The Company offers a (k) plan, which covers substantially all employees of BB and EP, with the exception of certain union employees. Participating employees elect to contribute, on a tax-deferred basis, a portion of their compensation, in accordance with Section (k) of the Internal Revenue Code. For the years ended and the Company’s matching contribution rate for non-collectively bargained employees was percent of the percent and percent of the  percent of an employee’s gross earnings for BB and EP participants, respectively. The Company’s matching contribution be changed at the discretion of the Board of Directors. Matching contributions vest percent after years of service and ratably thereafter until they are percent vested after years of service. During the years ended and certain union employees have collectively bargained for a matching contribution of percent to percent of the percent of base compensation that a participant contributed, and additional amounts be contributed at the option of the Board of Directors. During the years ended and certain other union employees have collectively bargained for a defined contribution of and per hour worked, respectively. Retirement plan contributions for the years ended and were and respectively.

 

Camfaud operates a Small Self-Administered Scheme (SSAS), which is the equivalent of a U.S. defined contribution pension plan. The assets of the plan are held separately from those of Camfaud in an independently administered fund. Contributions by Camfaud to the SSAS amounted to and for the years ended and respectively.

 

BB contributes to a number of multiemployer defined benefit pension plans under the terms of collective-bargaining agreements (CBAs) that cover its union-represented employees. The risks of participating in these multiemployer plans are different from single-employer plans in the following aspects: (a) Assets contributed to the multiemployer plan by employer be used to provide benefits to employees of other participating employers; (b) If a participating employer stops contributing to the plan, the unfunded obligations of the plan be borne by the remaining participating employers; and (c) If BB chooses to stop participating in some of its multiemployer plans, BB be required to pay those plans an amount based on the underfunded status of the plan, referred to as a withdrawal liability. BB has intention of stopping its participation in any multiemployer plan.

 

The following is a summary of our contributions to each multiemployer pension plan for the years ended and

 

		2018				2017				2016
California		$	492,430			$	564,047			$	603,516
Oregon			232,971				207,735				196,825
Washington			216,454				145,517				124,595
Total contributions		$	941,855			$	917,299			$	924,936

 

plan was determined to be individually significant. There have been significant changes that affect the comparability of the contributions. The Company reviews the funded status of each multiemployer defined benefit pension plan at each reporting period so as to monitor the certified zone status for each of the multiemployer defined benefit pension plans. The zone status for the multiemployer defined benefit pension plans for Oregon and Washington was Green (greater than  percent funded) and Yellow (less than  percent funded but greater than  percent funded) for the California multiemployer defined benefit pension plans. The funding status for the Oregon and Washington multiemployer defined benefit pension plans is at and for the California multiemployer defined benefit pension plan.

 

Government regulations impose certain requirements relative to multiemployer plans. In the event of plan termination or employer withdrawal, an employer be liable for a portion of the plan’s unfunded vested benefits. BB has received information from the plans’ administrators to determine its share of unfunded vested benefits. BB does anticipate withdrawal from the plans, nor is BB aware of any expected plan terminations.

 

The Company believes that the “construction industry” multiemployer plan exception apply if the Company did withdraw from any of its current multiemployer plans. The “construction industry” exception generally delays the imposition of withdrawal liability in connection with an employer’s withdrawal from a “construction industry” multiemployer plan unless and until that employer resumes covered operations in the relevant geographic region without a corresponding resumption of contributions to the multiemployer plan. The Company has intention of withdrawing, in either a complete or partial withdrawal, from any of the multiemployer plans to which the Company currently contributes; however, it has been assessed a withdrawal liability in the past.