(c) Addressing minority group community churches, civil associations and civil rights organizations to state their open door policy and to solicit specific recruits for apprentice and/or journeymen status;

(d) Commitment to include a specific number of minority group recruits in current and forthcoming apprenticeship classes;

(e) Development of programs, in conjunction with their associated contractor organization, for pre-apprentice training and "cram courses";

(f) Commitment to utilize the maximum number of apprentices on each construction project, and the maximum apprentice-to-journeymen ratio in training;

(g) Initiating a plan for upgrading minority group craftsmen to the higher paid trades, and instituting a "talent search" for minority group journeymen in related fields of work such as fabricating shops and home repair:

(h) Establishing a centralized hiring procedure and location for each construction site, where not precluded by exclusive referral arrangement; (i) Asserting, in writing and in verbal orders, a strong company statement of EEO hiring policy.

(j) Utilization of all publications that most effectively reach the minority group community.

(k) Solicitation of bids from minority sub-contractors, and individual minority craftsmen, with the potential of becoming sub-contractors.

In designing their programs it is important for contractors and subcontractors to bear in mind that, although the choice of methods is their own, their program must have the result of producing minority group representation in all trades and in all phases of the construction project.

Special note: Some contracting agencies have customarily included in their specifications cited in the invitation for bid, a description of the kind of affirmative action required. Other agencies are currently considering such a procedure. The Philadelphia FEB's Operational Plan under its coordinating efforts, envisions the development of standard and/or compatible guidelines for affirmative action to be issued to all contractors in the bidding process. It is expected that federal contracting agencies in the Philadelphia five-county area will develop uniform specifications similar to the specific affirmative action steps lists on pages 7 and 8 (above). Such specifications should require the contractor to submit an affirmative action plan which will have the result of assuring that there is minority group representation in all trades on the job and in all phases of the work.

C. Building trades: Area construction volume: And demographic data

(1) Building trades.-The problem of EEO compliance and enforcement on federal projects in Philadelphia is most apparent in a relatively few trades: electrical; sheetmetal; plumbing and pipefitting; roofing and waterproofing; structural ironwork; elevator construction, and operating engineers. Generally, the local unions in these crafts have the least minority group representation; and are the ones which offer the highest pay, and require the greatest skills. (See accompanying chart, Pages 17-20). Most of them have little, if any, minority group representation on federal construction projects.

The total AFL/CIO Council union membership in the Philadelphia area is about 225,000, with 150,000 in industrial unions, and, about 75,000 thought to be in building construction. Of the 75,000, from 35-45,000 are thought to be represented in the 55 union local listings on the Building Trades Council roster.

The building trades chart (pages 17-20) lists 22 locals, with about 28-30,000 members. All but eight locals either have a sizeable minority group representation, or their total membership is small, or the craft is declining.

The trade union locals which are the highest paid, the most frequently involved in major construction projects, and with the least minority group representation are: Electricians #98; Sheetmetal #19; Plumbers #690; Roofers #30; Structural Ironworkers #401; Steamfitters #420; Elevator Constructors #5, and Operating Engineers #542.

Seven of these locals, (the ones most lacking in minority group representation) have a combined membership of about 8500-9000, including between 650-750 apprentices (or helper-tenders) in various stages of training.

A small percentage of the membership are minority people. In these seven locals, there are no more than 25 to 30 minority journeymen, and 15 minority apprentices/helpers-tenders. Three of these locals have a small number of minority journeymen; four have a small number of minority apprentices; and, one of the locals has no minority representation in either the journeymen or appren-tice category.

NOTES ON THE BETTER-PAID BUILDING TRADE LOCALS

Electricians No. 98: About 1200 members, including 120 apprentices. The business agent, Pennsylvania CHR and Philadelphia CHR estimate that up to 15 journeymen are non-white, and 4 or 5 apprentices are non-white. The B. A. says the union does not take individual members, white or non-white, and that all new members come in through organization of non-union shops. Three such shops were organized in the past year or so, and the non-white journeymen entered the local via this method.

cants

cants

but such applicants

The union working agreement states that "the union shall be the sole and exclusive source of referrals of applicants for employment" and "the union shall maintain a register of applicants for employment . and "if the registration list is exhausted. . . (and the) union is. unable to refer appliwithin 48 hours the Employer shall be free to secure applihave the status of "temporary employees.' By custom and tradition, at least, there is a hiring hall procedure. The contractors, generally, have not fully exercised their hiring rights under the working agreement. The current apprentice program has 4 or 5 minority people. There is no indication of any specific effort to increase minority representation. The apprentice program is not approved by the State, although the local has reportedly sent notice to the AIC regarding its upcoming apprenticeship examination.

Where Federal agencies have held pre-awards and/or followed up regularly with compliance reviews with their contractors, some results have appeared in the minority representation for this craft on the project sites. The local appears to respond indirectly to EEO needs as required by the contractors.

There are several community organizations which can recruit qualified electricians. These oranizations, and the Area Coordinator, have available lists of individual minority-electricians, and of minority group electrical companies. Sheetmetal No. 19: About 1300-1400 members, including 120-160 apprentices. No minority journeymen, and only three minority apprentices. In the past 2 or 3 years, the local tested 14 to 17 Negro sheetmetal journeymen, some with sheetmetal experience in the Naval Shipyard. None passed. However, there have, allegedly, been instances where sheetmetal workers have been imported from upstate areas, and asbestos workers and allied craftworkers have been used to do sheetmetal work. To ease this shortage the local should respond to minority sheetmetal workers recruited by the contractor to fulfill his EEO contractual obligation.

Efforts should be made to encourage the union and contractor association to make journeyman entrance requirements more realistic. (The range of skills among present white journeymen members indicate many could not pass the required entry tests).

Recruitment sources could then seek minority group journeymen who need be only as qualified as the less qualified white journeymen.

The working agreement of this local is the one that most clearly includes a hiring hall arrangement, but with certain provisions that would enable a contractor to exercise the responsibility placed upon him by the federal contract. Plumbers No. 690: Membership figures range from 500 to 2000, depending upon the source. The business agent gives a figure of 2,000, including 80-90 apprentices. 4 or 5 journeymen are minority, but are, allegedly by choice, "shop men" getting full journeymen wages. Three or four apprentices are minority people.

The business agent is also President of the Building Trades Council, and is considered to be most influential in the construction trades. Although his union's minority representation is still small, it is expected that he will respond to efforts in EEO compliance enforcement.

Minority group recruitment sources are most promising. There is a non-union Progress Plumbers Association comprised of licensed, master-plumbers and journeymen, and a few apprentices. Their employment now is low-paying, but reasonably steady and secure. Many were rebuffed by the union in the past. They will not seek union membership unless they are reasonably assured of fair and equal treatment. It is up to the federal contractor and the local to reach this group in a positive, affirmative way that is truly believable.

Roofers No. 30: 305 members, no apprentices, no minority journeymen, but 3 or 4 minority helpers, allegedly added recently through organization of a small shop near Camden, New Jersey. They have no apprentice program, and they apparently operate a hiring hall. Their jurisdictional area includes the 5 county

area.

Structural Ironworkers No. 401: Their total membership is between 800-825, including 32-40 apprentices. They have between 5 to 10 minority group journey

men.

There are no minority group apprentices. They have an approved apprenticeship program; their jurisdictional area is at least the five counties; and they have, in effect, a hiring hall procedure, though it is not technically so. The contractor has customarily hired through the union.

Steamfitters No. 420: 2,300 members, including 142-170 apprentices. No minority journeymen. Possibly 2 minority apprentices. They are, reportedly, trying to get their program approved by the state. While no updated copy of their working agreement has been made available, their business agent says that hiring is through the union only. The contractors have certain hiring rights, but, customarily, do not exercise them. Their jurisdictional area covers the five counties and more.

Elevator Constructors No. 5: 500-525 members including 148 helpers. No apprentices, no minority journeymen, no apprenticeship program, and, apparently, no prospect of one. There is no hiring hall as such, but the contract states the union is the exclusive representative. The business agent says they control the labor supply, even to the extent of bringing in card-carrying men from other regions. Their jurisdictional area is extensive, including the 5 counties.

Operating Engineers No. 542: 5,000 members, including about 150 apprentices. While some union sources have indicated the minority membership is as high as 800 or 900, there have been indications from some contractors that only a few of these are in the top journeyman classification. The local has had at least two complaints lodged against it during the past year. One complaint charged that the union prevents minority journeymen from work assignments in the favored center city area. The other complaint involved a charge of personal discriminatory treatment by a Negro equipment operator. The local operates a hiring hall, but the employer is permitted to hire persons not referred by the union if the union can't provide them within 24 hours. Generally, there are few men on the bench. Crane operators, and those with greater skills, are reportedly never out of work. Their jurisdictional area covers the eastern half of Pennsylvania.

As noted above for Electricians and Plumbers there are specific private organizational recruitment sources.

There are also available lists of individuals in many of these crafts, particularly electricians, plumbers, welders, sheetmetal workers, etc. Such community organizations as OIC, North City Congress, the Urban League, and numerous churches and block councils can provide a recruitment and referral service for most of the specific trades.

The Area Coordinator maintains a continuously developing list for recruitment sources, and, it is available for affirmative action efforts by the contractor or the union.

(2) Philadelphia area construction volume.-Anticipated federal construction next year is about $250,000,000 or 45% of the total construction volume expected, in the five county area. (This includes both direct-federal and federally-assisted construction). Total construction volume planned for 1967 in the five county area, including federal projects, is estimated $525-575,000,000. No estimate for only federal construction in the five-county area has been made available for previous years. Federal construction was usually included in each municipality's building permit report, or by the State Department of Labor and Industry Annual Building Summary. Exceptions to this have been projects planned by the Bureau of Public Roads or the Federal Aviation Authority.

The report on the total area construction volume for 1966 is not yet complete. In the three years preceding, it ranged from 450 million to 530 million, including all federal projects (direct and assisted) except BPR and FAA construction. The Quick Survey of all federal agencies indicates that anticipated construction in the year ahead of May 1, 1967 may be as much as 350 million. However, when specific award dates are ascertained a conservative estimate of federal construction for the year ahead is closer to $250,000,000.

(3) Demographic data, five county area. The population of Philadelphia county is 2,054,000. The five county area is nearly 4,000,000. The non-white population of Philadelphia county was 26.9% in 1960, about 29.1% in 1965, and estimated at 30% in 1967. Most of the non-white population is Negro, with an estimated 0.2% categorized as "other" non-white groups. The non-white population of the 5 county area has not been made available, but is estimated to be about 20 or 25%.