SOUTHERN CALIFORNIA LABORERS TRAINING SCHOOL NEWSLETTER

LIUNA LOCALS: 89, 220, 300, 507, 585, 652, 783, 802, 1184

LABOR CHAIR Armando Esparza.

MGMT . CHAIR Chuck Poss

EXECUTIVE DIRECTOR Scott Gordon

Feel the Power

Laborers JAC

John Smith

Cement Mason

Curriculum Poster

Work Processes

Azusa Site

Apprenticeships

Sponsor Form

ID Cards

Affiliates

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Pages 4 - 5

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Chuck Poss MANAGEMENT CHAIR

Armando Esparza LABOR CHAIR

Debbie Baker LABOR JAC

Sergio Rascon LABOR JAC

Mike Rodriguez MGMT. JAC

Robert Brisson MGMT. JAC

Val Macedo LABOR JAC

John Smith LABOR JAC

Jennifer Garcia MGMT. JAC

Bruce Cooksey MGMT . JAC

Los Angeles, Orange, Riverside, San Bernardino, Imperial, Ventura, Santa Barbara, San Luis Obispo, Kern, Inyo, Mono, and San Diego Counties

JOHN SMITH LABOR

Over the last eight decades the Southern California District Council of Laborers and its affiliated Local Unions have achieved many gains for our members. But nothing we have accomplished during this time has been more important to our members and their families than our Health & Welfare and

Pension Trusts. As a Laborers Union representative since 1963 and a Trustee on the Trust Funds since 1972, I have worked with other labor and management trustees to make our health and pension plans among the best and strongest in the country. These Trusts were built through the hard work of members who came before us, and no apprentice or journeyman should forget the sacrifices that have been made to provide the benefits we enjoy today. Health & Welfare Benefits In 1954, the Council was successful in negotiating a Master Labor Agreement with the multi-employer associations, representing general contractors and specialty sub-contractors, that established for the first time a Health and Welfare Trust. The original contribution was $0.10 per hour and the original benefit package included only medical benefits. The first Trustees were not worried about funding a reserve for future benefits, but rather the Plan was basically pay as you go. As the years passed, the Trustees – labor and management working together – developed a Plan that provided many other benefits, such as dental, drug, vision, life insurance. They also developed better and broader benefits under our major medical, so that our members would not be hit with huge medical bills during serious illnesses or injuries. Since we realized that construction work can be sporadic and seasonal, the Health & Welfare Trustees created a bank of hours, so that Laborers’ who were unemployed could still be covered. This benefit covered not only the worker, but the entire family. Recognizing the danger of our work, the Trustees allowed coverage during times of disability, allowing the member to freeze his or her bank of hours during such a time. In addition, since the late 1960s, we have been able to make sure our retirees continued to have access to medical coverage under our Health & Welfare Plan. More recently, our Trust established a Workers Compensation Alternative Dispute Resolution procedure, so that our members can get rehabilitated more quickly and back to work after an accident, at less cost to our employers. Since 1954, our industry has enjoyed boom times as well as severe recessions. However, whatever the economy, the Trustees have figured a way for our members and their families to continue receiving health coverage. Our Trust is financially secure, even though we recently came out of the most severe recession since the Great Depression. Total Health & Welfare Trust assets are now approaching $150 million, which makes it one of the better-funded health and welfare trusts in the area and one of the few that still offer comprehensive benefits to its retiree population. The strength of the Trust’s reserves is crucial as a buffer against current and future medical cost increases brought on by national and state legislative actions as well as a high level of general medical cost inflation.

John Smith Laborers Local 1184 Business Manager

The History of Laborers Health & Welfare and

Pension Benefits

Pension Benefits In the 1950s, many unions across the country began negotiating pension benefits in their collective bargaining agreements for the first time. There were thousands of Laborers in Southern California working under our Master Labor Agreement who were also hungry for a pension benefit that would protect them and their families when it was time to leave the industry and retire. In 1962, the District Council was successful in negotiating a Master Labor Agreement that provided for retiree pension benefits through a Pension Trust Fund administered by a labor-management Board of Trustees. The contribution was $0.10 per hour and a member could receive $30.00 a month for each year he had a full year of contributions to the Pension Trust. Over the years, we were able to do much more for our retirees, establishing shorter time requirements for eligibility, disability pensions, and higher benefit credits which are now at $150 per full credited year (1,800 hours). In 1974, the law changed the way we operated our Trust Funds. Congress passed the Employee Retirement Income Security Act of 1974 (ERISA) to make sure that members who had money contributed into these Plans would be able to be obtain their benefits. No longer could Trust Funds operate on a pay as you go basis, but ERISA imposed funding and actuarial requirements that required trustees to be forward thinking in securing benefits for the members. Because of ERISA, our Pension Trust was immediately saddled with an unfunded liability, meaning more benefits had been promised than the Trust had assets. This unfunded liability became the responsibility of our participating employers if they left the Plan. Since the passage of ERISA, the Council has worked with the Contractors to fund the Pension Trust so that we could be assured that our members will see every penny of the benefits they earned. There have been times we have reduced or froze the value of benefit credit, to make sure we were always adequately funded. We are proud today that we are only one of a handful of multiemployer pension plans in Southern California that has reached a Pension Protection Act (PPA) funded percentage of 95% for year-end 2012, and is expected to increase to 97% by year-end 2013. The Trust’s actuary has projected that the Plan will remain in the Green Zone under the PPA for the entire 15-year projection period, which ends in 2027. Current employer contributions are adequate to cover the Normal Cost of the current pension benefit plus, along with an estimated investment return of 12.7% for 2012, help to pay down what little remains of the Plan’s unfunded liability. Currently, the actuary projects this will be effectively amortized in about 8.6 years. The Pension Trust’s assets are now approximately $1.5 billion. While other pension plans struggle to survive in private and public sector, we remain in the highest percentiles for funding ratios of pension plans in the United States of America. This will enable us to eliminate our unfunded liability completely, and to make sure our retirees continue to enjoy decent pension benefits in retirement.

Feel the Power

John Smith Business Manager Laborers Local 1184

J.A.C Labor Representative Vice President Southern California District Council

For forty years the Laborers Training and Retraining Trust Fund of Southern California (LTRT) has been committed to a standard of excellence. With more than 60 industry courses being taught weekly by credentialed instructors, this fund provides services at various mobile training sites in Southern California. Distance and resources has never been an obstacle for this fund, as they are able to accommodate their customers by taking training to their yards and/or jobsites. Customer focus and quality services have been the key to this fund’s success.

This rich history of dynamic programming has paved the way for our Laborers Cement Mason (LCM) Apprenticeship Program. In 2009, the LTRT submitted for a LCM program, hired a subject matter expert in concrete finishing work and developed curriculum that addressed the needs of cement mason contractors. With eight industry specific courses that include a balance of theoretical and practical application (“in class” and “hands on” training), it is the LCM program’s goal to supply contractors with a knowledgeable, highly skilled and safety conscious workforce. After a few appeals, the Laborers Cement Mason Apprenticeship Program has prevailed in the final appeal through the Supreme Court of California on June 13, 2013. Most recently, the LTRT has assigned two Laborer Cement Mason representatives to reach out to contractors and spread awareness on our programming/training options, apprenticeship opportunities and requirements on public works projects. The LCM representatives can be used as a resource to properly complete and understand Public Works Contract Award Information form (DAS 140), Request for Dispatch of Apprentices form (DAS 142) and Apprenticeship Subscription Agreements (ASA, per project agreements). With the help of the Laborer Cement Mason representatives, we are currently indenturing more LCM apprentices and handling a larger demand for weekly dispatches. As a result, we would like to thank the nine local unions that we service for their support in scheduling boot camps based on the increasing demand for LCM apprentices and we encourage you to use these representatives as a resource. To better support newly indentured LCM apprentices, the LTRT offers a “start up” tool kit that provides apprentices the basic tools necessary to be prepared to work when on the job. All LCM apprentices are mentored and guided by the LCM Apprenticeship Coordinator, Ruben Gomez. Much like the LCM representatives, the LCM coordinator can be contacted for any questions regarding the LCM program, journeyman assessments and public works requirements. The LTRT is ready to help in any way. We encourage our customers to visit our website and/or feel free to contact our office for any questions regarding programming and scheduling.

Ruben Gomez LCM Apprenticeship

Coordinator

Ruben Gomez LCM Apprenticeship Coordinator

(805) 297-5380

Respiratory Awareness

Construction Craft Laborer

Apprenticeship Required Hours

On The Job Training (OJT): 3000 Related Supplemental Instruction (RSI): 224

Los Angeles, Orange, Riverside, San Bernardino, Imperial, Ventura, Santa Barbara, San Luis Obispo, Kern, Inyo, Mono,

and San Diego Counties

11 Counties San Diego County

Apprentices are issued an ID Card the following

month after they’ve taken a class. Labeled on the front

is the classification of apprentice

Apprenticeship Wallets

Each Apprentice is required to have their wallets with them at all times; during work, and on training days.

Apprentices must present them at the request of their Contractor,

Coordinator, Business Manager/Agent or JAC staff member.

FIRST PERIOD 500 HOURS OJT 36 HOURS RSI

$16.00

SECOND PERIOD 500 HOURS OJT 36 HOURS RSI

$17.59

THIRD PERIOD 500 HOURS OJT 36 HOURS RSI

$19.19

SIXTH PERIOD 500 HOURS OJT 36 HOURS RSI

$27.19

FIFTH PERIOD 500 HOURS OJT 36 HOURS RSI

$25.59

FOURTH PERIOD 500 HOURS OJT 36 HOURS RSI

$22.39

FIRST PERIOD 500 HOURS OJT 36 HOURS RSI $14.59 Building

$14.88 Engineering

SECOND PERIOD 500 HOURS OJT 36 HOURS RSI $16.04 Building

$16.37 Engineering

THIRD PERIOD 500 HOURS OJT 36 HOURS RSI $17.50 Building

$17.86 Engineering

SIXTH PERIOD 500 HOURS OJT 36 HOURS RSI $24.79 Building

$25.30 Engineering

FIFTH PERIOD 500 HOURS OJT 36 HOURS RSI $23.34 Building

$23.81 Engineering

FOURTH PERIOD 500 HOURS OJT 36 HOURS RSI $20.42 Building

$20.86 Engineering

Laborers Cement Mason

Landscape Irrigation & Fitter

Los Angeles, Orange, Riverside, San Bernardino, Imperial, Ventura, Santa Barbara, San Luis Obispo, Kern, Inyo, Mono,

and San Diego Counties

Apprenticeship Required Hours

On The Job Training (OJT): 4200 Related Supplemental Instruction (RSI): 432

Los Angeles, Orange, Riverside, San Bernardino, Imperial, Ventura, Santa Barbara, San Luis Obispo, Kern, Inyo,

Mono, and San Diego Counties

Apprenticeship Required Hours

On The Job Training (OJT): 4000 Related Supplemental Instruction (RSI): 288

11 Counties San Diego County

12 Counties

FIRST PERIOD 700 HOURS OJT 72 HOURS RSI

$12.34

SECOND PERIOD 700 HOURS OJT 72 HOURS RSI

$13.88

THIRD PERIOD 700 HOURS OJT 72 HOURS RSI

$15.43

SIXTH PERIOD 700 HOURS OJT 72 HOURS RSI

$21.60

FIFTH PERIOD 700 HOURS OJT 72 HOURS RSI

$18.51

FOURTH PERIOD 700 HOURS OJT 72 HOURS RSI

$16.97

FIRST PERIOD 700 HOURS OJT 72 HOURS RSI $10.58 Building

$11.63 Engineering

SECOND PERIOD 700 HOURS OJT 72 HOURS RSI $13.22 Building

$14.54 Engineering

THIRD PERIOD 700 HOURS OJT 72 HOURS RSI $14.36 Building

$15.94 Engineering

SIXTH PERIOD 700 HOURS OJT 72 HOURS RSI $21.55 Building

$23.91 Engineering

FIFTH PERIOD 700 HOURS OJT 72 HOURS RSI $19.15 Building

$21.26 Engineering

FOURTH PERIOD 700 HOURS OJT 72 HOURS RSI $16.76 Building

$18.60 Engineering

FIRST PERIOD 667 HOURS OJT 48 HOURS RSI

$12.68

SECOND PERIOD 667 HOURS OJT 48 HOURS RSI

$13.95

THIRD PERIOD 667 HOURS OJT 48 HOURS RSI

$15.22

SIXTH PERIOD 667 HOURS OJT 48 HOURS RSI

$18.99

FIFTH PERIOD 667 HOURS OJT 48 HOURS RSI

$17.75

FOURTH PERIOD 667 HOURS OJT 48 HOURS RSI

$16.49

LABORERS APPRENTICESHIP REQUEST TO INDENTURE APPRENTICE FORM

CANDIDATE INFORMATION

Name of Candidate Social Security # Address City Zip Phone Number Cell Number Years Construction Experience: Date of Birth: Past Employers: Previous Training:

CONTRACTOR INFORMATION Date:

Name of Company Address City Zip Company Representative Requesting Apprentice: Phone Number: Fax Number: Personnel Officer Name: Safety Officer Name: Job Site Name & Address:

  The Laborers JACs require signatory contractors who would like to sponsor an Appren ce to pe on the JAC to indenture the Appren ce. This means that you must complete this form, along with a sponsorship le er on your company’s le erhead and send all sponsored applicants to the Training School for Mandatory Orienta on before they are registered in the Program.  In the Mandatory Orienta on, applicants will learn about the Appren ceship Program, undergo a drug test, take the Candidate Physical Agility Test, be interviewed and complete necessary paperwork.  If the Appren ce is not properly indentured in the Program, the State of California and the Department of Labor will not consider the worker as an Appren ce for purposes of working on public works projects; or for any other projects.  A dispatch by the Local Union is insufficient to indenture the Appren ce and will not be accepted by the JAC.  The JAC's policy protects signatory contractors from having appren ces on their payroll who are not  indentured by DAS and DOL.  Contractors who fail to send applicants to the JAC, may be forced to pay addi onal wages, such as paying for appren ces at the journeyman wage rate and penal es for being outside the ra o limits.  Personnel officers, safety managers and loss control officers of contractors must complete the procedures outlined above and submit their names as required below. This process will streamline placement.  Please remember to check a box below that indicates the cra  of the appren ce whom you are sponsoring. Thank you for your coopera on.  

LTS.AP.2.1.24 Rev. 07.25.11

CHECK ONE: Construc on Cra  Laborer Appren ce under Master Labor Agreement 

Construc on Cra  Laborer Appren ce under Master  Landscape Agreement 

Construc on Cra  Laborer Appren ce under Master Brick Tender  Agreement 

Construc on Cra  Laborer Appren ce under Master Laborers Cement Mason Agreement 

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