re: Construction

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Having same problem. I have half a mind to quit my job and pull out my low voltage license and go make a quick couple hundred grand. Problem is I'm not as young as I used to be. By the time I subbed it out to young bucks, I wouldn't be making any more money than I make now sitting at my desk fricking around on Dawgrant.

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There is a ton of money to be made right now, especially if you have your state license. I have my unrestricted electrical contractor license as well as an unrestricted low voltage license. May never use them if I don’t go into business for myself but always a good ace in the hole.

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I have never been employeed by them, but we’ve worked on several jobs with them in the past and are one of our main competitors.

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Do you have a low voltage/data center division?

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We don’t have a specific division for this type of work, but we do a lot of it.

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Are you a union shop?

Have you partnered with any cable companies for your LVT stuff?

To what extent does IBEW set wages and rates here?


Edit to add- I know they set things like how OT is calculated, what is or is not considered overtime, how benefits are paid, training and education, osha stuff, etc....

But rates to the customer.... seems like if the union sets so much of that overhead in stone, there shouldn't be much difference in quotes because at that point there aren't alot of variables, if that makes sense, company to company.

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Edit to add- I know they set things like how OT is calculated, what is or is not considered overtime, how benefits are paid, training and education, osha stuff, etc.... But rates to the customer.... seems like if the union sets so much of that overhead in stone, there shouldn't be much difference in quotes because at that point there aren't alot of variables, if that makes sense, company to company

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A lot of the labor burden (overhead) is set in stone by the union because it’s based on a percentage of the hourly rate, which keeps it pretty even. The main thing that can effect the overhead is the size of the company which will greatly effect it as the bigger the beast the more it needs fed.

Our contract states that you don’t get OT unless you have worked a full 40 hours in a week. Unless you work on Sunday, which is OT no matter how many hours you have during the week

Edit: forgot to mention the individuals hourly rate can be effected by how many hours of OSHA training they have, unless their an apprentice which the wages are set in stone

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Our contract states that you don’t get OT unless you have worked a full 40 hours in a week. Unless you work on Sunday, which is OT no matter how many hours you have during the week

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What if you work for 6 hours and then get sent home, do you still get 8 hours?

If you work 3 hours, do you automatically get 4?

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If your terms are net30, and it takes 100 days to get paid, but the customer is a regular, how do you handle it?

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If the customer is a regular we generally don’t start asking about it until it’s 60 days past due (90 days from date of invoice)

If it’s a new customer and the terms have been agreed upon, we begin asking at 45 days.

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Isn't there also some way that you can call a guy a Project Associate or something like that, so as long as less than 50% of his work is actual physical labor, you can bypass alot of those hourly rules?

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I believe what your referring to here is the “Construction Worker” & “Construction Electrician” classifications.

They still have a set minimum rate of pay but they do not receive some of the benefits that journeyman and apprentices receive.

Now that's a true project manager question.