We have spoken at length about the California Apprenticeship Regulations for CA Prevailing Wage, but many of you may be wondering about Federal Apprenticeship Regulations. While there is no “mandated” training program on Federal Davis Bacon projects, if an employer is enrolled in an approved apprenticeship program they are subject to that program’s Federal Apprenticeship Regulations.
For employers NOT enrolled in an approved apprenticeship program
While on a California Prevailing Wage project, you must abide by the California Apprenticeship Regulations as set forth in the Labor Code (California Code of Regulations, Title 8, Article 10).
While on a Federal Davis Bacon ONLY project, there is no training requirement and you do not have to abide by the CCR Title 8 regulations.
But, if the job is subject to both State AND Federal regulations you MUST abide by ALL regulations as set forth by both entities. This means that you must still file your DAS 140 & DAS 142 on a project that is subject to both State & Federal regulations.
Confusing, huh?
For employers who ARE enrolled in an approved apprenticeship program
They must ask their apprenticeship program if the program has approval to operate on a Federal prevailing wage project. Why? Because each apprenticeship program is required to register with the Office of Apprenticeship and conform to their criteria as found in the Code of Federal Regulations, Title 29, Part 29. If approved for registration, the apprenticeship program must file their Federal Standards and have them approved prior to operating a training program on any Federal project.
Only once these Federal Standards have been approved and percentages set, can enrolled employers utilize those apprentices on Federal projects. Of course, if the apprenticeship program sponsors more than one trade, you should know that each of these trade specific programs must have their own Federal Standards and percentages set forth (as we mentioned above). Be sure to ask about your specific trade’s Federal Standards.
Finally, its important to note that these programs can become deregistered at any time and it is the employer’s responsibility to ensure that they are maintaining proper compliance throughout their contracts.
Well that’s simpler, right?
If you’re not sure who to ask
Reach out to us and we’ll help steer you in the right direction.