Project Labor Agreement & Construction Careers Policy
Metro adopted the CCP in conjunction with the PLA to encourage construction employment and training opportunities to those who reside in economically disadvantaged areas on Metro construction projects. The agreement applies to certain local (non-federally) funded and federally funded construction projects with a construction value greater than $2.5 million.
Metro’s PLA is unique in that Metro is the first transit agency in the nation to adopt such an agreement with national targeted hiring goals for federally funded projects with FTA approval. The PLA and CCP were approved by Metro’s Board of Directors on January 26, 2012, subsequently renewed on January 26, 2017 and negotiated with the Los Angeles/Orange County Building Construction Trades Council (LAOCBCTC) to help facilitate the timely completion of transit projects in LA County.
Los Angeles Metro is at the forefront of change and innovation in LA County’s transportation revolution. With an ambitious plan to deliver 28 new critical infrastructure projects by 2028, the need for a well-trained and diverse workforce has never been greater. Metro is proud to be an ambassador of women in the construction trades. The women in this video are living proof of barriers being broken and why the construction industry is moving towards a brighter and more inclusive future.
Pilot Local Hire Initiatives
“The Federal Transit Administration (FTA) has announced an initiative to permit FTA recipients and subrecipients to utilize geographic, economic or other hiring preferences on FTA-funded construction projects. This initiative will be carried out as a pilot program for a period of four years (unless extended) under authority provided in the Consolidated Appropriations Act 2021, the federal grants management regulation, and a recent Office of Management and Budget Memorandum (March 19, 2021). The purpose of this pilot program is to provide the flexibility to utilize hiring preference to promote equitable creation of employment opportunities and workforce development activities, particularly for economic or socially disadvantaged workers, while evaluating the impact of such preferences on full and open competition and project delivery.”
The new Pilot Local Hire Initiative enables Metro to implement local hiring requirements on Federal Transit Administration (FTA) contract opportunities advertised during the four-year pilot period of May 21, 2021 through May 21, 2025.
All advertised and awarded projects covered by Metro’s PLA/CCP from the period of May 21, 2021 through May 21, 2025 will be subject to the Pilot Local Hire Initiative program. The initiative entails that local hire provisions under Metro’s Project Labor Agreement (section 7.5 thought 7.5.4) will be the requirement regardless of the funding source. All other Metro’s PLA/CCP requirements and provisions remain unchanged.
Local Hire Version– Project Labor Agreement (Pilot Local Hire Initiative)
Local Hire Version– Construction Careers Policy (Pilot Local Hire Initiative)
Metro currently has the following active contracts awarded under the Pilot Local Hire Initiative:
- Westside Subway Extension Project, Section 2 – $1.3 billion
- Purple Line Extension Project Section 3 – Tunnels
- Purple Line Extension Section 3 Advanced Utility Relocation – $11 million
PLA Hiring Goals
All contractors working on Metro construction projects covered by the PLA and CCP will be required to comply with certain targeted hiring requirements.
The PLA requires 40% participation of construction workers residing in economically disadvantaged areas, 10% participation of disadvantaged workers, and a 20% participation of apprentices.
NOTE: The new Pilot Local Hire Initiative enables Metro to implement local hiring requirements on Federal Transit Administration (FTA) contract opportunities advertised during the four-year pilot period of May 21, 2021 through May 21, 2025.
Therefore, all advertised and awarded projects covered by Metro’s PLA/CCP from the period of May 21, 2021 through May 21, 2025 will be subject to the “LOCAL” hiring requirements as defined below regardless of the funding source.
(Scheduled to resume on new contracts with Federal funds after May 21, 2025 or until further notice)
For projects using Federal Transit Administration (FTA) monies, targeted hiring measures are national in scope and will utilize National Targeted Workers to meet the hiring goals. National Targeted Workers means an individual whose primary place of residence is within an Economically Disadvantaged Area or an Extremely Economically Disadvantaged Area in the United States, or a Disadvantaged Worker.
The Prime Contractor shall ensure that the following targeted hiring requirements are met for each federally funded project subject to the PLA and CCP, as follows:
- A minimum of 40% of all hours of Project Work shall be performed by National Targeted Workers, with priority given to residents of National Extremely Economically Disadvantaged Areas. For any hour of Project for which the Contractor/Subcontractor/Employer/Developer (C/S/E/D) seeks to meet this requirements, the C/S/E/D and Unions must first refer residents of National Extremely Economically Disadvantaged Areas. After Unions and C/S/E/Ds have exhausted the available pool of residents of National Extremely Economically Disadvantaged areas, they may refer any National Targeted Workers.
- A minimum of 10% of all hours of Project Work shall be performed by Disadvantaged Workers.
- A minimum of 20% of total work hours on each project will be performed by apprentices, but the hours performed by apprentices in each individual craft shall not exceed the ratio to journeyman established by the applicable craft union’s Division of Apprenticeship Standards (DAS) approved apprenticeship program. National Targeted Workers will perform 50% of all apprenticeship hours worked on a Project.
For projects that rely 100 percent on local funding, hiring can be targeted to Local Targeted workers, meaning a Local Resident, Community Area Resident or a Disadvantaged Worker whose primary place of residence is within Los Angeles County.
The Prime Contractor shall ensure that the following targeted hiring requirements are met for each non-federally funded project subject to the PLA and CCP, as follows:
- A minimum of 40% of all hours of project work shall be performed by Local Targeted Workers, with priority given to Community Areas Residents. For any hours of Project work for which the (C/S/E/D) seeks to meet this requirement, the C/S/E/D and Unions must first refer Community Area Residents. After Unions and C/S/E/Ds have exhausted the available pool of Community Area Residents, they shall refer any Local Residents from Extremely Economically Disadvantaged areas; when the C/S/E/Ds have exhausted the available pool, they shall refer Local Residents low Economically Disadvantaged areas.
- A minimum of 10% of all hours for Project Work shall be performed by Disadvantaged Workers whose primary place of residence is within Los Angeles County.
- A minimum of 20% of total work hours on each project will be performed by apprentices, but the hours performed by apprentices in each individual craft shall not exceed the ratio to journeyman established by the applicable craft union’s Division of Apprenticeship Standards (DAS) approved apprenticeship standards. Local Targeted Workers will perform 50% of all apprenticeship hours worked on the Project.
Through its Project Labor Agreement and Construction Careers Policy, Metro is striving to diversify the workforce on construction projects to improve access to career opportunities and serve as a catalyst for improving socio-economic status for minorities and women. Although the national average for women in construction is below 3%, Metro’s goal is to exceed the Executive Order 11246 female utilization goal of 6.9%. Metro’s current female participation average is 3.72%.
“Women are a driving force in L.A.’s growth and prosperity — supporting them in the workplace is good for business and good for our economy,” said Los Angeles Mayor and Metro Board Chair Eric Garcetti. “This new incentive program will create a more equitable, inclusive work environment and empower women to pursue careers in the construction industry.”
Metro Board Vice Chair, Los Angeles County Supervisor, Third District Sheila Kuehl stated, “We want to make it clear to all the contractors who work with Metro that increasing female utilization is a Board priority and that we are willing to sit down face to face with them to help them meet this goal.”
“For too long, women have been all but shut out of the construction industry,” said Metro Board Member, Los Angeles County Supervisor, Fourth District Janice Hahn. “There are trained and educated women ready and willing to enter the transportation construction workforce and Metro will reward and encourage the companies that hire them and promote diverse and inclusive workplaces. These are good-paying, middle-class jobs and as we spend billions of dollars to vastly improve our county’s transportation infrastructure, everyone should have equal access to these opportunities.”
To hear from women who have moved beyond a traditional career to build the future for our communities throughout LA County, please watch Women Build Metro Los Angeles.
Women Build Metro LA
Women Build Metro LA is a culmination of community advocates, stakeholders and decision makers, including private and public sectors. Together, we are committed to increasing the ranks of qualified women candidates for apprenticeship and placement with all trades. With our partners and stakeholders, including our Women Build Metro LA Committee, we are passionate about increasing female participation, given that women currently make up less than 3% of the construction trade workforce. We are proud to educate and support women in construction under Metro’s Project Labor Agreement and Construction Careers Policy.
Workforce Disparity Study
Metro’s Diversity and Economic Opportunity (DEOD) staff commissioned a comprehensive Workforce Disparity Study to assess the availability and participation of female workers to contribute to the demand for future infrastructure projects within LA County (the region).
Metro Workforce Disparity Report
Metro Workforce Disparity – Executive Summary
Project Information and PLA/CCP Reports
Pilot Local Hire Initiative Projects
- C1151 Westside Purple Line Ext Section 3 Tunnel Construction Project
- C1120 Westside Purple Line Extension Project – Section 2
- C89664 Harbor Gateway Transit Center Electric Charging Infrastructure
- C1217R Crenshaw/LAX Construction Punch Out Work
- C90552C1220 ESFV Adv Utility Adjustment DWP Power Design
- C77307C1210 Rosecrans/Marquardt Grade Separation
- C72676C1207 1st/Central Eastside Access Improvement Project (EAIP) – Construction
- C1197 Airport Metro Connector Transit Project
- CO988 Crenshaw LAX Transit Corridor – Design/Build
- C59596C1136 Division 20 Portal Widening Turnback Construction
- C60373C1184 Division 20 Traction Power Substation (PWT 2)
- C52151C1169-2 Emergency Security Operations Center (ESOC) Design Build
- C75206C1166 Rail to Rail Active Transportation Corridor Project
- C0980 Regional Connector Transit Corridor – Design Build
- C1101-2 Soundwall #11 Construction
- C1152 Westside Purple Line Extension Section 3 – Station Projects
- C1045 Westside Subway Extension Project, Section 1 – Design Build
For information and documents related to past PLA projects, please contact Angela Scott, Senior DEOD Representative, by calling 213.922.1028.
Targeted Worker Zip Codes
- Alabama – Georgia
- Hawaii – Maryland
- Massachusetts – New Jersey
- New Mexico – South Carolina
- South Dakota – Wyoming
C52151C1169-2 Emergency Security Operations Center
C60373C1184 Div. 20 Traction Power Substation
C1101-2 Soundwall #11 Construction
C1120 Westside Purple Line Extension Project- Section 2
C1151 Westside Purple Line Ext Section 3 Tunnel Construction Project
C1197 Airport Metro Connector Transit Project
C5956C1136 Div. 20 Portal Widening Turnback Construction
Program and Policy
Contractor Resources and Forms
Miguel Cabral, Executive Director
Michael Flores, Interim Director
Angela Scott, Senior Representative