recruitment, hiring, firing, promotion, compensation, hours, job assignments, training, benefits or other terms, conditions or privileges of employment. Also prohibited are facially-neutral policies that are not necessary to the job but have an adverse impact on women. Contractors may not act on the basis of sex unless sex is a bona fide occupational qualification, that is, one that is reasonably necessary to the normal operation of the contractor’s particular business. Contractors may not cite unreasonable cost to justify a failure to provide appropriate facilities for both sexes. The greater cost of providing a benefit to members of one sex is not a defense to a failure to provide benefits equally.

Examples of prohibited acts include:

• Adverse treatment based on sex-based stereotypes and assumptions and nonconformance with gender norms or expectations for dress, appearance or behavior. Making a distinction between married and unmarried persons that is not applied equally to both sexes is unlawful. Also prohibited are actions based on stereotypes about caregiver responsibilities such as denying women with children an employment opportunity that is available to men with children.

• Unequal compensation, fringe benefits or access to earnings opportunities for similarly situated employees based on sex. Imposing differences such as different retirement ages or other terms, conditions or privileges of retirement based on sex.

• Restricting job classifications based on sex; basing seniority lines and lists on sex.

• Discriminating in forms of career advancement such as apprenticeship, training programs, rotational assignments, networking, mentorship, or succession planning.

• Treating people of childbearing capacity and those affected by pregnancy, childbirth and related medical conditions different than others not so affected but similar in their ability to work. Contractors may not fire an employee or require her to go on leave simply because she is pregnant or has a child, nor may they limit her job duties solely based on such fact. Doctors’ notes may not be required unless they are required for all employees who are similarly situated.

• Denying transgendered employees the use of bathrooms of the sex with which they identify.

Executive order 11246 ... makes it unlawful to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity and national origin. “sex” includes pregnancy, childbirth or related medical conditions.

proposed updates to sex discrimination guidelines announcedBy Sue Schaecher

Continued on page 9

Job Done Right • March 2015 © 2015 CAMPC 5

evenTs & eduCaTIOn For more information about programs listed below, visit our website at www.campc.org or contact Kim Gill at 303-757-3956 or kim@campc.org.

EDUCATION & TRAINING DATE TIME LOCATION INFORMATION“TOPS” Technical Training March 27 8:00 AM - 4:00 PM CITC, 646 Mariposa, Denver www.mcacolorado.org

“TOPS” Technical Training March 28 8:00 AM - 4:00 PM AGC Education Center* www.mcacolorado.org

Project Management Essentials April 1-3 8:30 AM - 4:00 PM AGC Education Center* www.AGCColorado.org

Breakfast with OSHA April 9 8:00 AM - 9:00 AM AGC Education Center* www.ColoradoSafety.org

Becoming a Financial Powerhouse April 14 7:00 AM - 9:00 AM AGC Education Center* www.mcacolorado.org

Aerial Lift Instructor Development April 14 8:00 AM - 12:30 PM AGC Education Center* www.ColoradoSafety.org

Safety Inspections and Audits Seminar April 15 8:00 AM - 10:30 AM AGC Education Center* www.ColoradoSafety.org

MSCA Dispatcher Class April 15-16 7:30 AM - 4:00 PM AGC Education Center* www.mcacolorado.org

Western Mechanical Labor April 15-17 Bacara Resort www.westernmechanical.org Management Conference Santa Barbara, CA

NCPWB Technical Meeting April 19-22 Loews Ventana Canyon, Tucson, AZ www.mcaa.org

BIM: Managing the Process, April 23 7:30 AM - 5:00 PM AGC Education Center* www.mcacolorado.org Controling the Cost

MSCA Growing & Developing April 23-25 Brookfield, WI www.mcaa.org Service Supervisors

MSCA Sales Institute Base Camp May 4-5 Linthicum, MD www.mcaa.org

ASPE Denver/CAMPC Trade Show June 4 7:30 AM - 2:00 PM Mile High United Way www.mcacolorado.org and Education Sessions

Leadership Access Institute August 19, 2015 - AGC Education Center* Visit www.mcacolorado.org 2015-2016 May 20, 2016 for details

* AGC Education Center is located at 686 Mariposa, Denver

CAMPC Members are Colorado Safety Association (CSA) Alliance members and receive alliance member pricing at www.coloradosafety.org.

MCaa naTIOnaL updaTe

Phase 2 Multiemployer Pension Reform ProgressMCAA continues pressing key lawmakers to push for enactment of multiemployer pension alternate plan design reform this year. A successful outcome on this critically important issue isn't likely if the issue slips into 2016 and the general election maelstrom.  Prospects remain positive as key lawmaker commitments have carried over from 2014. However, the issue of steep increases in Pension Benefit Guaranty Corporation (PBGC) premiums, beyond the 100% increase levied at the end of 2014, is beginning to cloud the issue for groups in the National Coordinating Committee for Multiemployer Plans (NCCMP) coalition.  The questions are how much is too much and too fast? The increases could be counterproductive for PBGC's solvency forecast, as steep increases in premiums now could doom the recovery prospects for some of the critical and declining plans that are proposing benefit suspensions, ensuring that PBGC's deficit will grow.

Student Internship Grants...No Deadline, No Limits!The Year of the Intern is all about drawing well-educated young people with an interest in mechanical engineering, construction management or similar disciplines into our industry. If you have hired a student to fill an internship or coop position, be sure to apply for a Student Internship Grant from the Mechanical Contracting Education & Research Foundation (MCERF). The grants are $1,500 for each student intern or coop hired. There is no deadline for submitting the grant request, and you may request a grant for as many interns as you hire. Go to www.mcerf.org/internships for information and a quick, easy online grant application form. The check will be mailed within a few days of when we receive the application(s). As of February 27, $109,500 in grants had already been distributed to MCAA member firms! If you are just beginning your search for a great candidate to fill a student intern, coop or full-time position, your best, easiest and most cost-efficient resource is MCAAGreatFutures.org. So far, more than 150 students have posted their resumes, profiles and photos on the website as a first step in building their great future. Please contact Ann Mattheis at amattheis@mcaa.org for more information.

6 © 2015 CAMPC Job Done Right • March 2015

rick allenbusiness managerrocky mountain Pipe tradesdistrict council 5

2870 janitell roadcolorado springs, co 80906Phone: 719-577-4401

developing Work ethicBy Rick Allen, Business Manager

In the summer of 1984, I was between my sophomore and junior year in high school. I remember my dad asking me on my last day of school if I wanted to work for him through the summer digging ditches to earn spending money. I really didn’t want to—I loved summer vacation—but my dad was an intimidating guy and I wasn’t about to tell him no. So, I graciously accepted his offer. After that conversation, every weekday morning at 5:00 AM my bedroom door would open, the light would come on, and my dad would say, “Get up - its time to go to work.” We would ride to the jobsite together and I would dig ditches for 8 hours.

One day in August, my dad and I stopped at the grocery store to get a gallon of milk. It was a hot day and I was covered in dirt from head to toe, sweaty and tired. He hopped out of the truck and said, “Come on, let’s go.” I told him I wasn’t going in the store because I was dirty and sweaty. He asked, “Are you embarrassed to be seen like this?” I told him, “Yes.” (That, by the way, was the wrong answer.) He proceeded to lecture me about how a man who has worked hard all day, and is dirty as heck, should hold his head high when he walks into a public place. He said, “When people see you looking like that, they know you have worked hard, and most 16-year-olds don’t know what a hard day’s work is.” At the time, it didn’t really sink in.

The next year, on the last day of school, my dad asked me again if I wuld like to work for him over the summer. This time I decided it was my last summer break ever and I wasn’t about to spend it digging ditches. So, I told my dad, “No! This is my last summer break and I want to enjoy it.” To my surprise, he said, “OK, ”and that was the end of the conversation. After dinner he said, “Son, if I get some wood would you mind splitting it this summer?” Thinking I just hit the jackpot, I told him absolutely. The following Monday, a big truck pulled onto our property and dumped 6 cords of wood. The next day, another truck showed up and dumped 6 cords of wood. If you can believe it, the day after that yet another truck dumped 6 cords of wood. We had a wood mountain in our front yard. My dad said, “If you work hard, this shouldn’t take all summer.” He then handed me a 10 lb. maul, which is a heavy axe. I split every cord for my $5 a week allowance. Even then I thought he was just being mean.

Fast forward to today—I realize now he was trying to build a work ethic in me. He wanted me to work as hard as I could in life, and not be a slacker or someone who felt they deserved something for nothing. These life lessons are important to young men and women, molding us into the adults we become. In the world today, mothers and fathers both work, sometimes more than one job. Who is teaching our youngsters these necessary values? Maybe the fact that both parents, or one single parent who works day and night to take care of the family, will teach a child what it is like to work hard. Unfortunately, it is more likely television or video games are teaching life lessons now. It makes you worry what the next generation of employee or union member is going to look like.

I know all of our Unions and Contractors have been working well with the Veterans in Plumbing (VIP) Program, which has proven a valuable resource for developing Apprentices. These young folks who have served our country have learned life lessons that most of us couldn’t imagine. They make good Apprentices and will make great Journeyman.

There is a whole pool of young people out there who haven’t served in the military and maybe haven’t had the opportunity to learn about work ethic or the importance of earning their way in life. For these folks, working hard can be a struggle. I hope we can find a way to help these young men and women succeed in our trade. Our future will depend on it.

Respectfully,

Rick

Job Done Right • March 2015 © 2015 CAMPC 7

A MESSAGE TO OUR INDUSTRY:

For many leaders the one thing in most short supply is time. The result of this is an ever challenging set of choices on prioritization. Who or what gets attention. Sometimes this is planned and strategic, but most times it ends up as reactive firefighting. This runs from CEO right down to the field level foreman.

Most leaders would then be very interested in any method possible to obtain more time ... more freedom ... greater focus ... less reactive responses. So to help out, I would like to propose a simple but disciplined change in your leadership style that should give you at least an hour a week back for you to use as necessary. But this process begins with two questions and your very honest response.

1 How much time do you spend (on a daily, weekly, monthly or annual basis) responding to requests from your people

for decisions, resources, or responses that they should be handling for themselves?

2 Are you willing to change your leadership style to change this time impact?

The brutal truth is that a lot of leaders like everyone coming to them. What are the payoffs that people get from having everyone come to them excessively?

• Control or micromanagement needs or issues

• Need to feel important

• Inability to delegate or empower

• Ego or attention needs

• Protecting their power in the organization

• Learned that way and has not evolved

• Trained their people to be dependent and now stuck with the result

The cure for this is a disciplined approach. It must be consistently applied in all situations, even when time, stress and circumstances are screaming for you to simply give them

the answer, resource or decision. For the rest of eternity, every time someone comes to you with something they need. you will refuse to help them until they answer one of these questions:

1 What do you think we should do in this situation?

2 What would you do if I was not here to give you an answer?

This is a lot harder than it sounds. Most leaders give people what they ask for because it is easier and faster. Just one more thing off the plate. One more fire put out. The problem is that it breeds dependency, kills initiative, and slows down the development of others. The hard part is being patient enough and consistent enough to reverse the interaction. To put the responsibility back on the person asking and to break the chain of dependency.

There was a time where I fell victim to this dependent model. I thought that dealing with people at an individual level was helpful and it made me feel necessary. Giving people what they wanted appealed to that part of me that wanted to feel needed and important. But in the process I unconsciously got in the way of their development and minimized their ability to stretch. Interestingly the greatest impact of my engaging in “painful delegation” was to the growth and bottom line of the business.

We doubled in size within three years of my changing my leadership style. I had to get out of the way.

If you have the discipline to do this, and can let go of some of the needs that stand

in the way, you will create more empowered and independent employees, greater team

productivity and an hour a week for you personally. And that’s just a start.

disciplined Leadership: how To Claw Back an hour a WeekBy Mark Breslin

Mark Breslin

The BresLIn repOrT

8 © 2015 CAMPC Job Done Right • March 2015

BJ4C New Website:

Building Jobs4Colorado has a new website. Be sure to check it out at www.buildingjobs4colorado.org.

BJ4C Works with Homeownership Opportunity Alliance on Construction Defects Reform:

The Homeownership Opportunity Alliance is a bipartisan, statewide coalition of Coloradans working together on common-sense reforms that would increase the supply of for-sale, multi-family housing. CAMPC is an executive committee member and BJ4C is a plenary member of The Homeownership Opportunity Alliance.

Colorado’s economy is dependent on a strong housing market that includes diverse and attainable options. Despite strong demand, communities across Colorado face a growing shortage of one of the most critical options—owner-occupied, multi-family housing. Condo and townhome construction has effectively ground to a halt due in part to concerns among builders about the growing number of lawsuits over construction issues.

Today, condos represent just 3.1 percent of new housing starts, compared to nearly 23 percent in 2007. Because of this, would-be first-time homebuyers have significantly fewer options and are increasingly being forced into the skyrocketing rental market. The lack of owner-occupied, multi-family options also leaves behind seniors who are looking to downsize from single-family homes.

The Homeownership Opportunity Alliance is working with Senators Mark Scheffel (R) and Jesse Ulibarri (D) and Representatives Brian DelGrosso (R) and Jonathan Singer (D) to introduce bi-partisan legislation to fix the defect in the state law.

Senate Bill 177 ensures that construction issues within a condo or townhome community are addressed quickly and fairly for individual homeowners, while at the same time respecting each member of the condo community.

Senate Bill 177 would stop the current practice that allows a small number of owners—often a simple majority of a homeowners’ association board—within a condo project to enter into legal action without the knowledge or authorization of the majority of the homeowners. Because of this, owners have attempted to sell or refinance their homes and been told, to their surprise, that they cannot because pending legal action places a cloud on the title and stops financing.

Senate Bill 177 Specifically Would Require:

• Alternative dispute resolution—such as mediation or arbitration—before a lawsuit can be filed over a construction issue.

• Majority vote of all association homeowners before legal action can go forward, putting an end to a handful of owners or the association board deciding to proceed with costly and time-consuming litigation that impacts all owners within a community.

• Disclosures to all homeowners providing detailed information on:

~ Nature and scope of the proposed litigation – and the relief sought,

~ Estimated costs to the association, including any special assessments on members or use of the association’s reserve funds,

~ Expected impact on values of units included in the legal action, and

~ Expected impact on values of units not included in the legal action – including the effects on refinancing and prospective buyers gaining mortgage financing.

Learn more about Homeownership Opportunity Alliance efforts at www.housing4co.org and be sure to follow on social media at www.facebook.com/Housing4CO and www.twitter.com/housing4co

Building Jobs4Colorado coalition is a broad coalition of construction design professionals, general contractors, sub-contractors, sub-sub-contractors and owner organizations across Colorado. BJ4C represents more than 90% of the Colorado construction industry. CAMPC is a steering committee member of BJ4C and continues to play a leading role within the coalition.

Construction & design Coalition update February 2015By Jenn Penn

jenn Pennbuilding jobs for colorado coalition lobbyist

Job Done Right • March 2015 © 2015 CAMPC 9

• Harassing or creating a hostile work environment based on sex, gender identity, pregnancy, childbirth or related medical conditions. Harassment need not be sexual or sexist in nature to be “because of” sex.

Interested persons have until March 31, 2015, to submit written comments on the proposed regulations to the OFCCP.

This article is provided for general information purposes only and does not constitute legal or other professional advice. Readers are advised to seek specific legal advice from qualified labor and employment counsel in relation to any decision or course of action contemplated.

Legal Update ... Continued from page 4.

This article is provided for general information purposes only and does not constitute legal or other professional advice. Readers are advised to seek specific legal advice from qualified labor and employment legal counsel in relation to any decision or course of action contemplated.

Thank you Colorado Real Estate Journal!

CAMPC members now receive free subscriptions to the

Colorado Real Estate Journal and Building Dialogue magazine

as a benefit of membership.

On March 10 at MCAA 2015, the association’s annual convention, four finalist teams (out of 20 initial teams) made oral presentations of their written bid proposals during the 2014-2015 Student Chapter Competition. The Rocky Mountain Chapter of the Mechanical Contractors Association of America at Colorado State University received an Honorable Mention among the competition which included:

• McMaster Student Chapter of the Mechanical Contractors Association (MCA) of Hamilton, the first Canadian chapter to make the finals of this competition (1st Place);

• University of Washington Mechanical Contractors Student Chapter (2nd Place); and

• Wentworth Chapter of the Mechanical Contractors Association of America (Honorable Mention).

The oral presentations were evaluated by a panel of judges based on: overall quality of the oral presentation; feasibility of project management, organization and schedule; accuracy and completeness of project costs; and answers to the judges’ questions.

Each finalist team had 20 minutes to convince the judges that they were best qualified to perform the proposed work on the project— 15 minutes for a formal oral presentation, and 5 minutes responding to the judges’ questions. Each team’s standing was determined based on a combination of their oral and written scores.

This year’s competition project, hosted by John Powell of Lawson Mechanical Contractors (San Leandro, CA), involved the construction of the 34,000-square-foot Segundo Student Services Center (SSC) on the campus of the University of California Davis (Davis, CA) and the demolition of the building it replaced.

Finalists competed for a $10,000 first-place prize. The second-place team received $5,000, and each of the other teams received $2,500. All finalists took home a handsome trophy commemorating their achievement.

MCaa rocky Mountain Chapter at Csu receives honorable Mention in student Chapter Competitionfour finalists competed on stage during mcaa’s 2015 convention

COLORADO ASSOCIATIONOF MECHANICAL AND PLUMBING CONTRACTORS

10 © 2015 CAMPC Job Done Right • March 2015

suppOrT Our IndusTry parTners WhO suppOrT us!CHAMPION

Federated Insurance Brian Roussel 121 E. Park SquareOwatonna, MN 55060Ph: 507-455-5704 www.federatedinsurance.com

FloodPros Lane Larsen 1550 Larimer St., Ste 234Denver, CO 80202Ph: 303-330-6068 www.gofloodpros.com

Milwaukee Tool Andrew Hawkins Ph: 303-980-5761 www.milwaukeetool.com

ADVOCATE

CAD-1, Inc. Stan Hennigh 12130 Pennsylvania St.Thornton, CO 80241Ph: 303-428-2706 www.cad-1.com

Marshall Rodeno AssociatesBrian Rodeno 5700 E. 39th Ave.Denver, CO 80207Ph: 303-575-6701www.marshallrodeno.com

NIBCO Chris Bleile 6957 Steeple Ct.Parker, CO 80134Ph: 800-234-4642 www.nibco.com

ADVOCATE (continued)

RKR Manufacturers Representatives Paul Prutch 4600 Grape St.Denver, CO 80216Ph: 303-321-7610 www.rkrnet.com

United Rentals, Inc. Dennis Walker 11250 E. 40th Ave.Denver, CO 80239Ph: 303-576-3510 www.ur.com

Woods & Aitken, LLP Kory George 8055 E. Tufts Ave., Ste 525Denver, CO 80237Ph: 303-606-6700 www.woodsaitken.com

SUPPORTER

Buche & Associates Peter Buche 6301 E. 49th Ave.Commerce City, CO 80022Ph: 303-934-4969 www.buchecarmco.com

Cherry Creek Insurance Group Stephanie Anderson 5660 Greenwood Plaza Blvd., Ste 500Greenwood Village, CO 80111Ph: 303-799-0110 www.thinkccig.com

Coltivar ConsultingSteve Coughran 6901 S. Pierce St., Ste 370Littleton, CO 80128Ph: 303-434-2259 www.coltivar.com

Contact Sales Bill Smith2550 W. 2nd Ave., #100 Denver, CO 80219Ph: 303-232-5515 www.contactsalescompany.com

SUPPORTER (continued)

Ferguson Enterprises Chris Cline 17655 E. 25th Ave.Aurora, CO 80011Ph: 303-739-8000 www.ferguson.com

Golden Bell Press Mike Branigan 2403 Champa St.Denver, CO 80205Ph: 303-296-1600 www.goldenbellpress.com

Honeywell Sue O’Dell 345 Inverness Drive SouthEnglewood, CO 80112Ph: 303-881-4653 www.honeywell.com

Imprints Littleton Doug Mast 8601 W Cross Drive #F-3Littleton, CO 80123Ph: 303-979-6633 www.imprintslittleton.com

KM Sales, LLC Ryan Kindsfather 10550 E. 54th Ave., Unit BDenver, CO 80239Ph: 303-292-1355 www.km-sales.com

Mueller Industries Chris Pyle 1121 29th St., Apt. 104Denver, CO 80205Ph: 901-753-3200 www.muellerindustries.com

Rampart Plumbing & Heating Supply John McCallumPO Box 1089Colorado Springs, CO 80901Ph: 719-471-7200 www.rampartsupply.com

SUPPORTER (continued)

Refrigerants Inc. Chad Schnuelle2575 W. Barberry PlaceDenver, CO 80204Ph: 303-629-1222 www.refrigerantsinc.com

Shyne & Associates Steve Stone 888 S. Jason StreetDenver, CO 80223Ph: 303-722-1300 www.shyneassociates.com

TM Sales Tom Meek 5255 Xenon St.Arvada, CO 81329Ph: 303-375-1515 www.tmsalesinc.com

Tyler Pipe & Coupling A Division of McWane Brian W. Gardner 903-941-0884 www.tylerpipe.com

Viega LLCRichard Reeve 7586 S. Franklin WayCentennial, CO 80122Ph: 800-976-9819 www.viega.us

WennSoft Inc. Mark Huntsman1970 S. Calhoun Rd.New Berlin, WI 53151Ph: 262-821-4100 www.wennsoft.com

Wholesale Specialties Bryan Schiff 4800 E. 48th Ave.Denver, CO 80216Ph: 303-296-2212 www.wholesalespecialties.com

Xcel Energy Bob Macauley 1800 Larimer St., Ste 1500Denver, CO 80202Ph: 303-294-2675 xcelenergy.com

Job Done Right • March 2015 © 2015 CAMPC 11

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*Eligible free devices: Motorola Droid Mini, BlackBerry Q10, iPhone 5C (8GB). Eligible devices at 99¢: LG G3 and HTC One (M8).Offers expire 3/31/15 and are available to eligible Corp. Subscribers. Results based on third-party study. Activation/upgrade fee/line: Up to $35. IMPORTANT CONSUMER INFORMATION: Subject to Major Acct Agmt, Calling Plan, & credit approval. Up to $350 early termination fee. Limited time offer. While supplies last. Restocking fee may apply. Offers & coverage, varying by svc, not available everywhere; 4G LTE is available in more than 500 markets in the U.S.; coverage maps at vzw.com. Voyager Legend is the property of Plantronics, Inc. and used under license. LTE is a trademark of ETSI. Used under license. © 2015 Verizon Wireless.

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12 © 2015 CAMPC Job Done Right • March 2015

MCA, MSCA, and PHCC Apps are now available. The apps include links to the associations’ Action Center, benefits pages, calendar of events/training and registration, their blog and more. You can download the apps through the Android or Apple App Stores.

You can also visit each association’s homepage (www.MCAColorado.org, www.MSCAColorado.org, or www.PHCCColorado.org) to download the App, Follow us on Twitter, and Like us on Facebook.

CaMpC Launches affiliate apps

apple’s iCal and Collective sharingBy Steve Metzman, iBusiness-Technologies

DESCRIPTION:

Users of Apple’s iCal calendaring system can selectively share, and permit changes to, their calendars which can be a very valuable business and personal tool. Sharing provides visibility, collaborative scheduling and even content delivery via file attachments across any number of Apple devices and computers.

HIGHLIGHTS:

• Easy setup process for private calendar streams between multiple users with invitation only security. Calendars can be set asView & Edit or View Only. The invitation has to go through iCloud accounts.

• Public calendars can be shared that allow anyone to subscribe to a read-only version. An invitee doesn’t need to be an iClouduser to accept an invitation and view a shared public calendar.

• Pros: Allows simple collaboration and scheduling between selective users to seamlessly publish any event along with schedulingupdates, automated alerts, alarms, notes and attachments if desired for each event.

• Cons: Be mindful that regardless of public or private calendar status, all events on a shared calendar are visible to all subscribers.

OTHER HELPFUL LINKS:

• iCloud Sharing Overview - https://support.apple.com/kb/PH2689?viewlocale=en_US&locale=en_US

• How to Share a Calendar - https://support.apple.com/kb/PH2690?locale=en_US

• Sharing on Your Mobile Device - http://www.imore.com/how-publicly-share-calendar-your-iphone-and-ipad

Technology Briefs for the Busy CAMPC Member