CONGRATULATIONS NEON GALA AWARD WINNERS

ASA Midwest Council Celebrates Neon Awards Gala Nominees & Winners on April 9, 2022

(St. Louis, MO, April 2022) – The American Subcontractors Association (ASA) Midwest Council announced the winners of its Neon Awards Gala, April 9^th, 2022. The ASA Midwest Council hosted 430 people, at the Four Seasons Hotel in Downtown St. Louis, for the 29th annual event. The award categories included General Contractor of the Year, Outstanding MEP Subcontractors, Outstanding Specialty Subcontractors, and Service Provider/Supplier of the Year. The ASA Legacy Award, and GC Field & Office Employees of the Year, were also recognized at the gala. The ASA Midwest Council awarded special safety awards to qualifying ASA members who have achieved work safety excellence in 2021, as well as an overall safety cup award given to one ASA member company.

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2022 General Contractor of the Year

Category A | BSI Constructors

Category B | Musick Construction

Category C | BEX Construction Services

2022 MEP Subcontractor of the Year

Category A | Guarantee Electrical

Category B | R.F. Meeh Co.

2022 Specialty Subcontractor of the Year

Category A | Flooring Systems, Inc.

Category B | Imperial Metal Company

2022 Service Provider/Supplier of the Year | JD Kutter

ASA Legacy Award | Walter Bazan, Jr., BAZAN Painting Co.

GC Field Employee of the Year | Frank Malone, IMPACT Strategies, Inc.

GC Office Employee of the Year | Ray Elking, McCarthy Building Companies

2021 ASA Safety Cup | Golterman & Sabo

“Wow! What a great time, the ASA Awards Gala once again proved to be one of the premier events in theSt. Louis construction industry. Congratulations to this year’s nominees and award winners, you truly are the best of the best in St. Louis!” said ASA-Midwest Council President, Chris Sauer with TJ Wies Contracting; “Last but not least, I would like to thank the Awards Gala committee for their hard work putting on such an amazing event again this year.”

General contractors were nominated based on bid ethics practice, equitable contract/purchase order provisions, safety policy and practices, payment practices, jobsite supervision, scheduling coordination, subcontractor/vendor relations and administrative procedures/paperwork. Sub-contractors were judged on bid ethics and practice, safety policy and practices, jobsite supervision, communication, scheduling coordination, project relations, administrative procedures/paperwork, and quality workmanship. The vendor/suppliers were nominated based on pricing consistency, equitable contract/purchase order provisions, accessibility, timeliness of service/delivery, customer relations and administrative procedures.

The general contractor and subcontractor categories were divided into sub-categories based on sales volume. ASA members nominated and cast votes for the general contractor and service provider/ supplier awards. Past nominees and previous general contractor award winners submitted nominations for the subcontractor categories, which were voted on by previous general contractor winners.

About The American Subcontractors Association – Midwest Council: The American Subcontractors Association (ASA) Midwest Council is a construction trade association made up of quality specialty contractors and suppliers serving the construction industry and the community in the greater St. Louis metropolitan area and southern Illinois, for the past 55 years. The Midwest Council’s purpose is to improve the construction process through active participation in education, advocacy, and cooperation. For more information about the ASA Midwest Council, visit www.asamidwest.com or contact executive director Susan Winkelmann at 314-845-0855. ASA Midwest Council – Building. Community. for 55 years. Est. 1967

American Subcontractors Association - Midwest Council

conflict of interest policies for board of directors

Adopted by The Board of Directors August 17, 2005

There exists between the Board of Directors and members of ASA a fiduciary relationship that carries with it a strict and unbending duty of loyalty. Directors are responsible for administering the Association’s affairs honestly and economically, and exercising their best care, skill and judgment for the sole benefit of the Association. The giving of this service, because of the varied interests and backgrounds of the Directors, may result in situations involving a dual interest that might be interpreted as a conflict of interest. However, this service should not be rendered impossible solely by reason of possible conflict of interest.

Potential conflicting interests exist between the Association and any organization or firm with which the Association does business, and between the Association and any organization or firm providing services similar to those services offered by the Association to its chapters, individual members, nonmembers, and other organizations and firms. It is, of course, impossible to list every circumstance giving rise to a possible conflict of interest; however, they may include:

A position of material financial interest in an outside concern from which ASA secures services, goods, or which provides services competitive with ASA;
Any services of a consultative, managerial or directive nature provided to any outside concern that does business with or provides services competitive with ASA;
Any gifts, excessive or unusual entertainment or other favors received from any outside concern that does, is seeking to do business with ASA, or is a competitor of ASA.

If a Director becomes aware that he/she has a possible conflict of interest or that another Director has a possible conflict of interest, he/she should immediately notify the President and the Executive Director. The President and the Executive Director shall review the situation and inform the Board of Directors of a potential conflict of interest situation. The Board of Directors shall obtain an opinion from an outside independent counsel with respect to real or potential conflicts of interest in order to prevent a conflict that could operate to the detriment of the Association.

If the Board of Directors determines that a conflict exists, the Director with the conflicting interest will not be prevented from participating fully in discussions related to the issue or from answering pertinent questions of other Directors. However, the Board of Directors may request the interested Director to abstain from voting on matters related to the conflicting activity or Association. Such vote shall be duly recorded.

This policy will be reviewed annually for the information and guidance of Directors at an annual orientation or at the first Board of Directors’ meeting of the fiscal year. New Directors will be advised of the policy upon election.

Code of Conduct Policy

Adopted by The Board of Directors June 21, 2006

The Midwest Council is a not-for-profit organization dedicated to representing the construction industry through advocacy, leadership, education and networking. The Midwest Council traditionally has demanded and received the highest ethical services from its volunteers and paid staff. In an effort to maintain the high standard of conduct expected of the Midwest Council with respect to the management of its own affairs and to enable the Midwest Council to continue to serve the construction industry, the Midwest Council adopts the following Code of Conduct applicable to all volunteers and paid staff.

The Midwest Council volunteers and paid staff shall strive to be continually aware of the Association’s mission, values, and ethical standards and operate in a manner consistent with them.
The Midwest Council volunteers and paid staff shall treat each person in a caring and respectful fashion mindful of individual differences and cultural and ethnic diversity. This includes avoiding unwarranted negative criticism of colleagues.
The Midwest Council volunteers and paid staff shall continually strive to increase their professional knowledge and skills and apply them in practice. They should aspire to contribute to the knowledge base of the Association and the construction industry.
The Midwest Council volunteers and paid staff should be alert to and avoid conflicts of interest that interfere with impartial judgment. They should inform appropriate leadership (i.e., officer or senior staff) when a real or potential conflict of interest arises and take reasonable steps to resolve the issue.
The Midwest Council volunteers and paid staff shall not accept or seek on behalf of any person, any financial advantage or gain of other than nominal value offered as a result of the volunteer or paid staff member’s affiliation with The Midwest Council.
The Midwest Council volunteers and paid staff should provide services and represent themselves as competent only within the boundaries of their education, experience, training, or other relevant professional experience.
The Midwest Council volunteers and paid staff shall not disclose any confidential Midwest Council information that is available solely as a result of the volunteers or paid staff member’s affiliation with The Midwest Council to any person not authorized to receive such information or use to the disadvantage of The Midwest Council any such confidential information.
The Midwest Council volunteers and paid staff shall not authorize the use of or use for the benefit or advantage of any person, the name, logo, endorsement, services or property of The Midwest Council, except in conformance with Association procedures.
The Midwest Council volunteers and paid staff should not take unfair advantage of their affiliation with The Midwest Council to further their personal, religious, political or business interests.
The Midwest Council volunteers and paid staff shall strive to operate and act in ways that are in the best interests of The Midwest Council and its members.
The Midwest Council volunteers and paid staff shall not operate or act in any manner that is contrary to the best interests of The Midwest Council.
The Midwest Council volunteers and paid staff shall fully comply with all laws, rules and regulations applicable to the Association in the locations in which it operates.

Equal Employment Opportunity and Anti Discrimination Policy

Adopted May 21, 2008

A. Statement of Policy. The Association provides equal employment opportunities to each employee and applicant for employment without regard to race, color, religion, national origin, ancestry, age, sex, marital status, handicap or disability, unfavorable discharge from military service, status as a Vietnam-era or special disabled veteran, or citizenship status in accordance with applicable law. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

B. Prohibition Against Unlawful Harassment. The Association expressly prohibits any form of unlawful employee harassment based on race, color, religion, national origin, ancestry, age, sex, marital status, handicap or disability, unfavorable discharge from military service, status as a Vietnam-era or special disabled veteran, or citizenship status in accordance with applicable law.

C. Specific Policy on Sexual Harassment. With respect to sexual harassment, the Association prohibits:

Unwelcome sexual advances; requests for sexual favors; and all other verbal or physical conduct of a sexual or otherwise offensive nature, especially where:
a. Submission to such conduct is made either explicitly or implicitly a term or condition of employment,
b. Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’ s employment, or
c. Such conduct has the purpose or effect of creating an intimidating, hostile, or offensive working environment;
Offensive comments, jokes, innuendos and other sexually oriented statements.

D. Complaint Procedure. An employee who believes she/he has experienced any harassment based upon race, color, religion, sex, sexual orientation, national origin, ancestry, age, marital status, handicap or disability, unfavorable discharge from military service, or status as a Vietnam-era or special disabled veteran or who believe they have been treated in an unlawful, discriminatory manner, should promptly report the matter to the President of the Association for investigation or if to do so would be in appropriate, to the Vice President of the Association. The Association promptly will conduct a thorough, objective investigation of the complaint and attempt to resolve the situation. If the Association determines that unlawful discrimination has occurred, the Association will take appropriate action. The Association will not tolerate any retaliation against an employee for filing a complaint in good faith.

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October 2, 2023
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ASA Midwest Council is a construction trade association of specialty contractors and suppliers serving the construction industry and the community. Our purpose is to improve the construction process through education, advocacy, and collaboration.