Welcome to our newsletter! You will find important updates and industry related news, along with upcoming speaking events and educational opportunities. Thank you for your interest in CCMI.


Deborah Wilder
CCMI President 

Montgomery County, Maryland:

Clarification of apprenticeship for Montgomery County projects (not project administered by DLLR).  Montgomery County has interpreted its local living wage law to allow contractors to use apprentices who are enrolled in any Department of Labor approved program. Thus, a contractor could pay apprenticeship wages to any apprentice enrolled in a DOL approved program, even those from outside the State of Maryland.  Please note this is a narrow exception to the DLLR rule and applies to Montgomery County contracts only.  DLLR (Department of Labor Licensing and Regulations) interpreting State (Maryland) prevailing wage law requires only apprentices enrolled in a Maryland approved program to be paid apprenticeship rates.

Salaried Exempt Workers 
Just a reminder that with the increase of the California minimum wage, the threshold for salaried exempt individuals has also increased.  Compensation for a salaried exempt employee must equal or exceed twice the State's minimum wage requirement as well as meet the "duties" test.
Prior Salary History
Employers are no longer allowed to ask an applicant about prior salary history nor base compensation on prior job compensation.
California Parental Leave The California Legislature has imposed Parental Leave on companies with 20-49  employees. This requires a company to provide up to 12 weeks leave for parents requiring baby bonding time. Employees can apply to the State for partial compensation.  Check out the attached link for more information.

UPCOMING EVENTS - Training and Seminars 

March 7th Montgomery County Maryland, Silver Spring Library, Silver Spring, MD. Click here for registration and more information. 

You asked, we answered!

With the use of recreational marijuana legal in California, can I still  drug test and/or discipline for a worker who tests positive for marijuana in the workplace?
This is a difficult question.  There are clearly court cases which will allow you to test an employee (pre-employment testing or reasonable suspicion testing). The problem is how do you treat this once you get the results back? If you work on a federally funded project, the company will be required to comply with the federal Drug Free Workplace Act which does not permit the use of marijuana. This could conflict directly with California law which allows the legal use of marijuana. There are California court cases which currently hold that an employer can require the employees to be substance free (including legal prescription for marijuana).  The marijuana law itself specifically provides that the legal use of marijuana laws does not alter workplace rules. So, I am advising my client to tell their workers that construction is a dangerous business, the company is going to continue to maintain its Drug Testing policy and anyone found to be under the influence of alcohol or drugs (including legal drugs) which impairs their ability to safely perform work, will be disciplined up to and including discharge. Stay tuned; no doubt the California legislature may address this issue in the coming year. 

CCMI is not just another firm....

We are not merely a "consulting" firm, but rather a team of individuals who understand the needs of the Public Entity and contractors to "get the project done." Our staff includes retired contractors, auditors, attorneys and industry veterans.