New Nationwide EPA Stormwater Effluent Guidelines Now Effective

At the end of 2009, the U.S. Environmental Protection Agency (EPA) published effluent limitations guidelines (EGLS) and new source performance standards (NSPS) to control storm water runoff and the discharge of pollutants from construction sites. The new regulations took effect on February 1, 2010, requiring all permits issued by the EPA to incorporate the new requirements.

New Maximum Numeric Turbidity Limitations

For the first time, the EPA has set numeric limits for the discharge of storm water from construction sites. The EPA has set a maximum daily average numeric limit of 280 NTU (a turbidity measurement) for covered sites. 

In case you don't know, Wikipedia defines Turbidity as:

Turbidity is the cloudiness or haziness of a fluid caused by individual particles (suspended solids) that are generally invisible to the naked eye, similar to smoke in air. The measurement of turbidity is a key test of water quality.

The turbidity limitations will effect construction sites on a phase-in schedule. Construction sites with 20 or more acres of earth disturbance must comply starting August 2, 2011, and those sites with 5 or more acres of earth disturbance must comply starting February 2, 2014.

Covered sites must monitor the storm water discharge for turbidity, report the results of the monitoring and use control technologies (which are not defined) to ensure that the maximum levels are not exceed.

Other Changes (Non-Numeric BMPs)

The EPA has identified other mandatory Best Management Practices (BMPs) relating to: (i) Erosion and Sediment Controls (40 CFR § 450.21(a)); (ii) Soil Stabilization (40 CFR § 450.21(b)); (iii) Dewatering (40 CFR § 451.21(c)); (iv) Pollution Prevention Measures (40 CFR § 450.21(d)); and (v) Prohibited Discharges (40 CFR §450.21(e)).

Additional Resources:

Environmental Protection Agency Web Release of Regulations

Full Text of Regulations

Article by Barnes & Thornburg, LLP

Article by Vinson & Elkins, LLP 

Will The Health Care Bill Hurt Small Contractors?

At the eleventh hour, the U.S. Senate added a provision to the controversial health care bill pending in Congress that has the construction industry on edge.    The Associated General Contractors of America released a statement on their website complaining that "without debate or advance notice, language was added to the Senate health care legislation that singles out small construction firms for harsher treatment than any other industry."

What is the rub?

Well, while employers with less than 50 employees are typically not required to provide health care coverage, the exemption for construction firms is only those with less than 5 employees!   Failing to provide health care coverage could subject the construction firm to fines.

The Wall Street Journal is running a great article about the construction industry's reaction to the recent addition to the Senate bill.  

Washington Wax Political: BIAW Proposals Include Killing Warranty Legislation

Rarely do we attempt to "wax political" on pressing legislative issues. So, again we will keep most of our opinion to ourselves and let the BIAW, the Building Association of Washington, do our reporting for us.

The Building Association of Washington is a Washington State Non-Profit Corporation formed back in 1966 to provide assistance to building industry companies who find difficulty uniting to fight government interests to regulate their trades. The BIAW provides more information about its services online and its mission statement is as follows:

The Building Industry Association of Washington is the voice of the housing industry in the state of Washington. The association is dedicated to ensuring and enhancing the vitality of the building industry for the benefit of its members and the housing needs of the citizens.

To accomplish this purpose, the association's primary focus is to educate, influence and affect the legislative, regulatory, judicial and executive agencies of Washington's government. The Building Industry Association of Washington will offer its membership those services which can best be provided on a state wide basis and will disseminate information concerning the building industry to all association members and the public.

Now that we have fully disclosed their interests - your business's interests - it will be easy to see why they so staunchly oppose several pending initiatives before the Legislature.

In a recent newsletter, which you can receive with membership, the BIAW expresses special concern with two specific initiatives.

HB 1393 - Mandated Warranties

The first of these initiatives will hit most of you the hardest. On March 11, 2009, the WA House of Representatives passed Rep. Larry Springer's (D-Kirkland) new home warranty bill, HB 1393. In short, the bill strives to mandate a new home warranty for all new residences, something that Washington state builders have been able to avoid in the past.

Unlike other states which follow the FHA model new home warranties, WA has stayed away from passing legislation in the past which would mandate such warranties.

The BIAW stresses several reasons why the bill is simply - a bad idea.

1) The warranties must be back backed by insurance which is not available -

    Simply put, the bill mandates warranties which must be backed by an insurance policy. Unfortunately, the insurance "product" is not available, and when made available, the costs will render projects impracticable or severely costly. The fear is that many good subcontractors will go under as a result of such a mandate.

    BIAW General Counsel, Timonthy Harris, states:

"Its not as simple as requiring builders to purchase an already-available warranty product"

"This isn't a warranty bill as much as it is a new and easier way to sue builders."

2) The bill prohibits waiving the implied warranty of habitability -

    Similar to the above, the concern is that the bill merely seeks to make consumer-based litigation more simple and easy. BIAW believes that the effect will simply put businesses out of work, limit the pool of contractors, reduce competition, and force unprecedented costs on the homeowner.

The BIAW pledges to fight the bill as it goes before the Senate later this month.

SB 5895 - Mandated Inspections and Bonding Increase

Another bill seeks to impose harsher requirements on contractors. The bill was introduced in the Senate as SB 5895 by Sen. Rodney Tom. In short, the bill seeks to impose "condo-like" warranties on all new homes, mandating third-party inspections prior to closing.

One of the issues that might keep contractors on the fence is the provision to double the contractor bond from $12,000.00 to $24,000.00. Though this raise undoubtedly costs the general contractor additional bond premiums, other contractors - subcontractors and suppliers on jobs - would likely be willing to support such a proposal.

In a time where collecting against defunct general contractors has become difficult and costly, subcontractors have been left to fight over the measly $12,000.00 bond that general contractors must post with Labor & Industries. Mandating a larger bond would provide additional security to contractors who are reluctant to provide labor on larger jobs.

Regardless, the BIAW is more concerned with fighting the costs that are imposed upon contractors in general, and the fact that this proposal is lumped with additional warranty demands makes this bill a target of the BIAW.

SB 6035 - Reto-bution Bill

This bill has been discussed for quite some time. The lingering has provided enough time so that BIAW could put together its defense of this bill.

In short, SB 6035 has been termed "retro-bution' because it seeks to force retrospective ratings programs - such as the one provided by BIAW - to disgorge refunds received from the State of Washington to employers. You can read more about how the retrospective programs work at the Northwest Progressive Institute, who provides a different perspective.

SB 6035 has been termed retrobution against BIAW and the Master Builder's Association (MBA), who each supported Gov. candidate Dino Rossi during the past governor's election.

The funds remaining after refunds are paid to employers are held by the program associations - like BIAW and MBA - to be used as they please. In the past, these funds were used by the organizations to support candidates like Rossi, in their election bids.

It is now alleged by both MBA and BIAW that this bill is simply a democratic party's attempt to restrict the organization's right to free speech, by limiting political contributions and political speech.

Stay tuned for more information and reporting on these battles in Olympia. The BIAW certainly does not intend to back down from protecting its ability to help contractors in Washington state.

 

E-Verify Not Required, but Still in the News

The federal E-Verify program has been a hot immigration topic throughout the past year.  

The internet-based hiring tool operated by the SSA and Department of Homeland Security simply allows employers to verify the SSN used by employees.  For the time being, the e-verify program is used by employers on a voluntary basis, but its use has been the subject of much legislative contention.

An executive order signed by President Bush was going to make use of the E-Verify program mandatory by federal contractors...but legal challenges to the program put that order's effective date on hold.   The rule seemed to be scheduled to take effect until President Obama's inauguration put it on further hold.

The Construction Law Monitor reported on the program's ups and downs here.

While the program is on an indefinite hold, it's certainly not out of the news.

This past weekend, the Seattle Times reported that Puget Sound employers are voluntarily using E-Verify to check the legality of its employers.   Running a search on Twitter, a popular microblogging platform, shows that conversations about E-Verify are not lacking.

Contractors should be especially interested in the E-Verify controversy.   

On the one hand, if the program does become mandatory, the construction industry will certainly be one of the most scrutinized by regulators.

On the other hand, since the construction industry is at the center of the immigration debate, contractors can protect themselves by being careful with who they hire, and voluntarily using the E-Verify program.

1 in 5 Louisiana Businesses Breaking Workers Compensation Laws?

A recent survey by the Louisiana Workforce Commission found that 1 in 5 Louisiana companies may be violating the state's workers compensation laws.  

The unsettling survey is part to blame for the state's new fraud program, which is aimed at identifying and bringing into compliance businesses not providing workers’ compensation coverage.

As reported by nola.com, violators will face penalties of $250 per employee, per incident. Repeat offenders could face criminal penalties and have the businesses shut down

The fraud program should be a warning call to non-complying contractors in Louisiana. 

While the commissions hasn't singled out the industry, it's safe to assume that contractors will be the target of the commissions new fraud program.   The construction industry faces some of the highest workers comp rates, and most frequently encounter the fine line between an "employee" and an "independant contractor."

When describing fraud problems, Chris Broadwater, director of the LA Workforce Commission, told nola.com that many business list "workers' jobs as less hazardous than they are, or by claiming that their employees are independent contractors."

The Rates
Provided examples of high and low workers comp rates were, not surprisingly, between construction workers (up to $13 per $100 paid) and clerical workers (60 cents per $100 paid).

The difference is clearly huge, and perhaps it's why the first comment to nola.com's story on the fraud program complained about the cost of compliance:

Well, bring the rates down and maybe businesses here in Louisiana could afford to stay in business with less exorbitant rates from a monopoly insurer for all new businesses (LWCC). Small businesses are often forced into questionable cutbacks to feed the "gimmie" attitude of our state!

The comment likely resonates with contractors in Louisiana, who are competing in a down construction market with other contractors who aren't providing workers compensation (remember, only 20% of businesses in Louisiana do).   It's seems nearly impossible to compete with other businesses who - from the start - can discount their bids by 13-15%!

Not surprisingly, construction companies have substantial motivation to classify workers as independent contractors rather than employees.

Employee v. Independent Contractor
The Louisiana Workforce Commission has written an online article about this very problem, reminding contractors that the difference between employees and independent contractors is not a subjective determination - but something subject to specific statutory criteria.

With regard to the applicable statute, the Louisiana Workforce Commission states:

La. R.S. 23:1021 defines an independent contractor as any person who renders a service, other than manual labor, for a specified recompense for a specified result either as a unit or as a whole, under the control of his principal as to the result of his work only, and not as to the means by which such result is accomplished. Independent contractors who meet this definition are not covered by the Workers' Compensation Act.

Interestingly in Louisiana, a key factor in determining whether someone is an employee or independent contractor turns on whether they are required to perform "manual labor."

According to the article, Louisiana courts "have defined 'manual labor' liberally, looking at the hands-on feature of labor combined with the strenuous quality of the work to determine whether a task is manual or not."

If a substantial part of an independent contractor's work time is spent in manual labor, your inquiry is over, and the worker will be covered by the provisions of the Workers' Compensation Act.

Confused?
The workers compensation laws in Louisiana are confusing, and your business may be avoiding the law simply because it's so difficult to understand.   However, the cost of non-compliance is great.  Not only will your business be penalized by the commission, but you'll also find yourself liable if someone gets injured on the job.

The Office of Workers' Compensation Compliance Division has set up a number for businesses with questions about the requirements at 225-342-5658.  Fraud can be reported to the Fraud Division at 225-342-2226.

E-Verify On Hold...For Now

We've written about the controversial E-Verify program scheduled on February 20, 2009, to become a mandatory component of all hires by federal contractors [see articles here and here].

In what Chris Hill has described as a possible "sudden rash of common sense," the program has been temporarily shelved by the Obama Administration. 

While a relief to federal contractors, it's not yet time for any celebrations.  The Obama Administration is only shelving the program so it has time to review it, and this is just one program of many being analyzed.

As things currently stand, unless President Bush's executive order is tossed after the review, the E-Verify requirement will go into effect on May 21, 2009. 

Aside from President Obama's review of the reg, the program faces another legal challenge over its accuracy.   The suit, captioned AFL-CIO v. Napolitano, No. 07-cv-4472CRB (N.D. Calif.), has been delayed until April 10th to allow the government additional time to reply to a motion for summary judgment.

Stay tuned..

E-Verify Requirement Delayed for Federal Contractors

Last week, we reported that the new federal E-Verify was being challenged in court.


In a news release, the Department of Homeland Security (DHS) announced that they are "delaying implementation from the original Jan. 15 starting date to Feb. 20 as a result of negotiations associated with a lawsuit filed by the chamber and other business groups"

The Federal Construction Contracting Blog recently stated that opponents of the new rule hope that the delay will allow the Obama administration ample time to evaluate the impact it could have on the world of government contracting.

Since the new rule is the result of an executive order from President Bush, President-elect Obama could make significant changes to the proposed requirements.

If you are a contractor that does federal work, stay tuned to the Construction Law Monitor for more information about the status of this suit, and the status of the E-Verify requirements.

 

Big Brother Increasing Immigration Pressure on Contractors

At the end of 2007, the regulatory buzz around the construction industry regarded the controversial "No-Match" letters imposing steep fiscal penalties for employers who knowingly employed illegal workers. As reported on our blog back then, the controversy led to litigation, which led to delay, which eventually led to the entire controversy pretty much blowing over.

Except that it's back.

As per an executive order by President Bush, starting January 14, 2009, most federal contractors and subcontractors will be required to use an E-Verify system to confirm the resident status of its employees.

The Midwest Construction Law Blog has posted a blog post with a great summary on the E-Verify history, controversy and requirements. Read it here. That post also discusses a recent lawsuit filed by the Society for Human Resource Management to prevent its enforcement.

And so here we are again - more controversial regulations aimed at construction businesses, and more uncertainty for contractors as to whether the requirements are indeed required.

On what basis is the executive order being challenged? Here is a quote from the Midwest Construction Law Blog post:

E-Verify was designed to allow U.S. employers to use a federal government database to confirm the work eligibility of applicants for jobs. Critics point out that the system has a high error rate. And some have challenged the Bush administration's authority to mandate E-Verify for contractors.

"The E-Verify system is far from ready to be mandated on employers. Plus, the authority to mandate it lies with Congress, not a federal agency," commented Michael Aitken, SHRM's director of government affairs, after the suit was filed on Dec. 23, 2008. "SHRM believes the administration is overreaching its authority by mandating an employment verification program designed by statute to be voluntary."

If you are a contractor that does federal work, stay tuned to the Construction Law Monitor for more information about the status of this suit, and the status of the E-Verify requirements.

Comply, Comply, Comply: Understanding Changes to Contractor Registration Law in Washington

For several years now, legislators in the State of Washington have taken strides to provide more and more protection to construction consumers. With a rise in contractor fraud sweeping the nation, both consumers and honest contractors alike, share an interest in finding safeguards to valuable projects.

Contractors who play by the rules have become sick and tired of having the fearful "contractor" label painted on their backs. Not only do good contractors have pride in their workmanship, they fear the inundation of the construction market with unqualified, sub-par contractors. An honest contractor sets up its company, registers with Labor & Industries, pays its taxes and insurance, and complies with legal requirements. But these honest contractors have been harmed by the state's inability to properly police fraudulent contractors who fly by the radar of state enforcement officials, and more importantly.....consumers.

It is obvious that consumers encounter difficulty when working with contractors. First of all, consumers are without the proper knowledge to accurately bargain with contractors. Second, many are not keen to the state's requirements of registration, bonding, insurance, and reporting. Because of this knowledge gap, fraudulent contractors are able to snatch up projects at lower costs than an honest contractor will be able to bid.

Here in lays the problem: How do we even the playing field so that consumers do not get cheated and honest contractors do not get undercut? Efforts have stepped up to find an answer. Government officials have openly reached out to the construction industry, its members and their organizations for intelligent ways to protect consumers and to discipline contractors for not playing fairly.

In July 2007, the Washington Legislature passed a bill to crack down on the plague that is unregistered contracting. The law provides safeguards for consumers, disciplinary tools for local officials, and automatic right deprivation for non-compliant contractors. The laws require the use of an expanded Model Disclosure Statement. Wolfe Law Group commented on the new form in an article posted this past summer.

The Model Disclosure Statement is, briefly, a statement indicating the contractor's registration, bonding and insurance. It provides the consumer with enough information to ensure it is dealing with a legitimate contractor, and allows for the consumer to do further evaluation of the contractor, through Labor & Industries' website.

The new laws require that the Model Disclosure Statement be delivered at the time of contracting, hence virtually demanding that you include a copy of the document with your contract. As a contractor, you are required to obtain the consumer's signature on the Statement, and retain this document for a period of three years! Failure to comply may result in the loss of lien rights, or further discipline from officials. The Department of Labor may demand you provide this documentation at any time!

Further changes to the law expand the definition of "contractor" to include those persons who own to "flip" houses, or immediately resell. These "owners" can no longer hide under the owner exception, and are now required to be registered or hire a registered contractor.

Legal outcomes have more effect than ever, thanks to the new bill. Labor & Industries must reject any registration where the contractor has an unpaid judgment. Further, it may require triple bonding for those contractors with three or more judgments obtained against them.

Labor & Industries also gain more power to police contractors. Under the new law, Labor & Industries can obtain a warrant to access any work site for review of permits and registrations. Further, the penalty for failing to be registered was elevated to a gross misdemeanor.

As you can probably tell, the new contractor registration laws carry a heavy hand for fraudulent contractors. If you want to be on top of the changes, you should immediately begin inclusion of the Model Disclosure Statement in all of your proposals, agreements and contracts. Even if you are an oral agreement kind of contractor, you still MUST have this document signed to protect yourself from penalty and to secure your lien rights against the property.

Obtain a copy of the Model Disclosure Statement from our website. This document is in PDF format and should work on all computers. Remember that the document must be retained for three years!

Changes to the law are happening consistently. Check back at the Wolfe Law Group Construction Law Monitor for more vital information.

 

"No Match" Letters are Important to Your Business

New federal regulations will hold employers financially and criminally accountable for the legality of their workers. Those employing construction workers all over the United States should be on alert, and should be examining their hiring and employment practices in anticipation of the effectiveness of these regulations.

Introduction

Congress just passed a new law regulating immigrant workers, and more importantly, the employers who pay them! In the wake of the recent immigration debate, you may have heard about these new regulations setting tougher standards for businesses that receive "no match" letters, but it's crucial you understand the impact these regulations have on your business.

These new regulations set steep fiscal penalties for violating employers, and even criminal prosecution, and so it's time for your business to comprehensively examine its employment and immigration practices.
(--more--)
The regulations were supposed to go into effect on September 14, 2007. In August 2007, however, the ALF-CIP, American Civil Liberties Union and other labor groups sued the federal government claiming the new rules unfairly burden employers and threaten workers' rights, and a Temporary Restraining Order was issued suspending the effectiveness until a hearing on October 1st.

While the effective date of this legislation has been postponed, employers should by no means consider this a pardon from complying with the statute. Instead, employers should use the extra weeks to ensure their employment paperwork is in order.

What is a No-Match Letter?

Employers should be familiar with two common employment forms: the I-9 and the W-2. Each new employee is supposed to fill out an I-9 to establish their status as an authorized worker in the United States. Further, employers are required to report employee wages annually on W-2 forms.

Well, upon receipt and review of the annual W-2 forms by the Social Security Administration (SSA), if an employee's name and social security number does not match the SSA's records, the SSA will send the employer a "no match" letter, essentially notifying the employer of the discrepancy.

How Will My Business Be Affected?
Every business should be concerned, or at least alert, to the new Department of Homeland Security regulations. The Social Security Administration is just weeks away from sending some 140,000 no-match letters to employers all over the country, and if your business is a potential recipient, it faces serious consequences for tardy and/or inaccurate responses.

Under the new regulation (8 C.F.R. Part 274a), an employer must take steps to clear up the discrepancy within a certain time period (in most cases, 90 days) or face fines between $250.00 and $10,000.00 per undocumented worker.

This is a federal policy intended to crack down on workers who are in the country illegally. The Immigration and Customs Enforcement (ICE) has stated that it believes criminally charging and seizing the assets of employers will create the kind of deterrence that was previously absent in worksite enforcement efforts.

Effects On The Construction Industry

Some construction industry experts are predicting "economic chaos" will result if the new federal immigration regulations are launched. No one knows for sure the number of illegal workers in the construction industry, but many have suggested that it could be as high as 65%.

In New Orleans specifically, a study by professors at Tulane University and University of California have suggested that there has been a sharp increase in illegal hispanic construction workers since Hurricane Katrina, with about 25% of the construction workers rebuilding the city being illegal immigrants.

If you are a contractor its important to have a good understanding of the new DHS laws and regulations to ensure that the "economic chaos" in the construction industry doesn't spill into your company.

What To Do If You Receive a "No Match" Letter?
So what should you do if you receive one of the 140,000 SSA "no-match" letters?

Under the regulation, an employer who receives a "no-match" letter will be provided with a "safe-harbor" from the Department of Homeland Security if the employer takes "reasonable steps" to resolve the mismatch.

With each no-match letter, you will also receive a set of instructions and procedures that your company should follow verbatem, providing within tight time periods (mostly 90 days) either a resolution to the mismatch or requiring the employee to promptly resolve the discrepancy with the SSA.

Once your business receives a "no-match" letter, they are considered to have "constructive knowledge" of the unauthorized employee, and if they fail to qualify for the "safe harbor," they will be subject to the statutory penalties.

Conclusion

As mentioned, the effective date of the regulations have been postponed by a federal judge's Temporary Restraining Order. While the regulation was previously scheduled to take effect on September 14, 2007, it has been postponed until at least October 1st.

Wolfe Law Group is monitoring the status of this litigation and will provide additional information as it becomes available. In the meantime, contractors should familiarize themselves with the new regulation and ensure that their employment procedures and paperwork is ready for testing.