Your NMUCA Board of Directors & Staff |
|
|
Contact Us - Staff and Board of Directors |
President, Troy Otero, Groundhog Construction Services 505 243 2133
Vice-President, Clay Blair, RMCI Inc. 505 345 0008
Secretary/Treasurer, Mike McCalmont, 4 Rivers Equipment 505 884 2900
Past President, Dub Girand, Highway Supply LLC 505 345 8295
Director Darrin Howells, AUI Inc. 505 242 4848
Director Mike Smith, TLC Plumbing & Utility 505 761 9696
Director Joe Menicucci, Contech Engineered Solutions 505 842 8282
Director Reinee Peacher, DuCross Construction 575 636 3023
Director Jenice Gallegos, wood. 505 821 1801
Director Kelley Fetter, E2RC 505 867 4040
Scott Peck, MP Group 505 340 2015
Executive Director, Jane Jernigan 505 888 0752
-------------------------------------------------------------------------------------------------------
Jane Jernigan, Executive Director
New Mexico Utility Contractors Association
505 888 0752 Phone
505 362 8950 Cell
|
|
|
Thank You 2021 Platinum Investment Sponsors |
|
Upcoming in your mailbox.............. |
- Fall Protection Month Safety Updates
- Safety News
- Upcoming Meeting Invitations and Reminders
- Human Resources Tips and Updates
|
|
|
Update Your Anti-Discrimination Policy |
|
With the passage of Senate Bill 80 - No School Discrimination for Hair - in the 2020 New Mexico Legislative session, and being signed into law by the NM Governor, you must update your anti-discrimination policy.
The law also amends the NM Human Rights Act to include “cultural or religious headdresses” and “protective hairstyles” in the general ban on discrimination based on race. That includes employers* in the state of New Mexico.
Changes to the Human Rights Act are referenced on Page 10 Line 23
* Section 1.Section 28-1-2 NMSA 1978 (being Laws 1969, Chapter 196, Section 2,
"28-1-2. DEFINITIONS.--As used in the Human Rights Act: B. "employer" means any person employing four or more persons and any person acting for an employer;
Below is a sample incorporating the change:
Company Name] is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination against any applicant or employee based on any legally-recognized basis, including, but not limited to: race, color, religion, sex, sexual orientation, gender identity, pregnancy (including pregnancy, childbirth, lactation, breastfeeding, and/or related medical conditions), race, race-related hairstyle, use of a cultural or religious headdress, spousal affiliation, religion (including religious dress and grooming practices), color, gender, gender identity, gender expression, national origin or ancestry, citizenship status, physical and/or mental disability, medical condition, genetic information (including testing and characteristics), marital status, registered domestic partner status, age (40 and over), military and/or veteran status, uniformed servicemember status, or any other basis protected by federal, state or local law or ordinance or regulation.
|
|
Construction Safety Coalition
|
|
Thank you 2021 Silver Investment Sponsors |
|
May is Fall Protection Stand Down |
|
May 3-7, 2021
Fatalities caused by falls from elevation continue to be a leading cause of death for construction employees, accounting for 401 of the 1,061 construction fatalities recorded in 2019 (BLS data). Those deaths were preventable. The National Safety Stand-Down raises fall hazard awareness across the country in an effort to stop fall fatalities and injuries.
What is a Safety Stand-Down?
A Safety Stand-Down is a voluntary event for employers to talk directly to employees about safety. Any workplace can hold a stand-down by taking a break to focus on "Fall Hazards" and reinforcing the importance of "Fall Prevention". Employers of companies not exposed to fall hazards, can also use this opportunity to have a conversation with employees about the other job hazards they face, protective methods, and the company's safety policies and goals. It can also be an opportunity for employees to talk to management about fall and other job hazards they see.
Resources:
|
|
|
NM Damage Prevention Summit
October 26-28, 2021
Isleta Resort
|
|
|
NM Public Health Order & COVID |
|
Human Resources - Compliance Corner |
|
Rejection Response:
The Legal way to say
"Thanks, but no thanks."
The HR Specialist, January 2021
How do you handle turning down job candidates can mean the difference between someone leaving with a positive impression of your organization and one who walks directly into a lawyer's office to file a lawsuit.
It's important to send a well-crafted rejection letter to candidates who were interviewed. It assures them that they were seriously considered and it keeps you from having to verbally explain why you rejected them. Here are seven tips to creating a polite, legally safe letter:
-
Give a neutral, nonspecific reason. No law requires you to tell applicants why they weren't hired.
-
Make the letter short and direct, gracious and polite. It's OK to use a form letter, but personalize it by inserting the applicant's name.
-
Thank the person for applying. Then wish the candidate good luck in the future. Express thanks for their interest in the organization. Sign the letter "sincerely" or "best wishes." Include your name and job title.
-
Don't say you decided to hire someone more qualified or that you received applications from several more-qualified candidates. Reason: A lawyer for a rejected employee may ask to see the application of the person who was hired and other top candidates.
-
Don't promise further consideration. Don't say something like, "We will keep your resume on file should a suitable opening occur in the future." If you later hire someone else less qualified, you could be vulnerable to legal action. Don't suggest applying for future jobs. False hopes are often the precursor to a lawsuit.
-
Avoid phrases such as "I'm sorry" or "unfortunately." They feed the rejected candidates' negative feelings.
-
Don't delay. Write the letter soon after making a hiring decision. Dragging out the candidates' wait for weeks will only build resentment.
A Sample Letter:
Dear (Name),
Thank you for taking time to meet with us to discuss the (position title) at (employer). I wanted to let you know that we have offered the position to a different candidate.
It was a pleasure meeting you and learning more about your accomplishments and skills. We wish you the best of luck in your job search.
Sincerely,
(Interviewer's Name)
|
|
|
OSHA Turns 50
April 28 was the 50th anniversary of OSHA beginning its mission to protect the safety and health of America's workers. Stay tuned for details on upcoming events.
Enforcement
Willful Health Violations
Trenching Violations
A contractor agreed to cease digging excavations and pay penalties stemming from a trench collapse that resulted in the deaths of two workers.
Injury Reporting
Work Zone Awareness Week
|
|
New Mexico Safe Certified |
|
|
|
As NM's Governor starts to loosen up the State Health Order, we are grateful that construction remains an essential industry. There is a lot of work going on out there if orange barrels are any indication! To help build confidence with your employees, your visitors, the public and to send a strong message to the governor that NM businesses are serious about the safety and health of our fellow citizens.
NM Safe Certified is based on the Governor's "All Together New Mexico" and allows you to choose your specific industry. You will receive a listing and certificate and Media for your webpage and social media.
|
|
|
|
|
|
|
|
