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A policy on obligations of developers and contractors to seek local employees, service providers and businesses to meet their needs.
An ordinance requiring contracting companies to maintain, to the greatest extent possible, a workforce composed of 40% qualified Newark residents.
A fact sheet summarizing local hiring policy for San Francisco.
Most targeted hiring programs include mechanisms that do two things: 1) Maximize the chances that workers from the targeted category who are already in the construction industry will get called to work on that job. 2) Create opportunities for new workers - aspiring apprentices who want training and a construction career - to get trained and hired. Calling up workers who are already on the bench is sometimes referred to as zip-coding (meaning the hiring hall determines which workers meet geographical targeting) or name-calling (the hiring hall tags specific workers who meet other kinds of targeting criteria). Achieving the right balance of these two elements of a targeted hiring program requires local leaders to work together. How many workers are on the bench (and out of work), how many targeted workers are already in the construction workforce, how many apprenticeship openings the targeted projects will create - all of these considerations help determine the right balance.
Over the past decade, the community benefits movement has emerged as a powerful mechanism for challenging the political and economic realities that undermine urban communities. Community benefits campaigns strive to build new political relationships among unlikely allies, uniting labor, community, environmental and faith-based groups behind broad-based agendas focused on economic development that prioritizes high-quality jobs, creates new career paths for low-income workers, marshals resources for environmental cleanup and sustainability, and avails residents of access to more affordable housing options. In many cities where community benefits coalitions work, research has shown that, too often, new development fails to generate high quality jobs and career paths for residents of the poorest parts of the city. Local hire requirements are a critical component of the community benefits agenda because they create concrete mechanisms for ensuring that investment of public funds in economic development will direct resources into low-income neighborhoods. The point is not only to hire local residents, but to use local hire requirements to target opportunities to low-income residents and people of color who might otherwise not benefit from new development. Local hiring programs are on the strongest legal footing, and are likely to produce the most meaningful outcomes, when they are rooted in efforts to reduce poverty rather than merely to hire city residents.
This report discusses the progress of the Utility Pre-Craft Trainee (UPCT) program since its launch in 2011. The UPCT program, jointly operated by the Los Angeles Department of Water and Power (LADWP) and the International Brotherhood of Electrical Workers (IBEW) Local 18, is an earn-and-learn, pre-apprenticeship training program in which entry-level trainees work full time weatherizing homes and small businesses while learning skills and preparing for civil service exams and career opportunities in the utility. Trainees receive $16 per hour plus health and retirement benefits, considerably better compensation than most entry-level workers earn for weatherization work, and are union members represented by IBEW Local 18. In addition to classroom training, trainees receive on-the-job training to install energy efficiency measures for LADWP’s Home Energy Improvement Program1 and Small Business Direct Install program,2 as well as solar installations on properties owned by LADWP. Trainees also rotate through the water, power, and support services sides of the utility to gain broad exposure and try out different types of work before selecting a career path.
First source hiring ordinances, contract clauses, and related agreements seek to provide meaningful employment opportunities to residents living within communities most directly impacted by local development projects. Local development projects are typically undertaken based on broad representations that the project will create a multitude of good-paying jobs within the local community. However, municipalities often find that the very residents intended to benefit are instead left out of the employment opportunities that arise from the project. First source hiring initiatives seek to ensure that local residents receive a fair share of the economic benefits of public development projects.
An Executive Order to affirm Seattle\'s commitment to equity in City contracting and to advance the City\'s mission to promote race and gender equity in contracting. This Executive Order directs City departments and offices to increase the opportunities for women and minority owned businesses (WMBEs), and to provide a welcome and responsive environment for all businesses that support such efforts.
The factsheet outlines the cities The Utility Pre-Craft Trainee Program (UPCT) in LA which aimed to place low income and minority city residents in good union utility jobs through an innovative training program.