When most Americans think of gig work, side jobs like Uber or DoorDash come to mind. These roles are often supplemental, with workers holding other full-time or part-time jobs to make ends meet. However, gig work in construction is a different story. It involves weeks or even months of dedication to physically demanding work, far from the quick-turnaround gigs in other industries.
“The very nature of the construction industry is that projects start and stop, and that's a gig,” says Chad Prinkey, founder and CEO of Well Built Construction Consulting. “There are people who, for years without engaging in any real form of what we now think of as the ‘gig economy’, have been playing it that way.”
On one hand, construction gig work offers freedom—workers can choose the projects they want and take time off between jobs. With a constant demand for skilled labor, there’s plenty of work available for those who seek it. But this flexibility comes with significant challenges, especially when labor brokers are involved.
NAVIGATING CONSTRUCTION GIG WORK
For contractors, gig workers are ideal for short-term projects, particularly those outside their usual regions. For example, a contractor based in the Midwest might take on a one-off project in the Northeast, hiring temporary workers for the duration. This setup appears to be a win-win: the contractor doesn’t have to pass up the job, and workers know when their gig will end, allowing them to plan their next move.
“Think about the general contractor superintendent that as soon as his or her current job is over they jump over to the next one, regardless of who they're working for,” Chad says. “There is always a certain segment of the population that is available to the highest bidder for the next job. In reality, that's not a great way to staff your own company.”
However, the use of labor brokers to find these workers introduces complications. While brokers can bridge the gap between contractors and workers, they also distance the contractor from direct responsibility, which can lead to ethical and legal issues.
The very nature of the construction industry is that projects start and stop, and that's a gig. There are people who, for years without engaging in any real form of what we now think of as the ‘gig economy’, have been playing it that way.
Chad Prinkey
Founder and CEO, Well Built Construction Consulting
ETHICAL HIRING PRACTICES IN CONSTRUCTION
The key to ethical gig work in construction lies in understanding and vetting the labor brokers you work with. Not all brokers engage in unethical practices, but it’s crucial to ensure that those you hire are committed to fair labor practices. This includes verifying that workers are legally able to work, that they receive appropriate safety training, and that they are compensated fairly.
Unfortunately, some labor brokers exploit undocumented workers, who may not have the legal status or safety qualifications required for the job. These workers, often unaware of their rights, may be paid less than the minimum wage and placed in dangerous conditions. As a result, the construction industry sees disproportionately high injury and fatality rates among these vulnerable workers.
HUMAN TRAFFICKING: A HIDDEN ISSUE
Beneath the surface, the issue of human trafficking also intersects with construction gig work. Migrants, desperate to escape dangerous conditions in their home countries, often fall prey to traffickers who exploit them for cheap labor. These workers may be forced into labor against their will, with no option but to accept dangerous jobs at unfair wages.
“It's just wrong to have to break the law to do something that is actually contributing to our economy,” Chad says.
ENSURING ETHICAL LABOR PRACTICES
To combat these issues, construction companies must take proactive steps to hire ethically. This includes:
- Vetting Labor Brokers: Thoroughly research and vet any labor brokers before entering into agreements. Ensure they are compliant with all labor laws and committed to ethical practices.
- Direct Hiring: Whenever possible, consider hiring workers directly rather than through brokers. This allows for greater control over the hiring process, ensuring that workers are treated fairly and paid appropriately.
- Training and Safety: Ensure all workers, regardless of their employment status, receive proper safety training. This not only protects the workers but also reduces liability for your company.
- Transparency in Contracts: Make sure that all agreements with labor brokers are clear and that there is accountability built into the contracts. This includes stipulations that workers must be paid fairly and work under safe conditions.
MOVING THE INDUSTRY FORWARD
States like New York, Tennessee, and California are beginning to address worker misclassification through legislation, but these measures often fall short. Fines, while necessary, may simply become a line item in the budget for large developers.
“Civil law offers only so much recourse,” Chad says. “And when you're dealing with extremely financially powerful entities, at the end of the day, they plan for lawsuits. They probably even have an insurance policy against them.”
True change will come from within the industry itself. By making ethical hiring practices a priority, contractors and developers can help eliminate the black market for labor and ensure that all workers are treated with dignity and respect.
The construction industry has the power to influence broader societal changes by setting a standard for ethical labor practices. By choosing to hire legally, fairly, and safely, companies can help protect vulnerable workers and elevate the industry as a whole.
Stay tuned as we explore Workforce Development topics this summer. Your journey to a safer, more productive work environment begins here, with CONEXPO-CON/AGG 365. Be sure to subscribe to the newsletter here so you don’t miss any news.
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