WECA’s Government Relations Director Rex Hime’s natural affinity for his role stems from his passion for advocacy.

“Distilling complex issues into simple and compelling messages, believe it or not, is fun for me. Combining the fact that I truly believe in the cause of fighting for WECA members and merit shop advocacy, along with the amazing staff, membership, and mission that WECA has fostered, gave me the confidence to jump in headfirst, knowing this was the place for me,” says Rex.

Rex joined WECA as the Central Valley Regional Relationship Manager in late 2022 and became WECA’s Government Relations Director in 2023. Prior to WECA, Rex majored in Strategic and Corporate Communication and minored in Political Science at Chapman University and worked as a registered lobbyist and the Vice President of Strategic Communication for the California Business Properties Association for five years.

As WECA’s Government Relations Director, Rex serves as the “eyes, ears, and megaphone of the association at the local, state, and federal levels, representing the interests of WECA membership. Essentially, I manage relationships with federal, state, and local elected officials, regulators, key public policy officials, and influential members of the public. If people are trying to take away your opportunity to work in any way, shape, or form, I will ensure your voice is at the table – because if you’re not at the table, you’re on the menu.”

Rex appreciates many things about working at WECA but particularly appreciates WECA’s member-driven ethos.

“For those of you who have only known WECA when it comes to your association experience, frankly, you are spoiled,” says Rex. “The fact that WECA is truly a member-driven organization drives our success. If members want to make something happen, have a small idea, or a crazy idea, in any branch of work WECA takes part in, the amazing staff always accepts the challenge and gets to work. Our members’ continued involvement in board meetings, public testimony at political meetings, helping with interviews for apprentice intake, among everything else, is a clear sign from membership to staff—you’re not alone, and membership is here to work with staff and help us achieve our goals. Thank you to all the members and staff at WECA who have made my time here a pleasure.”

Rex has accomplished much in his time here at WECA but continually strives ever higher.

“I hope to end the discrimination that persists in the construction industry based solely on affiliation. Every contractor and every worker, regardless of their affiliation, deserves a fair chance to earn a living, provide for their families, and contribute to building our communities. I hope to level the playing field, foster real competition, and ensure that taxpayer dollars are spent wisely and fairly,” says Rex.

Remember Rex’s affinity for advocacy? He takes it seriously. Outside of work, when Rex is not working out or watching sports (specifically the Sacramento Kings), he continues to think of creative ways to promote fair and open competition in the construction industry, even going as far as to promote it on the Jumbotron at a Kings Game at Golden 1 Center.

“Advocacy never ends!”, quips Rex.

Thank you, Rex, for your tireless advocacy for WECA and our membership, and for your ceaseless (and creative!) promotion of fair and open competition in the construction industry. 

Meet WECA Industry Partner Kojo, a Procurement and Inventory Management Platform Tailored for the Construction Industry

Want to Improve Your Company's Procurement Process? Join WECA, Kojo, and Special Guest (WECA Member Contractor Reyff Electric) for "7 Steps to Better Procurement" Webinar on June 5th



 

Kojo, originally founded as Agora Systems in 2018 by CEO Maria Davidson, is a procurement and inventory management platform tailored for the construction industry. The company rebranded to Kojo in 2022 to reflect its expanded focus beyond the electrical trade to encompass all major construction trades, including mechanical, concrete, drywall, roofing, flooring, and self-performing general contractors.

As of 2025, Kojo has powered over 10,000 construction projects across 46 states, helping contractors reduce material costs and waste while improving operational efficiency.

Kojo streamlines the entire materials management process by connecting field teams, purchasing departments, warehouse crews, accounting teams, and vendors on a single platform.

Key features of Kojo’s solutions include:

Procurement Management: Kojo simplifies the procurement process by allowing users to process material orders efficiently, compare pricing and availability across multiple vendors, and place field requests via a mobile app.

Inventory Management: The platform provides real-time visibility into warehouse inventory, enabling contractors to track materials, manage stock levels, and streamline the distribution of materials to job sites.

Operations Optimization: Kojo offers automated insights into material spending and team ordering behaviors, facilitating better business planning, cost savings, and increased labor efficiency.

Accounting Integration: Kojo integrates seamlessly with accounting systems, ensuring accurate tracking of material costs and simplifying financial processes.

By consolidating these functions, Kojo enhances operational efficiency, reduces material waste, and improves overall project profitability for contractors.

Kojo distinguishes itself from its competitors with the following solutions and features:

Mobile-Friendly: Kojo has a mobile app that allows field teams to request materials directly from their phones, improving convenience and responsiveness on-site.

Vendor Comparison: Kojo allows users to compare pricing and availability from multiple vendors, helping contractors secure the best deals and avoid overpaying for materials.

Accounting Integrations: Kojo integrates seamlessly with accounting systems, streamlining the reconciliation of invoices and POs and reducing manual errors.

Comprehensive All-in-One Platform: Kojo provides a full suite of procurement, inventory, and project management tools, reducing the need for contractors to use multiple software systems.

As a new industry partner of WECA, Kojo is excited to help WECA’s electrical contractor members streamline and modernize their operations. Kojo helps get their materials to the field faster, eliminate waste, and improve their bottom line—all while providing more control and visibility over their operations.

Using Kojo Reduces Material Spend—Yielding a 4% Savings on Overall Material Costs

o  Gain a transparent and connected material workflow

o  Make the best decision on where to buy your parts

o  Mitigate risks of human error in your procurement process

Using Kojo Eliminates Waste—Yielding a 90% Reduction in Material Waste

o  Do more with the people you have by removing tedious tasks

o  Stop over-ordering materials because of poor communication

o  Leverage your investment in your warehouse, tools, and prefab

Kojo Helps Contractors Support the Field—Yielding 4 Hours Saved Each Week by Foremen

o  Instant collaboration between the field and everyone lese

o  Make sure projects have the right materials at the right time

o  Keep field teams building, not playing phone tag with the office

Kojo and WECA share goals such as driving innovation and improving efficiency across the electrical industry.

To that end, Kojo will offer 10% off of the first-year contract for new WECA Member Contractor customers.

WECA Member Contractors who would like to partner with Kojo should reach out to Alex Harmon at alex.harmon@usekojo.com to learn more about Kojo. Additionally, WECA Member Contractors can learn more about Kojo here. 

------------------------------
 

7 Steps to Better Procurement

A WECA-Hosted Webinar Featuring Industry Partner Kojo

with Special Guest WECA Member Reyff Electric

June 5, 2025 at 12 PM PST


 

Good material procurement keeps a business operating, but great procurement allows a contractor to:

• Outperform their competition
• Grow their top-line revenue at scale
• Withstand unforeseen changes in pricing and availability
• Complete more work with less overhead
• Reduce risk of errors and job delays

After interviewing thousands of contractors, Kojo identified seven steps that businesses with an efficient procurement process typically follow.

In this webinar, Kojo will present the '7 Steps to Better Procurement', breaking down each crucial step and discussing common inefficiencies and opportunities.

In addition, Heath Coppock, Project Engineer for WECA Member Contractor Reyff Electric, will provide real-world examples on how his company made improvements to streamline their procurement processes.

Maria Davidson is the CEO and Founder of WECA Industry Partner Kojo, construction's leading materials management software. Before Kojo, Maria helped build 8VC, a venture fund with over $3.5 billion in assets under management, and spent time as an investment banker at Goldman Sachs. She holds a BA from Oxford University. Maria has been selected to the Forbes 30 Under 30 list and named one of Inc. Magazine's Top 100 Female Founders.

Register today to join us online on June 5th at 12 PM PST for this informative webinar.

This webinar is free for WECA Member Contractors and their employees--it's included in the WECA Member Benefits package.

Register here

The California Labor Commissioner's Office (LCO) is responsible for enforcing the California Labor Code, including compliance with newly enacted or amended laws. This letter seeks to inform and ensure that employers understand their legal requirements and potential consequences for noncompliance with California state law. Each of these provisions are effective as of January 1, 2025.

California's New Minimum Wage Effective January 1, 2025

The minimum wage in California, effective January 1, 2025, is $16.50 per hour for all employers, regardless of employee headcount. "Fast food restaurant" employers and certain health care employers have a higher minimum wage. Get more information regarding the applicable minimum wage here.

Repeal of Special Minimum Wage for Persons with Disabilities

In 2022, Senate Bill (SB) 639 went into effect, ending California's participation in the federal subminimum wage program for persons with disabilities under Labor Code sections 1191 and 1191.5. Labor Code section 1191 allowed the Labor Commissioner to issue a one-year license to a person with a disability, authorizing employment at a wage less than the legal minimum wage. Labor Code section 1191.5(a) allowed the Labor Commissioner to issue a license to a nonprofit organization, e.g., a sheltered workshop or rehabilitation facility, to employ workers at a special minimum wage. As a result of SB 639, effective January 1, 2025, Labor Code section 1191 is inoperative, and Labor Code section 1191.5 is repealed. Beginning January 1, 2025, an employee with a disability shall not be paid less than the legal minimum wage required or the applicable local minimum wage ordinance, whichever is higher.

California Worker Freedom from Employer Intimidation Act

SB 399 enacted Labor Code section 1137, which prohibits an employer from subjecting, or threatening to subject, an employee to discharge, discrimination, retaliation, or any other adverse action because the employee declines to attend an employer-sponsored hearing held for the purpose of communicating the employer's opinion regarding political or religious matters, or affirmatively declines to participate in, receive, or listen to any communications from the employer or its agents or representatives on the same topics. An employee working at the time of a meeting who elects not to attend the meeting shall continue to be paid while the meeting is held. In addition to any other remedy, an employer who violates this section shall be subject to a $500 civil penalty. The Labor Commissioner may enforce this section, and any employee who has suffered a violation may also bring a civil action for damages and injunctive relief.

Labor Code section 1137 expressly does not prohibit the following:

• An employer from communicating to its employees any information that the employer is required by law to communicate.
• An employer communicating any information that is necessary for those employees to perform their job duties.
• An institution of higher education from meeting with or participating in any communications with its employees that are part of coursework, any symposia, or an academic program at that institution.
• A public entity employer from communicating to its employees any information related to a policy of the public entity or any law or regulation that the public entity is responsible for administering.

Additionally, Labor Code section 1137 does not apply to:

• A religious corporation, entity, association, educational institution, or society that is exempt from the requirements of Title VII of the Civil Rights Act of 1964 or is exempt from employment discrimination protections of state law requiring employees who perform work connected with the activities undertaken by that religious corporation, entity, association, educational institution, or society to attend employer-sponsored meetings or to participate in any communications with the employer, the purpose of which is to communicate the employer's speech on religious matters.
• A political organization or party requiring its employees to attend an employer-sponsored meeting or to participate in any communications with the employer, the purpose of which is to communicate the employer's political tenets or purposes.
• An educational institution requiring a student or instructor to attend lectures on political or religious matters that are part of the regular coursework at the institution; and to a nonprofit, tax-exempt training program requiring a student or instructor to attend classroom instruction, complete fieldwork, or perform community service hours on political or religious matters as it relates to the mission of the training program or sponsor.
• An employer requiring employees to undergo training to meet the employer's legal obligations, including obligations under civil rights laws and occupational safety and health laws; or to a public employer holding a new employee orientation or a provider holding an orientation.

Expanded Use of Paid Sick Leave for Agricultural Employees

Labor Code section 246.5(a)(3) now provides that agricultural employees who work outside and who qualify for paid sick days may use paid sick days to avoid smoke, heat or flooding created by a local or state emergency, including when the employee's worksite is closed due to the smoke, heat, or flooding conditions. This provision was added due to the passage of SB 1105 and Assembly Bill (AB) 2499.

Alignment of LCO's Claims Period against Public Works Performance Bonds

AB 2705 amended Labor Code section 1743 to provide that the limitations period for the Labor Commissioner to sue on a payment bond be governed by the 18-month limitations period in Labor Code section 1741 and the tolling provisions in Labor Code section 1741.1., as opposed to the 6-month limitations period in Civil Code section 9558.

Expansion of Victims of Crime Protections and Transfer of Jurisdiction to CRD

AB 2499 expanded and strengthened protections for victims of crime. AB 2499 moved the protections under Labor Code sections 230 and 230.1 to the Government Code as part of the Fair Employment and Housing Act (FEHA) enforced by the Civil Rights Department (CRD). Labor Code sections 230.2 and 230.5 protections for crime victim's time off remain under the LCO's jurisdiction and were not impacted by the bill. LCO will also continue to handle paid sick leave claims for victims and family members of victims under Labor Code section 246.5, which has been updated to reference the new Government Code section.

Whistleblower Protections: Model List of Rights and Responsibilities

AB 2299 required the LCO to develop a model list of employees' rights and responsibilities under existing whistleblower laws for employer use to meet existing posting requirements. The LCO developed a model list that complies with the requirements of Labor Code section 1102.8(a), whistle blower posting, which is now available on our website. An employer shall be deemed in compliance with the posting requirement if the employer posts the model list developed by the LCO.

Please reach out to our Business Engagement Program if you have questions or are interested in having our team provide a presentation on employers' legal obligations. Inquiries and requests should be sent to MakeItFair@dir.ca.gov.

WECA's Apprenticeship Workforce Development Recruiter and Outreach Specialist, Brandon Drew, continued his steady schedule of college and career fairs in April with three visits to Sacramento-area high schools/events.

• Sheldon High School in Elk Grove on April 16th
• Elk Grove Unified School District's event on April 17th
• Foresthill High School in Foresthill on April 29th

As always, Brandon engaged high school students and staff alike about WECA's apprenticeship programs and discussed the benefits of enrolling in WECA's apprenticeship programs. Brandon also had students spin WECA's prize wheel for the chance to win prizes.

With the end of the school year approaching, Brandon looks forward to enjoying a slightly calmer outreach season during the summer, but eagerly anticipates performing outreach again in the fall!

Join WECA and Cook Brown, LLP for a Two-Part Webinar Series on Prevailing Wage and Skilled and Trained Workforce

Part 1 (Prevailing Wage) on Jun. 17

Part 2 (Skilled and Trained Workforce) on Jun. 19

Free for WECA Members and Their Employees. All Others $95.

Join Cook Brown Partner Carrie Bushman June 17th for Part 1 of a two-part webinar series on Prevailing Wage and Skilled and Trained Workforce. Part 1 will cover Prevailing Wage, including:

• Identifying and understanding the wage determination applicable to your project
• Taking credit for employer-provided fringe benefits
• Record-keeping
• Apprenticeship compliance
• Enforcement

Register today to join us online on June 17th, from 8:30 to 11:30 AM, for Part 1 of this informative webinar series.

This webinar is free for WECA Member Contractors and their employees. All others are $95/registration.

Register for the June 17th webinar here!

Join Cook Brown Partner Carrie Bushman for Part 2 of a two-part webinar series on June 19th. Part 2 will focus on Skilled and Trained Workforce, where Carrie will discuss:

• Recognizing to which types of projects Skilled and Trained Workforce requirements apply
• Understanding apprentice graduation requirements
• Compliance and enforcement

Register today to join us online on June 19th, from 8:30 to 9:30 AM, for Part 2 of this informative webinar series.

This webinar is free for WECA Member Contractors and their employees. All others are $95/registration.

Register for the June 19th webinar here!

This year, WECA invites our Member Contractors to join us virtually for our second annual 22 push-up challenge contest to raise awareness for veteran suicide prevention. As you may know, an alarming number of veterans struggle with post-traumatic stress disorder (PTSD) after serving our country. This challenge is a way to honor their sacrifice and show support while bringing attention to this critical issue. 

WECA employees (and onsite apprentices!) will also participate in the challenge from their respective locations. 

If you and/or your employees would like to participate, please join us on Zoom on May 29th at 10:30 AM. 

If you are unable to perform push-ups, you and/or your employees can still participate by counting others' push-ups or just by being present to show your support for our veterans. 

Let's come together to raise awareness for this critical issue and help those who have served our country. 

Meet us online and enter the following meeting ID: 874 4437 9013 if necessary.

Content courtesy of SURGE

Dear Contractor,

This is a friendly reminder that certified payrolls are due biannually to SURGE on July 1st and December 31st of each year. These are the reporting periods:

July 1st, 2025: December 1st-June 30th

December 31st, 2025: July 1st-November 30th

Important things to keep in mind when submitting payrolls:

• You can submit more frequently than the biannual deadlines (weekly, monthly, etc.).
• If you are submitting final payrolls, be sure to label them as such on the submission.
• If you have non-performance weeks, be sure to submit a Statement of Non-Performance form.
• Make sure you are using the DIR A-1-131 payroll reporting form or another similar reporting form with the required information.
• Ensure that any subcontractors on your project have also submitted their certified payrolls. The prime will be contracted regarding any non-compliant subcontractors.
• If you have added or removed any subcontractors from your project, make sure to update your project registration to keep your records up-to-date in our system.

If you have any questions, please visit the SURGE website and view our FAQ page to see if your question has already been answered.

If you need further assistance, please contact us at info@cpucsurge.org or 1-800-549-2143.

Thank you,

The SURGE Team

Content courtesy of Chamber Business News

Governor Katie Hobbs and the Arizona Office of Economic Opportunity (OEO) announced that the BuildItAZ Apprenticeship Initiative has successfully connected nearly 3,000 Arizonans with apprenticeship opportunities in the construction industry. The announcement also included the release of more than $1 million in new grants to expand training programs and the launch of the largest round of BuildItAZ funding to date.

The BuildItAZ Apprenticeship Initiative was launched in 2023 to address the growing demand for skilled construction workers. Arizona is projected to need an additional 20,000 construction workers by 2030, according to Talent Ready AZ. Since the initiative’s start, the number of active construction and trades registered apprentices in Arizona has grown from 4,350 to 7,252, with the goal of reaching 8,700 by the end of 2026.

“Together, with industry-led registered apprenticeship programs, we’ve expanded capacity of high-quality programs with state workforce development funding and connected thousands of Arizonans with earn-while-you-learn career pathways that are jobs from day one with competitive wages, and a nationally recognized credential,” OEO Director Carlos Contreras said. “Next, we plan to meet the critical 2026 goal by continuing to invest in apprenticeship capacity and launching a new outreach campaign to reach and inspire the builders across the state who could be future carpenters, laborers, electricians, superintendents and pipefitters.”

The newly announced grants will support seven construction and trades registered apprenticeship programs across the state. The second-round grant recipients are:

• Arizona Chapter Associated General Contractors of America, Inc. Apprenticeship Trust Fund
• Boilermakers Local 627
• Laborer’s Training School and Retraining Trust Fund
• Phoenix Electrical Joint Apprenticeship and Training Committee
• Sundt Construction
• Tucson Electrical Joint Apprenticeship and Training Program
• Western Electrical Contractors Association Inc.

Funding from the BuildItAZ initiative, including the $650,000 awarded in the first round last year, focuses on recruiting and retaining apprentices. It supports wrap-around services such as childcare and transportation assistance, program tuition, tools, boots, textbooks, and essential training equipment. These resources aim to eliminate barriers to employment and expand capacity in existing apprenticeship programs.

“Tucson Electrical Apprenticeship currently serves 175 active apprentices across Pima County, Cochise County, Greenlee County, Yuma County, Graham County, Pinal County and even as far as west of La Paz County,” said Tucson Electrical Apprenticeship Training Director Karen King. “The apprenticeship program is committed to creating pathways to enter the skilled trades. With the rapid growth of the construction sector in Arizona, this expansion is essential to fill the workforce gap and ensure the supply of qualified electricians in the state.”

In addition to the grant awards, Hobbs announced a third round of BuildItAZ funding totaling $3 million—the initiative’s largest single investment yet. This funding is intended to further the state’s commitment to growing a strong, industry-led construction workforce.

“This BuildItAZ grant is a significant enhancement for Sundt’s workforce development initiatives in Arizona,” said Sundt Construction Senior Vice President and Chief Human Resources Officer Nicole Calamaio. “These funds will expand apprenticeship opportunities, empower more women to enter the construction industry, and provide Spanish-speaking residents in Maricopa County with accessible training and career pathways. This investment strengthens our commitment to build a diverse, skilled workforce that reflects the communities we serve.”

This spring, OEO will also launch a BuildItAZ multimedia outreach campaign designed to inspire more Arizonans, especially women, to pursue careers in construction. The campaign will use digital media and community engagement to promote construction as a stable, well-paying career path and to increase participation in apprenticeship programs.

BuildItAZ is funded by workforce grants through the Office of Economic Opportunity. For more information about the initiative visit BuildItAZ.az.gov.

WECA Commercial Electrical Apprentice Wesley Hornich spoke to WECA, discussing how he appreciates the opportunity to build America and how his passion for the trades translates into a fulfilling career in his community.

"What really took me and kept me in electrical was the fact that I'm directly helping my community and I'm able to go and build America," says Wesley.

Wesley also shared his gratitude for his employer, Bill Sharp of WECA Member Contractor Sharp Electric, saying "I ended up with a good company that wants to put their guys through school and educate them and make sure they're a well-rounded, skilled electrician. You owe that company that put you through school ... Bill put me through this. I owe Bill a little bit of something. And I'm going to give him that."

Thank you for sharing your passion for your apprenticeship experience and the electrical industry with us, Wesley!

Content courtesy of Rex Moore:

"Rex Moore was in the house -- literally in the State Capitol, representing apprentices across California at the Senate floor session. We watched with pride as SCR 55 was passed by the Senate, officially designating April 27th - May 3rd as Apprentice Week in California. Our apprentices are the lifeblood of our company, shaping who we are today with their dedication and tenacity, and truly deserve this recognition. A sincere thank you to Western Electrical Contractors Association, Inc. for providing exceptional curriculum, state-of-the-art labs, and relentless advocacy, ensuring our apprentices are the most skilled and knowledgeable in the state. Join us in celebrating the remarkable achievements of Apprenticeship Week in California!"

WECA Industry Partner Simpro Hosting "Unlocking Productivity: Strategies to Transform Your Operations" Webinar on May 21st at 1 PM

Learn Actions and Insights to Fuel Field Services Growth

Content Courtesy of WECA Industry Partner Simpro

Content courtesy of Simpro

In today's fast-paced business environment, operational inefficiencies can cost organizations valuable time and resources. This webinar dives deep into the core challenges hindering productivity and offers actionable strategies to streamline processes, enhance collaboration, and maximize outcomes.

What you'll learn:

• Productivity challenges across industries
• Strategies for operational efficiency
• The role of technology in driving productivity
• Case studies and best practices

This webinar is perfect for professionals looking to enhance their operational efficiency and achieve lasting results.

Register now

Content courtesy of SURGE

Have questions about AB 2143 and certified payroll submission? The SURGE Program is here to help! We've compiled a list of some of our most frequently asked questions for easy access. Check them out below:

What is defined as a Public Works Project under AB 2143?

• Under AB 2143/PUC 769.2, public works projects are described as follows:

§ Notwithstanding paragraph (1) of subdivision (a) of Section 1720 of the Labor Code, construction of any renewable electrical generation facility, and any associated battery storage, after December 31, 2023, that receives service pursuant to the standard contract or tariff developed pursuant to Section 2827.1, shall constitute a public works project for purposes of Article 2 (commencing with Section 1770) of Chapter 1 of Part 7 of Division 2 of the Labor Code, except as specified in subdivision (f). This section does not apply to a project that is a public work, as defined in Section 1720 of the Labor Code, and that is subject to Article 2 (commencing with Section 1770) of Chapter 1 of Part 7 of Division 2 of the Labor Code. See here for full text.

• For further context, of the definition of a public works project outside of the AB 2143/PUC 769.2 regulations, please consult Section 1720 definition of public works.

Are contractors required to submit certified payroll reports to the DIR (in addition to SURGE)?

• Yes. Pursuant to the applicable labor code provisions referenced in AB 2143 and PUC 769.2, contractors are required to upload certified payroll reports to the DIR via the eCPR portal. The DIR payroll submission is required in addition to the requirement that copies of certified payroll be uploaded to teh SURGE Compliance Portal by July 1st and December 31st. See Frequently Asked Questions about Prevailing Wage here.

How do I know what wage determination to use for these projects?

• Prevailing wage rates depend on the scope of work, location of the project, and bid advertised date of the project and can be found here.
• Per the Public Works Manual Section 3.2.4, if an awarding body does not advertise the public works project for bid, other benchmark events, including the first written memorialization of the agreement concerning the public works elements of project or the contract governing the award of public funds will be utilized instead.
• You may also visit the DIR's FAQ Page for more information on determining the prevailing wage rates.

Didn't see your question on the list? Check out our FAQ page on the SURGE website for a full list of all our frequently asked questions.

If you need further assistance, please contact the SURGE Support Team at info@cpucsurge.org or 1-800-549-2143.

WECA California Member Contractors: You Can Utilize WECA's Student Referral Service to Find Eager-to-Work Electrician Trainees in Your Area

Are you looking to hire Electrician Trainees? We have individuals throughout California, currently getting top-notch educations in WECA's Electrician Trainee Certificate Program, looking to get referred to a WECA Member Contractor through our Student Referral Service!

Electrician Trainees currently enrolled in the WECA ET Program are available for work in the following counties:

• Butte
• Contra Costa
• El Dorado
• Fresno
• Kern
• Los Angeles
• Madera
• Mendocino
• Merced
• Monterey
• Nevada
• Orange
• Placer
• Riverside
• Sacramento
• San Bernardino
• San Diego
• San Francisco
• San Joaquin
• Santa Cruz
• Sonoma
• Stanislaus
• Tulare
• Tuolumne
• Yuba

WECA's Student Referral Service is a complimentary for our Member Contractors job referral service that introduces our current Electrician Trainee, Journeyperson, and WECA-grad job seekers to Member Contractors in order to help Members meet their staffing needs.

This service provides additional customer service by having WECA staff supply you with hands-on referrals. In other words--we take some of the hard work off your plate! The Student Referral Service refers employees to you, and you hire them directly.

To receive referrals from WECA's Student Referral Service TODAY, please call the WECA Client Services Team at (877) 444-9322.

California Business & Industrial Alliance (CABIA) Hosting PAGA Prevention and Penalty Reduction Webinar on May 15th at 10 AM

Content Courtesy of CABIA


 

CABIA is hosting a PAGA Prevention and Penalty Reduction Webinar on May 15th.

Join us at 10:00 am for an hour to learn more on how you can prevent being a victim of PAGA and proactive steps you can take to significantly reduce penalties if you do get a PAGA notice.

Please send an email to maria@cabia.org to sign up.

Kojo, originally founded as Agora Systems in 2018 by CEO Maria Davidson, is a procurement and inventory management platform tailored for the construction industry. The company rebranded to Kojo in 2022 to reflect its expanded focus beyond the electrical trade to encompass all major construction trades, including mechanical, concrete, drywall, roofing, flooring, and self-performing general contractors.

As of 2025, Kojo has powered over 10,000 construction projects across 46 states, helping contractors reduce material costs and waste while improving operational efficiency.

Kojo streamlines the entire materials management process by connecting field teams, purchasing departments, warehouse crews, accounting teams, and vendors on a single platform.

Key features of Kojo’s solutions include:

Procurement Management: Kojo simplifies the procurement process by allowing users to process material orders efficiently, compare pricing and availability across multiple vendors, and place field requests via a mobile app.

Inventory Management: The platform provides real-time visibility into warehouse inventory, enabling contractors to track materials, manage stock levels, and streamline the distribution of materials to job sites.

Operations Optimization: Kojo offers automated insights into material spending and team ordering behaviors, facilitating better business planning, cost savings, and increased labor efficiency.

Accounting Integration: Kojo integrates seamlessly with accounting systems, ensuring accurate tracking of material costs and simplifying financial processes.

By consolidating these functions, Kojo enhances operational efficiency, reduces material waste, and improves overall project profitability for contractors.

Kojo distinguishes itself from its competitors with the following solutions and features:

Mobile-Friendly: Kojo has a mobile app that allows field teams to request materials directly from their phones, improving convenience and responsiveness on-site.

Vendor Comparison: Kojo allows users to compare pricing and availability from multiple vendors, helping contractors secure the best deals and avoid overpaying for materials.

Accounting Integrations: Kojo integrates seamlessly with accounting systems, streamlining the reconciliation of invoices and POs and reducing manual errors.

Comprehensive All-in-One Platform: Kojo provides a full suite of procurement, inventory, and project management tools, reducing the need for contractors to use multiple software systems.

As a new industry partner of WECA, Kojo is excited to help WECA’s electrical contractor members streamline and modernize their operations. Kojo helps get their materials to the field faster, eliminate waste, and improve their bottom line—all while providing more control and visibility over their operations.

Using Kojo Reduces Material Spend—Yielding a 4% Savings on Overall Material Costs

o  Gain a transparent and connected material workflow

o  Make the best decision on where to buy your parts

o  Mitigate risks of human error in your procurement process

Using Kojo Eliminates Waste—Yielding a 90% Reduction in Material Waste

o  Do more with the people you have by removing tedious tasks

o  Stop over-ordering materials because of poor communication

o  Leverage your investment in your warehouse, tools, and prefab

Kojo Helps Contractors Support the Field—Yielding 4 Hours Saved Each Week by Foremen

o  Instant collaboration between the field and everyone lese

o  Make sure projects have the right materials at the right time

o  Keep field teams building, not playing phone tag with the office

Kojo and WECA share goals such as driving innovation and improving efficiency across the electrical industry.

To that end, Kojo will offer 10% off of the first-year contract for new WECA Member Contractor customers.

WECA Member Contractors who would like to partner with Kojo should reach out to Alex Harmon at alex.harmon@usekojo.com to learn more about Kojo. Additionally, WECA Member Contractors can learn more about Kojo here. 

This past weekend, WECA attended the SkillsUSA California State Leadership and Skills Conference at the Ontario Convention Center in Ontario, CA, to lead the judging of the electrical construction wiring competition.

SkillsUSA plays a vital role in bridging the skills gap by preparing students for successful careers in essential trades and technical fields. This competition event helps students hone their skills and abilities and provides a platform for them to demonstrate their abilities.

WECA Apprenticeship Curriculum Developer and Instructor Neil Pesarillo served as the head judge of the electrical wiring competition, while WECA Director of Apprenticeship Training and Facilities John Berkhoel and WECA Commercial Electrical Apprenticeship instructor Sebastian Caparelli were also on hand to support and judge the Electrical Station.

"The event was high-energy and impressive, as competitors demonstrated their knowledge and skills in electrical construction wiring," said John.

WECA's always thrilled to help out at the SkillsUSA California State Leadership and support youth workforce development at every opportunity!

WECA thanks journalist Al Petrillo of The Electric Times for profiling WECA Arizona's Women in Construction Week 2025 Open House--which included a panel of women working in Arizona's commercial electrical industry, comprised of current WECA Arizona apprentice Solei Donahue, recent WECA Arizona apprenticeship graduate Shannon Denetsosie, and two employees of WECA Arizona member contractors (Arlev Oquendo-Boscan of Corbins and Ashley Whelihan of K2 Electric)--in their April 2025 issue. 

In the article, Heath Anderson, WECA Arizona's Outreach and Workforce Development Specialist, is quoted as saying "The support of our partners is just as important as the efforts of our members in providing a quality view of the opportunity that awaits women who would like to become tomorrow's electricians. We deeply appreciate Corbins, K2 Electric, and PCL Construction for having staff on hand to speak to our guests about working in our trade. Several guests have already put in applications for apprenticeship with a few of our members. Hopefully, the coming years will see a greater number of women helping build the Arizona we want."

Read the full article

WECA loves seeing our alumni in the news! Phoenix radio station KJZZ 91.5 highlighted the Arizona Department of Economic Security's first registered Apprenticeship Summit, which featured a speech from recent WECA Arizona Commercial Electrical Apprenticeship graduate Shannon Denetsosie.

"The entire time I was in that apprenticeship, it boosted my confidence. So now I'm at a position to where I provide for my own family, even as a single mom. While you're in school, you're paid while you're in school. So nothing to worry about," said Shannon.

Shannon also shared that graduating from WECA has given her the opportunity to pursue promotions that she would not have considered applying for before.

Thank you, Shannon, for representing WECA excellence and championing the merits of the WECA Arizona Commercial Electrical Apprenticeship program!

Read KJZZ 91.5's coverage of the event.

This self-paced online course is for students who want to study for the California Fire Life Safety Technician certification exam at their own pace.

?Informative presentations help guide students through the National Electrical Code (NFPA 70) as well as the National Fire Alarm and Signaling Code (NFPA 72). It is meant for individuals almost ready to take the exam.

It is also suitable as journeyman electrician continuing education for those looking to further their knowledge in the area of Fire/Life Safety.

Much of the class is dedicated to sample testing similar to state exams. It focuses on practical research by the students to find the answers to code questions rather than instruction by lecture.

Learning how to effectively subject index exam questions, whether located in the NFPA 70 or the NFPA 72, will help students to:

• Effectively find the answers to any exam question
• Improve exam-taking speed
• Gain a greater understanding of their field

Course Lessons Include:

• Subject Indexing In the NFPA 70
• Review of Several Key NEC Articles
• Subject Indexing In the NFPA 72
• Review of NFASC Articles
• Review of the CAL/OSHA Pocket Guide for the Construction Industry
• Ohms Law Review
• Kirchhoff's Law Review
• Review of Symbols and Diagrams
• Photovoltaic Systems with Backup Power

Total class hours available: 32

Standard Tuition Fee: $279

Encourage your employees to enroll in the recently-updated Fire Life Safety Exam Preparation and Code Refresher course!

This April 30th, WECA is celebrating National Apprenticeship Day 2025 with an Open House event from 2:30 to 4:30 PM at our Sacramento Apprenticeship Training Facility! Encourage your employees to join us for this fun and informative April event that just might be their first step into their future career!

At this WECA Apprenticeship Programs Open House, attendees will:

• Learn more about WECA's three state and federally-approved Electrical (Commercial Electrical and Residential Electrical) and Low Voltage (Sound and Communications Installer-Voice Data Video and Fire Life Safety) Apprenticeship programs
• Tour the facility
• See lab demos
• Meet WECA instructors and staff
• Get their individual questions answered
• Learn about the application process
• And more!

This self-paced intermediate residential electrical course will help your team members to comprehensively understand a Battery Energy Storage System (BESS), including installation and commissioning. While there are many Energy Storage Systems (ESS), this course will focus on rechargeable batteries, specifically Lithium-Ion.

Course Outcomes Include:

• Students will be able to identify the required equipment for a residential BESS.
• Students will be able to explain National Electrical Code requirements applicable to a BESS.
• Students will simulate a residential BESS's correct equipment layout and conduit sizing requirements.
• Students will be able to identify safety procedures and required steps applicable to installing and commissioning a BESS.

Total class hours available: 16

Standard tuition fee: $199

WECA Member Contractor discounts apply! (Call us at 1-877-444-9322 if you'd like to learn more about that.) Or, if you're already set up:

Enroll your team in Self-Paced Residential Battery Energy Storage Systems today!

And watch for Commercial BESS, coming soon!

This April 30th, WECA is celebrating National Apprenticeship Day 2025 with an Open House event from 2:30 to 4:30 PM at our Sacramento Apprenticeship Training Facility! Please encourage your employees to join us for this fun and informative April event that just might be their first step into their future career!

At this WECA Apprenticeship Program Open House, your employees will:

• Learn more about WECA's three state and federally-approved Electrical (Commercial Electrical and Residential Electrical) and Low Voltage (Sound and Communications Installer-Voice Data Video and Fire Life Safety) Apprenticeship programs
• Tour the facility
• See lab demos
• Meet WECA instructors and staff
• Get their individual questions answered
• Learn about the application process
• And more!

Please encourage your employees to pre-register for the event ahead of time to secure their spot, but we will also accept walk-ins on the day of the event if space allows. Pre-registration will allow them to receive event reminders and updated event information.

Apprenticeship means they get paid to learn. It's a path to a great, skilled career, without having to take on any college debt.

Please encourage your employees to RSVP here for the WECA Sacramento Open House!

March was a busy but productive month for Brandon Drew, WECA's Apprenticeship Workforce Development Recruiter and Outreach Specialist!

Brandon conducted outreach with high school students at the following Sacramento-area high schools: Marysville High School in Marysville, Natomas High School in Sacramento, and Twelve Bridges High School in Lincoln. Also joining Brandon at Twelve Bridges' third-annual High School and College Career Fair was WECA Member Contractor K S Telecom!

We can't wait to see where Brandon goes in April!

Heath Anderson, who handles our outreach efforts in Arizona, has some upcoming events on the docket as well!

For WECA and our longtime Commercial Electrical Apprenticeship instructor Zach Wallace, it’s not only a heartfelt goodbye and thank you—but also a “see you soon”!

Zach Wallace clocked out from teaching WECA Commercial Electrical Apprenticeship full-time on March 31st, after 19 total years with WECA (with two years first spent teaching for the Electrician Trainee Program and then seventeen years spent teaching for the Commercial Electrical Apprenticeship Program). However, Zach will continue to teach part-time for WECA's GetWired program, so luckily for all of us and our students, we haven't seen or heard the last of him!

During his tenure with WECA, Zach has been a devoted and popular instructor and an instrumental part of the WECA family. The mark he has left on WECA is indelible—but it seems that WECA left a positive lasting mark on him, too.

“While working at WECA, I learned how to overcome my fear of public speaking,” Zach recalled. “Not only that, but WECA taught me how to have a career and not just a job. I can honestly say I’ve lived a dream.”

Zach’s favorite aspects of his career were the countless opportunities to train and educate the future electrical workforce and being part of the WECA team.

“The service that we provide is awesome. But for me, helping students get something that is important to them and seeing them start out untrained and five years later noticing the growth that has taken place in them—and for me to have been a small piece of that—is really satisfying.”

“The staff,” Zach continued, “is like family. People here are so supportive and genuinely care to help in any way they can. I would not have had the success that I’ve had if it wasn’t for all of you.”

With tenure and retirement comes wisdom—which Zach has in spades.

“I would like to say to my colleagues, laugh, have fun, and learn as you go. Even from the students. Everyone has something to offer in this educational system,” Zach said.

“My parting advice for apprentices is, you are our future electricians. Never forget when you started and what that felt like. You will become the trainers and leaders in this industry. Treat your apprentices the way you would want to be treated,” Zach advised.

For Zach, “retirement” is a hard word to grasp. “Let’s call it the next chapter,” Zach says instead. “I want to say I am turning the page. I am planning on doing a little electrical work for myself. Thinking about getting a real estate license. Just to name a few. But I don’t really know yet. I want to restore an old car or maybe just sit on the porch and drink lemonade all day…not! Maybe some hunting and fishing. (Zach is moving to Alabama.) The list goes on and on…”

Zach, your next chapter sounds incredible, and we are confident that you will nail it! We thank you for all of your hard work, dedication, and contributions to the WECA family over the years, and are glad that current and future classes of GetWired program students will get to enjoy having you as their instructor for a bit longer. 

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We celebrated Zach and his contributions to WECA at a semi-retirement gathering at WECA's Sacramento Training Facility on March 31st!

During the gathering, onsite and remote colleagues alike feted Zach with a retrospective slideshow and delicious cake!

WECA's Summer 2025 (Jul-Sep) course catalog is now available on our website for your Electrician Trainees and Journeypersons to enroll in.

Encourage your employees to enroll as soon as they can--instructor-led classes always fill quickly! (And as always, there are plenty of self-paced online options, too.)

Share the Electrician Trainee course catalog

Share the Continuing Education course catalog

Your employees can also enroll over the phone at (877) 444-9322, in person at our Sacramento-area Training Facility, or by email at info@goweca.com.

We've got an open invitation to electrical contractors to come tour a WECA Training Facility and see firsthand why WECA's apprenticeship and training programs and contractor member benefits and services have been called the "best in the West"!

Arrange your tour today

WECA is pleased to congratulate WECA Arizona Member Contractors Corbins, K2 Electric, and SECON for making the Phoenix Business Journal's Largest Phoenix-Area Electrical Contractors list!

Congratulations, everyone, on this achievement!

See the full list here.

WECA Arizona hosted a Women in Construction Week 2025 open house in support of Women in Construction Week 2025 at our Phoenix Training Center/Arizona Headquarters on March 6.

The open house, which celebrated women in construction and educated attendees on the merits of WECA Arizona's Commercial Electrical Apprenticeship program, hosted attendees including secondary and post-secondary students, individuals pursuing career transitions, Phoenix-area electrical contractors and Phoenix-area community partners, educational partners and policy makers.

The highlight of the open house was a panel comprised of women from the apprenticeship and administrative sides of Phoenix's electrical industry. Participating in the panel were Shannon Denetsosie, WECA Arizona's first woman Commercial Electrical apprentice graduate and employee of WECA Arizona member contractor Corbins; Solei Donahue, a first-year WECA Arizona Commercial Electrical apprentice who works for Corbins; Arlev Oquendo-Boscan, a Quality Assurance Quality Control Inspector for Corbins and Ashley Whelihan, who works in Business Development for WECA Arizona Member Contractor K2 Electric.

The panel members provided insight into their reasons for working in the electrical industry and the rewards and challenges of doing so, and shared advice with attendees considering pursuing careers in the electrical industry.

Shelly Seitz, a program manager for Grand Canyon University's Center for Workforce Development, and Kate Glantz, the co-founder of Move Over Bob, a tradeswoman-led media and lifestyle brand, also attended the open house.

"The support of our partners is just as important as the efforts of our members in providing a quality view of the opportunity that awaits the women who would like to become tomorrow's electricians," said Heath Anderson, WECA Arizona's Outreach and Workforce Development Specialist. "We deeply appreciate Corbins, K2, and PCL for having staff on hand to speak to our guests about working in our trade. Several guests have already put in applications [for apprenticeship] with a few of our members. Hopefully, the coming years will see a greater number of women helping build the Arizona we want."







K2 Electric employees there in support included (from left to right): Michelle Cameron, HR Recruiting; Stephanie Misplay, Workforce Planning Specialist; Amber Todd, HR Supervisor; Ashley Whelihan, Business Development, and Robyn Rosenboom, Director of Workforce Development



Corbins panel participants (from left to right): Solei Donahue; Shannon Denetsosie, and Arlev Oquendo-Boscan



Speaking panel of Corbins and K2 Electric employees included (from left to right): Shannon Denetsosie of Corbins; Arlev Oquendo-Boscan of Corbins; Ashley Whelihan of K2 Electric, and Solei Donahue of Corbins

WECA is excited to announce an update to our original WECA-developed virtual reality (VR) app for apprenticeship: BESS 2.0, the second iteration of WECA’s VR gaming app focused on Commercial Battery Energy Storage Systems (BESS)!

Fourth-year Commercial Electrical apprentices studying Commercial BESS have been practicing hands-on skills on a real-world project complete with interactive jobsite simulations in VR since the app’s introduction in our curriculum in Fall 2023.

During gameplay in the BESS VR app, apprentices reference plans; see the actual scale and layout of BESS containers; and explore and interact with PV inverters, transformers, and switchboards. Apprentices also use maps and checklists to walk through the jobsite and inspect equipment, connections, signage and more—everything needed for pre-commissioning approval. Along the way, they're quizzed with questions related to Code articles and site-specific requirements, and presented with problems and opportunities to fix them to pass inspection.

BESS 2.0 adds solar panels, enhanced accuracy in replicating real-world jobsites to prepare apprentices for the evolving demands of the industry, an expanded range of learner interactions such as new tools and tasks that help apprentices verify that clearances meet code requirements and reinforce critical safety and compliance standards, and advanced assessment and feedback features that offer detailed performance insights to help apprentices improve their skills.

“Our newly enhanced in-house BESS VR simulation offers a cutting-edge training experience with a streamlined inspection process, allowing users to efficiently navigate job site evaluation for pre-commissioning,” says Maris Kaplan, WECA’s Curriculum Development Manager. “These enhancements were driven by extensive testing conducted by our curriculum team, who observed apprentices in real training sessions and gathered instructor feedback. This iterative process revealed opportunities to improve engagement and clarity, leading to key upgrades such as the introduction of Ollie, our virtual site supervisor. Ollie provides real-time guidance and hints, ensuring a smoother learning curve. Additionally, we condensed the original three-part inspection into one, prioritizing key takeaways and increasing immersion.”

BESS 2.0 is already rolling out in a fourth-year WECA commercial apprenticeship classroom near you. We’re pleased to continue our apprentices’ journey of immersive discovery and for WECA to continue to pave the way for implementing state-of-the-art learning technologies in industry-leading apprenticeship curriculum. 

As spending, interest and education around artificial intelligence increases, pressure grows for contractors to either adapt or get left by the wayside.

By: Matthew Thibault • Published Jan. 8, 2025

In an era of rapid technological advancement for the construction industry, one piece of technology looms above the rest in status and notoriety — artificial intelligence.

Its omnipresence in the larger business conversation has not escaped construction. While industry pros took a cautious stance toward the tech after its widespread release in late 2022, contractors are now increasingly turning to AI in order to solve business problems, largely via chat-like interfaces that serve up hard-to-find project specs with just a few keystrokes.

For example, London-based Balfour Beatty is in the process of developing StoaOne, a large language model generative AI assistant that will help employees mine what Kasey Bevans, Balfour Beatty US chief information officer, calls “untold billions of data points.”

“To our teammates, it will feel like StoaOne is talking to them, providing instant insights and project information as they procure, plan and execute their projects,” Bevans said in an email to Construction Dive.

Swedish contractor Skanska is also working on its own AI helper — Sidekick, a generative AI chatbot built on the same technology as ChatGPT, which will help employees at the company plumb the firm’s collective expertise on projects and problems. The company told Construction Dive that Sidekick had seen over 2,500 interactions during the 30 days prior to Dec. 16, when Skanska pulled the data.

Using AI in this way addresses one of construction’s oldest and most fundamental challenges – namely, culling together and making sense of information from hundreds and even thousands of stakeholders on a project in an industry that is more fragmented than unified. The result has been an AI arms race among contractors to develop tools — or bolt them together off the shelf — to make sense of myriad data sources in seconds. 

“Data is everywhere, and it’s unstructured, and the challenge that I’ve had over the last four or five years is coming up with the right meta tagging schemes or structures to make them universally useful to everyone,” said Mike Zeppieri, vice president of emerging technology at Skanska USA. “What AI has allowed us to do is not have to worry about that as much, as long as we build it into a data model.”

Top down and bottom up

However, as AI democratizes access to project information and the knowledge gap levels out, contractors are also feeling heat to adopt it faster, and better, than their peers.

While most see it as a tool to aid their business, contractors are also experiencing a subtle, underlying pressure to adapt or get left behind — whether from higher ups at the home office or teams’ telegraphed sense of urgency in the field. 

In particular, small contractors have reached a critical point in their businesses, where it’s important to keep up with tech adoption.

“It’s time to get big or strongly consider an exit very shortly,” said Chad Prinkey, the CEO of Baltimore-based Well Built Construction Consulting, a strategic consulting firm. Prinkey added that for a business to make those leaps, it needs financial strength.

“If you’d rather spare yourself the hassle of growth, consider selling as close to now as possible. Prices for small firms will diminish as the gap in sophistication between them and their acquirers grows,” Prinkey said.

In that sense, technology leaders may get squeezed from the top down, but also from the bottom up, where if they don’t implement AI as a business, their boots on the ground may go out and acquire it themselves. For example, while Gilbane prides itself as a tech-forward contractor, its field personnel have been clamoring for even faster uptake.

“We [started] to hear a lot of feedback and a lot of noise from our field teams, saying, ‘Why are we not doing this?’” said Rawle Sawh, Providence, Rhode Island-based Gilbane Building Co.’s director of operations technology. “‘A competitor of ours is doing this. Why are we not doing it?’”

More tech, more money

Contractors across the globe are already experimenting with AI as a means to enhance their businesses via outside companies.

Gilbane, for example, used New York City-based Trunk Tools’ chat-like offering to track nearly 21,000 documents on its $456 million joint venture renovation of the Baird Center, a Milwaukee convention venue. 

“How important is AI to the business as we move forward?” mused Lindsay Marshall, Gilbane’s director of data and analytics. “We recognize the power and the criticality of staying on top of the value that AI can offer.”

As AI’s value grows, so does the cash spend on the part of contractors looking to leverage it better, faster and smarter.

Jim Barrett, chief innovation officer for New York City-based Turner Construction, said that the company has at least tripled or quadrupled its investment in AI over the past couple years. 

Barrett said that while the firm already has in-house AI staff, the next steps would be to implement other large language models, like Google Gemini or Anthropic’s Claude, another conversational LLM backed by Google and Amazon, and integrate them into the company’s in-house systems.

“We’re moving very quickly, and the challenge is keeping up with the rate of improvement in the AI solutions,” Barrett said.

Gilbane’s philosophy on AI usage is similar. Sawh said that if teams can demonstrate a need for a solution as well as a return on investment for the builder, Gilbane will likely spring for it.

“Let’s just say, where there’s a will, there’s a way,” Sawh said.

No risk, no opportunity

While contractors say AI provides a host of benefits, the advancement brings an implied problem — builders who fall behind in adopting the tech also risk losing a competitive edge in the marketplace, experts say.

Turner’s Barrett echoed a popular refrain — that AI won’t take a worker’s job, but the person who uses AI will. The same, he said, is true of companies, in that a builder that uses AI will disrupt the business of a builder that doesn’t.

“What I see in our industry and other industries is caution, almost fear, imagining all these scenarios of things that could go wrong,” Barrett said. “If you want zero risk, you also have zero opportunity.”

Balfour Beatty’s Bevans agreed.

“We also know that adopting new technologies and implementing them in our operations differentiates ourselves so we can significantly change the construction industry,” Bevans said.

Gilbane’s Sawh takes a more measured approach. Despite the company’s ongoing adoption of AI, the tech’s status as make-or-break tool is still undecided, in his view.

“I don’t necessarily know if it would sink the ship,” he said about not adopting AI generally across the business to maintain a competitive position in the market. At the same time, he also aims to give his field teams the tools they need to do the job.

“We want to be able to support them, and this is the only way we can do it, by staying ahead of it,” Sawh said.

WECA’s new Industry Partner, Boyett Petroleum, is a third-generation independent fuel supplier of branded and unbranded petroleum products—including wholesale gasoline and diesel fuel—for the Western and Central United States. Their wholesale fuel solutions serve a variety of industries, such as branded gas stations, unbranded gas stations, trucking companies, and the agricultural industry.

Boyett Petroleum also offers a CRUISE Americard fleet card designed to help manage and maintain companies’ fleet fuel needs. This universal fleet card is a great tool to help businesses manage one of their largest expenses—fuel for their vehicles—and it’s customizable to help businesses save money on fuel. Businesses can set restrictions on the card including time of day, transactions per day, dollar limits per day, dollar limits per month, and the blockage of expensive stations to save, on average, 20 cents per gallon.

Boyett Petroleum’s solutions can help WECA Member Contractors “know to the penny” what they are spending on fuel. The universal fleet card is versatile—it can be used for fuel, or it can be used at businesses such as Jiffy Lube for oil changes. The card’s versatility is up to the discretion of the business. Fraud protection is included free of charge, and Boyett Petroleum does not charge any fees, does not require a contract, and customers receive 10 cents off per gallon of fuel for the first three months of use.

WECA Member Contractors interested in working with Boyett Petroleum for their fueling or vehicle maintenance needs can contact:

Northern California and Utah: Ryan Ostorero, CRUISE Americard Business Development Representative, at ROstorero@Boyett.net

Southern California and Arizona: Erica Alvarez, CRUISE Americard Business Development Executive, at EAlvarez@Boyett.net





Download Boyett Petroleum's CRUISE Americard flyer here.

Mariah Catuiza, WECA Fresno Commercial Electrical Apprentice

Mariah Catuiza, who works for WECA Member Contractor Westech Systems and is a Commercial Electrical Apprentice at our Fresno Training Facility, explains the benefits of WECA's apprenticeship training program, tying it to her own career progression, and encouraging other women to consider the electrician career path:



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Amanda Young, WECA Sacramento Low Voltage Apprentice

Amanda Young, Low Voltage Apprentice at our Sacramento Training Facility who works for WECA Member Contractor Intelecom Data and Fiber, discusses how fun and rewarding the work can be that she gets to undertake in WECA's apprenticeship training program. She talks about how the Low Voltage field covers a variety of technologies, and how she enjoys that she and other members of her cohort all get to work on different facets of the industry and share that knowledge with each other when they meet up in class. She strongly encourages other women to consider this career:



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Shannon Denetsosie, WECA Arizona Commercial Electrical Apprentice Graduate

Shannon Denetsosie, WECA Arizona Commercial Electrical Apprentice Graduate employed with WECA Member Contractor Corbins, discusses her sense of accomplishment in completing the four-year program, and talks positively about how at first it was a little intimidating being on a worksite that was mostly men, but she quickly found that everyone helps each other out and "It's like you're getting more brothers in your family." Shannon says that she's loving what she does, and she encourages other women to go for it and explore electrical apprenticeship with WECA and this career!



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In Her Own Words: Shannon Denetsosie, WECA Arizona Commercial Electrical Apprentice Graduate

Content courtesy of Shannon Denetsosie

"Construction work was not new to me. Growing up on the Navajo reservation, I watched my grandfather work in mines and heard the stories of how he built the home that I was raised in with no training or schooling of any kind. Seeing what my grandfather built and later the buildings that my dad worked in as a welder, I was always so proud to know that my family had a hand in building things.

I went into construction at the age of 18 and worked as a laborer or welder's helper for a few years, until I became a mother at 20 years old. I became a stay-at-home mom for a year, then started working as a production worker, a picker, then one day I was given an opportunity to work as a Quality Control Inspector for a roofing company that produced roofing insulation. After that, I went on to work in quality positions in plastics and food companies.

During my last job before entering into electrical, I worked as a Production/Shipping/Quality Control Supervisor for a gelato company. As I worked, I attended Pima Medical Institute in Veterinary Technology. I graduated 9 years ago with an Associate degree. However, getting a job in that field is a lot harder than I expected and life sometimes does not allow you to continue what you aspired to do.

Going into the electrical trade was something that just happened after trying to make ends meet with just a warehouse position and crazy hours sometimes, but with very little pay to make ends up. To go into a specific trade, I had my fears and uncertainties of what I would have to deal with.

My first job as an electrical worker was with Delta Diversified at Desert Diamond Casino, where I learned how to terminate transformers, panels, dimmer panels, and all things electrical. I realized that I was good at what I was doing and became more interested in how everything worked.

I had planned to get into their apprenticeship program. However, their program did not fit my life. Then COVID hit and I was let go. I wanted to continue my journey in electrical, so through temp agencies I took jobs for electrical work or even QC work and put in applications with electrical companies.

After many interviews and no luck on anything, I decided to try getting back into veterinary.

Then I got an interview with Corbins and was hired that day in December 2020. Since that day, I went from being an electrical worker to an apprentice who is near the end of completing the program. (Editor's note: In the time since this was written, Shannon successfully completed and celebrated her graduation from WECA's Commercial Electrical Apprenticeship in Arizona.)

I honestly did not think that I would be able to come this far. However, with Corbins' partnership with WECA, it has made it possible for me to work and be in school, and get tons of on-the-job training, especially with being a single mother of two.

The apprenticeship program fits my life as a single mother and I love to learn new things and how things work. Throughout all these events leading up to where I am now, being in the construction trade has helped me build confidence in myself as well as enable me to provide for my kids.

I am now in the QA/QC department and am still looking to progress and learn more skills in this trade.

As a mother and woman in the electrical trade, I have set an example for my kids that if mom can do this, they can do it and accomplish their dreams.

Now my son is currently working for Delta Diversified at the second Desert Diamond Casino being built. He plans to enroll in their apprenticeship program at their next session.

Now with my daughter in her senior year of high school, her goals are to be a veterinarian, a welder, a mechanic, and an electrician.

It fills me with pride as a mother and woman, that I could set an example for my kids that they can accomplish anything they set their minds to.

All thanks to Corbins and their partnership with WECA. I continue to learn and have had more doors open up to learning more in this trade." 

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Solei Donahue, WECA Arizona Commercial Electrical Apprentice

This Women in Construction Week 2025, WECA is pleased to reintroduce Solei Donahue, a WECA Arizona Commercial Electrical Apprentice.

WECA previously spotlighted Solei’s accomplishments in June 2024, following her inspiring speech during the 2024 State Workforce Summit in Flagstaff, Arizona.

Solei, who is a Native American woman from the Gila River Indian Community in Sacaton, Arizona, joined the WECA Arizona Commercial Electrical Apprenticeship program through WECA and her employer’s (WECA Arizona Founding Member Contractor Corbins) partnership with Grand Canyon University’s pre-apprenticeship program.

“I joined Corbins through a fifteen-week internship program at Grand Canyon University,” Solei said during her speech. “I decided it would be a good experience on my resume, and it would be useful for the future. But I knew once the second semester had started, that this was something I was interested in doing for the rest of my life.”

Solei also said during her speech that the pre-apprenticeship program “gave me confidence to keep pushing myself to stand for all the women in the workforce” and has aided her in “becoming a mature adult who is succeeding at life, in general…this program has given me all the tools and will continue to help me on my journey to becoming a future successful journeywoman.”

Looking back to when she started her official apprenticeship with WECA and Corbins, Solei reflects “I’ve always had an interest in doing the same things guys are doing, and when I found out they want women in construction, I was eager to join.”

Solei says that her first semester at WECA went by quickly but was motivating.

“It was a lot to learn, but I never got discouraged, because I was able to learn with my peers and the instructors are very helpful and encouraging,” Solei said. “I was able to gain new knowledge, and it has helped motivate me to keep furthering my education in the trade so I can help others who started out like me. It has allowed me to work independently in the field with the confidence in what I am doing every day.”

Solei’s positive experience with WECA and the industry leads her to believe that more women should pursue careers in the electrical industry because they will feel “empowered” and states her belief that women “often possess knowledge that others may not.”

Solei credits the powerful women who have “instilled confidence in her” with her success and determination.

“I’d like to thank Shelly Seitz for helping me be confident in my journey, and to the people who are more encouraging and accepting of women starting out in construction,” Solei said. “I’d also like to shout out my biggest supporter and the woman who made me who I am today—my mom, Janice. Without my mom, I wouldn’t be as strong as I am, or as passionate about speaking about my journey, no matter how hard it might have been. I have deep appreciation for everyone I’ve met on this journey and am very excited to see who I’ll meet in the future!”

Thank you for being part of the WECA family, and the growing cohort of women in the electrical industry, Solei! We are inspired by your dedication to encouraging women to join the electrical industry and your support for women already in the electrical industry. It is an honor to have you representing WECA (and women in the industry) in Arizona!

WECA is pleased to introduce you to Brandon Drew, our Apprenticeship Workforce Development Recruiter and Outreach Specialist.

Brandon, who is based at WECA’s California headquarters in Sacramento/Rancho Cordova, is a Sacramento native and a graduate of Sacramento State. He previously worked as a regional recruiter in the security industry and was drawn to WECA because of the heavy emphasis on recruitment and outreach.

“I take pride in supporting the community, and this role allows me to connect with many people from different communities and backgrounds,” says Brandon.

Brandon’s role at WECA is multifaceted and dynamic. He is often out in the field, attending career fairs and speaking at schools to educate students on the benefits of WECA’s apprenticeship programs. When back in the office, Brandon proctors apprenticeship intake tests and hosts orientation sessions for accepted apprenticeship applicants.

“I like the work environment at WECA, visiting people in the community, and the support that I receive from WECA’s Workforce Development team. The confidence and support my team provide helps me daily and lets me know we are all working toward the same goal,” says Brandon.

When not hard at work reaching out to and educating future apprentices about WECA’s apprenticeship programs, Brandon’s mantra is “soccer is my life”.

Aside from watching games “religiously”, Brandon enjoys watching his daughter play competitively for Placer United. And, when his daughter is not playing, Brandon plays soccer on Sundays in an adult league.

Brandon is a great asset to WECA’s Workforce Development team. His enthusiasm for performing outreach and championing WECA’s apprenticeship programs shines through in everything he does. We look forward to seeing him continue to excel in his role! 

WECA is happy to announce the launch of the new and improved WECA Gear Store--now offering many items, with offerings slated to grow over time. 

Additionally, the WECA Gear Store is now entirely self-service for online fulfillment. 

Check it out here. Happy shopping! 

Content courtesy of CPUC

We’re pleased to invite you to an upcoming webinar hosted by the Solar-Utilities Reporting, Guidance, and Education (SURGE) initiative on Tuesday, March 25th, 2025, from 12:30-1:30 pm via Microsoft Teams.

This webinar will provide valuable information on the SURGE initiative, designed to streamline the reporting process for solar contractors who need to comply with AB 2143/PUC 769.2. During the webinar, we’ll cover topics on prevailing wages and how to ensure compliance with AB 2143. Whether you’re a prime contractor, subcontractor, or industry professional, this webinar will help you understand and prepare to meet AB 2143 requirements.

Register here

Please visit our website for more information and resources for contractors.