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Community Benefit Agreement between LA and a developer of an area in the Hollywood area which ensures they pay a living wage, hire locally, engage in health care outreach programs, and do not displace existing tenants.
Community benefits agreement between the City of Los Angeles and the developer of a sports and entertainment complex. The CBA includes provisions including parking, tenants, living wage, local hiring, service worker retention, responsible contracting, and affordable housing.
The purpose of the Community Benefits Program for the North Hollywood Redevelopment Mixed-Use Project is to provide for a concerted and coordinated effort on the part of the City, the Agency, and the Developer to extend the benefits of the Development to the community. It should also serve to maximize community involvement in the planning, development and use of area resources to ensure that low-income individuals residing in the Valley Community benefit from the Development. For these reasons, and in consideration of mutual promises, undertakings, and covenants, the adequacy of which the Coalition and the Developer hereby acknowledge, the Coalition and the Developer, on behalf of themselves and their respective successors, partners, and assigns, agree to the terms set forth in this Community Benefits Program.
This community development between Los Angeles and the redevelopers of th city's LAX airport which includes local hiring, living wage, job training, addresses civil rights concerns, air quality study, noise mitigation, and other environmental issues.
This report outlines the provisions and benefits of the community benefit agreement signed with the City of San Francisco, local unions, and community organizations with the redeveloper of the area near one of the cities sport complexes. The CBA included union rights, living wages, affordable housing, and local hiring ammong other provisions
This paper offers background on the development of Los Angeles’s Utility Pre-Craft Trainee (UPCT) program, and highlights the features of the program that make it a best practice model for workforce training for entry-level workers. First, we provide an overview of the statewide and local policy landscape regarding energy and jobs that led to the development of the UPCT program. This is followed by a description of the basic structure and mechanics of the program, including the multiple partnerships that have been developed in its implementation. Next, we take a look at the benefits of the program from the perspective of stakeholders. We conclude with a discussion of the lessons learned from UPCT for other utilities or unions interested in implementing similar workforce programs.
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.
This city ordinance modifies the DPW's contracting and project labor agreements to ensure career pathways into the building trads for minorities and local residents so they can also benefit from city construction projects.
The Construction Careers and Project Stabilization Policy, which defines a local hiring program and project labor agreement terms that would be applied to all Board-approved projects that meet certain thresholds. The key goals of the Policy are to ensure that (1) CRA/LA-created job opportunities benefit local residents, particularly those living in or adjacent to CRA/LA project areas; (2) residents with barriers to employment have access to job opportunities; and (3) new entrants to the construction field have access to training and support to advance their careers. Covered Projects would include Public Improvement contracts of $500,000 or more; construction projects on CRA/LA-owned land; and development projects in which the CRA/LA has invested $1,000,000 or more. Covered Development Projects with fewer than 75 units of housing and less than 50,000 square feet of nonresidential floor area would be exempted. The local hiring program will require that developers and contractors take specific enumerated steps to ensure that 30% of all project work hours and 50% of apprentice work hours go to Community Area Residents and Local Residents (defined in the Policy), and 10% of all construction work hours go to Local Low-Income Residents (defined in the Policy). The 10% and 50% may be applied towards the 30% requirement.
The Los Angeles County Metropolitan Transportation Authority’s (LACMTA) Construction Careers Policy (CCP) encourages construction employment and training opportunities in ways calculated to mitigate the harms caused by geographically concentrated poverty and unemployment in economically disadvantaged areas and among disadvantaged workers throughout the United States. This policy identifies the minimum efforts contractors performing on covered LACMTA construction projects must make to comply with this policy.