Concrete Products

JUN 2018

Concrete Products covers the issues that attract producers of ready mixed and manufactured concrete focusing on equipment and material technology, market development and management topics.

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www.concreteproducts.com June 2018 • 9 GOVERNMENT AFFAIRS REGULATIONS CALPORTLAND NAMES GOVERNMENT AFFAIRS CHIEF Kerri Leininger has joined CalPortland Co. as vice pres- ident of Government Relations, based in Washington, D.C., and charged with monitoring and lobbying advo- cacy issues at the federal and state levels. She arrives at the Glendora, Calif.-based cement, concrete and aggregates producer after nearly 14 years on the National Ready Mixed Concrete Associa- tion Government Affairs team, serving most recently as executive vice president. During here NRMCA tenure, Leininger focused on building code, resiliency, transportation, labor, small business other industry issues. She is credited with delivering many legislative victories advancing producer interests, including key provisions in the Fixing America's Surface Transportation Act, which funds the federal highway program from 2016-2020. Topping them are permanent exemption for the ready mixed concrete industry from the Drivers' Hours of Service 30-minute break rule; an industry-specific logbook exemption increasing the 12-hour on-duty logging threshold to 14 hours; and, increasing the radius from 50 to 75 air-miles for transportation and delivery of construction materials and equipment to satisfy the current 24-hour restart provision. Prior to NRMCA, Leininger worked for Baker, Donelson, Bearman, Caldwell & Berkowitz, one of the nation's largest law firms specializing in healthcare and transportation public policy in Washington, D.C. She also worked for the offices of former Senator Mike DeWine (R-OH), Senator Jim Bunning (R-KY), Senate Majority Leader Mitch McConnell (R-KY) and U.S. Representative Ed Whitfield (R-KY). Kerri Leininger concerning issue on their radar. In the wake of the cul- tural shift sparked by the #MeToo movement, 55 percent of respondents have added training for supervisors and employ- ees, and 38 percent have updated human resource policies or handbooks. However, only 13 percent have implemented new tools or investigation procedures to manage employee complaints and 24 percent have not made any changes over the past year. "While the law governing harassment in the work- place hasn't changed much, employee expectations have," observes Helene Wasserman, co-chair of Littler's Litigation and Trials Practice Group. "In addition to providing train- ing and updating policies, it's critical that companies have effective complaint procedures in place and that employees feel confident that reports of potential misconduct will be taken seriously and acted upon." DATA ANALYTICS, AI Recruiting and hiring is the most common use of advanced data analytics and artificial intelligence, adopted by 49 per- cent of survey respondents. Employers also said they were using big data to guide HR strategy and employee manage- ment decisions (31 percent), analyze workplace policies (24 percent) and automate tasks previously performed by humans (22 percent). The smallest group of participants (5 percent) are using advanced analytics to guide litigation strategy.

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