Job Start Meeting Sample Clauses
The Job Start Meeting clause requires that a meeting be held between the parties before work on a project officially begins. This meeting typically involves discussing the project scope, timelines, safety protocols, and any specific requirements or expectations, ensuring that all stakeholders are aligned. By mandating this initial coordination, the clause helps prevent misunderstandings and sets a clear foundation for the project's execution.
Job Start Meeting. District may, at its option, conduct a mandatory labor compliance pre-job meeting ("Job Start Meeting"), which is for Contractor and Subcontractors. The Job Start Meeting will discuss the payment of prevailing wages, apprenticeship training, penalties, certified payroll records as well as non-discrimination in employment, kickbacks, acceptance of prohibited fees, proper licensing, unfair competition, and worker’s compensation insurance. Follow up web conference training session may be required and should be planned by Contractor and Subcontractor in advance of submitting certified payroll records.
Job Start Meeting. District may, at its option, conduct a mandatory labor compliance pre-job meeting (“Job Start Meeting”) which is for Contractor and subcontractors. District’s LCP will be discussed with all in attendance. The Job Start Meeting will discuss the payment of prevailing wages, apprenticeship training, penalties, certified payroll records as well as non-discrimination in employment, kickbacks, acceptance of prohibited fees, proper licensing, unfair competition, and worker’s compensation insurance. Follow up web conference training session may be required and should be planned by Contractor and subcontractor in advance of submitting certified payroll records.
Job Start Meeting. After an awarding body awards the public works contract, and prior to the commencement of the work, a mandatory Job Start meeting (Pre-Job conference) shall be conducted by the LCO with the contractor and those subcontractors listed in its bid documents. At that meeting, the LCO will discuss the federal and state labor law requirements applicable to the contract, including prevailing wage requirements, the respective record keeping responsibilities, the requirement for the submittal of certified payroll records to the LCP, and the prohibition against discrimination in employment. The LCO will provide the contractor and each subcontractor with a Checklist of Labor Law Requirements (presented as Attachment A to this document) and will discuss in detail the following checklist items:
1. The contractor’s duty to pay prevailing wages (Labor Code Section 1770 et seq.); should the project exceed the exemption amounts;
2. The contractor’s duty to employ registered apprentices on public works projects under Labor Code Section 1777.5);
3. The penalties for failure to pay prevailing wages (for non-exempt projects) and to employ apprentices, including forfeitures and debarment under Labor Code Sections 1775, 1777.7;
4. The requirement to keep and submit copies of weekly certified payroll records to the LCP, as required under Labor Code Section 1776, and penalties for failure to do so (Labor Code Section 1776(g)); The requirement includes and applies to all subcontractors performing work on Awarding Body projects even if their portion of the work is less than one half of one percent of the total amount of the contract.
5. The prohibition against employment discrimination under Labor Code Sections 1777.6; the Government Code; and Title VII of the Civil Rights Act of 1964, as amended;
6. The prohibition against taking or extracting kickback from employee’s wages under Labor Code Section 1778;
7. The prohibition against accepting fees for registering any person for public works under Labor Code Section 1779; or for filing work orders on public works under Labor Code Section 1780;
8. The requirement to list all subcontractors that are performing one-half of one percent of the total amount of the contract (Public Contract Code Section 4100 et seq.);
9. The requirement to be properly licensed and to require all subcontractors to be properly licensed, and the penalty for employing workers while unlicensed under Labor Code Section 1021 and under the California Contractors Lice...