The Division of Labor Statistics and Research (DLSR) is the division of California’s Department of Industrial Relations which is responsible for publishing prevailing wage determinations for journeyman wages.
The Division of Labor Standards Enforcement (DLSE) is the auditing and enforcement body that enforces compliance with California’s prevailing wage regulations.
As with the Department of Labor, the California Department of Industrial Relations determines the prevailing wage rate based on the hourly rate paid on public works projects to a majority of workers engaged in a particular craft, classification or type of work who are located within the locality or nearest labor market area. If there is no single rate paid to a majority, then the single or modal rate being paid to the greater number of workers is prevailing.
General California prevailing wage determinations are issued twice a year on February 22 and August 22 and become effective 10 days after they are issued.
The date upon which copies of the wage determination of the Director or California’s Department of Industrial Relations are deposited in the mail.
10 days after the issue date of the prevailing wage determination by the Director of the California Department of Industrial Relations
For bidding purposes, generally-speaking, contractors should rely upon the advertised bid date in order to determine what wage rates will be used for the job they are bidding.
When a particular craft, classification or type of worker is not covered by a general prevailing wage determination, a request may be submitted to the Department of Industrial Relations for a special prevailing wage determination. These requests must be made at least 45 days prior to the bid advertisement date.
A process in which the State’s awarding body or any other interested party (such as a contractor, employee, union or labor-management compliance organization) requests a written determination by the director of the Department of Industrial Relations about a specific construction project or type of work to be performed.
When submitting an advertised bid for a California public works project, a single asterisk after the expiration date for the prevailing wage determination means that the prevailing wage rate in effect at the time of the bid shall remain in effect for the life of the project.
California prevailing wage determinations with double asterisks after the expiration date indicate that the wage rate (hourly, overtime, fringe, and holiday pay rates) for work performed after the expiration date have been predetermined. If a public works project is to extend past the expiration date, the contractor should incorporate the new rates into their bids.
All hours worked in excess of eight hours per day and 40 hours during any one week is considered to be overtime. For specific overtime requirements, please refer to the California prevailing wage determinations as they differ by craft or trade.
Currently, prevailing wages must be paid to all workers employed on a public works project when the public works project is over $1,000 except when the awarding body elects to initiate and enforce a labor compliance program, subject to approval by the Director of the Department of Industrial Relations. In those instances, prevailing wages are not required to be paid for any public works project of $25,000 or less when the project is for construction work, or for any public works project of $15,000 or less when the project is for alteration, demolition, repair, or maintenance work.
The Division of Apprenticeship Standards if the division of the California Department of Industrial Relations which is responsible for administering California’s apprenticeship law and enforces apprenticeship standards for wages, hours and working conditions for apprentices in apprenticeable crafts or trades and publishes wage determinations for apprentice wages.
