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State Prevailing Wage Resources

As part of our commitment to education, we have developed this ever-expanding list of state-specific prevailing wage FAQ’s. Though not intended to be the last word on State prevailing wage and/or Davis-Bacon issues, we have heard that many people find it to be a very valuable addition to their prevailing wage education process. We hope you do as well!

What is the Office of Policy, Research & Legislation?

The division of California’s Department of Industrial Relations which is in charge of publishing CA prevailing wage determinations for journeyman & apprentice wages is called the Office of Policy, Research & Legislation (OPRL), formerly the Division of Labor Statistics and Research (DLSR).

Does California’s EDD have postings on Supplemental Unemployment Benefits?

California EDD has a posting on Total Partial Unemployment titled, TPU 460.62. This posting details the perspective of the EDD on Supplemental Unemployment Benefits.

Does California define Supplemental Unemployment Benefits as Wages?

Supplemental Unemployment Benefits are specifically addressed in the California labor code section 1265, “Notwithstanding any other provisions of this division, payments to an individual under a (supplemental unemployment benefits) plan or system established by an employer which makes provisions for his employees generally, or for a class or group of employees, for the purpose of supplementing unemployment compensation benefits shall not be construed to be wages or compensation for personal services under this division and benefits payable under this division shall not be denied or reduced because of the receipt of payments under such arrangements or plans.”

Do I have to send contributions to a third party or can they remain under the employer’s control to be bona fide?

Employer contributions can remain under the employer’s control and still be considered bona fide.

Do contributions to plans need to be annualized?

All contributions to plans must be annualized to receive credit for Prevailing Wage purposes.

How frequently do contributions need to be made?

Contributions should be made with the same consistency as payroll and must be turned in with the Certified Payroll Report.

Is there a specialized New Jersey Certified Payroll Report form?

(For Contractor and Sub-Contractor’s Use for Weekly and Final Certification) – Effective February 18, 1992 Regulation N.J.A.C. 12:60-2.1 and 6.1 of the New Jersey Prevailing Wage Act, N.J.S.A. 34:11-56.25 et. seq. requires that certified payroll records must be submitted to the public body, by all contractors and subcontractors, for each employee on the project within ten (10) days of the payment of wages. The public body shall receive, file and make available for inspection during normal business hours the certified payroll records.

 

Does New Jersey require a Fringe Benefit Statement to be filed and if so, when?

A Fringe Benefit Statement must be filed any time contributions to plans are modified.

What filing requirements must contractors comply with while on a New Jersey Prevailing Wage Project?

The law requires that all subcontractors and contractors file certified payrolls within 10 days of pay dates with the awarding public body. An original signature certifying the accuracy of the payroll records is required on the payroll filed with the public body.

Can an employer pay apprentice rates?

An employee may only be paid the apprentice rate if he or she is enrolled in an apprenticeship program that is approved by the United States Department of Labor – Bureau of Apprenticeship and Training. Otherwise, the employee must be paid at least the ‘Journeyman’ rate.

Are there apprenticeship regulations in the state of New Jersey?

If any workers are classified as “Apprentices” in a certified apprenticeship program:

a. documentation of enrollment in approved programs is required

b. maintain and provide proof of cost and coverage if the employer claims credit for fringe benefits provided

If they are not in an approved Apprenticeship program the contractor must pay journeyman rates.

Are there pre-determined increases on New Jersey prevailing wage rates and if so, how are those obtained?

All pre-determined rate increases listed at the time the contract is awarded must also be paid, beginning on the dates specified.

Rates may change between the time of issuance of the determination and the award of the public works contract. Therefore, verification must be made to insure that the rates contained in the determination are prevailing rates in effect for the specific location the work is being performed prior to the award of the public works contract. If a new rate is not listed after the expiration date, the old rate will be deemed the prevailing wage rate.All pre-determined rate increases listed at the time the contract is awarded must also be paid, beginning on the dates specified.

Rates may change between the time of issuance of the determination and the award of the public works contract. Therefore, verification must be made to insure that the rates contained in the determination are prevailing rates in effect for the specific location the work is being performed prior to the award of the public works contract. If a new rate is not listed after the expiration date, the old rate will be deemed the prevailing wage rate.

You can check the DOL website prior to the bid date.

Is there a requirement to post the wage rates for the various classifications of workers?

Yes; the scale of wages must be posted in a prominent and accessible place at the work site or at such places that are used by employers to pay workers their wages.

How do I determine which wage decision to utilize on my New Jersey prevailing wage project?

TO ACQUIRE OFFICIAL PREVAILING WAGE RATES FOR A SPECIFIC PROJECT, YOU MUST CONTACT THE CONTRACTING PUBLIC ENTITY.

The public body must provide a copy of the wage determination issued for a project at the time of awarding the contract.

Note: the public body’s failure to supply rates is not sufficient defense for the contractor’s failure to pay prevailing rate.

To view either the statewide and/or individual county lists detailing Prevailing Wage Rate Determinations click here.

 

How are the Prevailing Wage rates determined in New Jersey

The wage and fringe benefit rates are based on collective bargaining agreements established for a particular craft or trade on the locality in which the public work is performed. In New Jersey, rates vary by county and statewide and by the type of work performed.

Who handles Prevailing Wage compliance and enforcement?

The Division of Wage and Hour Compliance in the New Jersey Department of Labor and Workforce Development also handles Prevailing Wage Compliance and Enforcement.  The Wage Collection Section is in charge of this area and their address is as follows:

PO Box 389
Trenton NJ 08625-0389

In my state of VA, is there a branch of Associated General Contractors (AGC)?

The AGC does have a branch in Virginia.  They are a great resource for contractors to better comply with Davis-Bacon requirements.  Please refer to their website here.

As a General Contractor, where do I file paperwork for my Virginia Prevailing Wage?

General Contractors will need to submit their paperwork (as well as the Sub-Contractor’s paperwork) to the contracting agency.

As a Sub-Contractor, where do I file paperwork for my Virginia Prevailing Wage?

Sub-Contractors will need to file their paperwork with the project’s general contractor.

What are the requirements for filing Virginia Prevailing Wage?

You must complete Certified Payroll Reports (CPR) and send them in on a weekly basis.  Some VA contracting agencies will ask for additional paperwork. You will need to confirm with the contracting agency if there are any other requirements.

What are rules for governing apprentices for a VA Davis-Bacon project?

There is currently no state mandated apprenticeship regulation, general training fund, nor a requirement to request apprentices.  If a VA contractor is contracted with a specific apprenticeship committee, they must follow the apprenticeship regulations from that committee as well as contribute to their training fund.  Davis-Bacon apprenticeship wages are set by the specific apprentice and are NOT part of the wage decision.

What should I do after I submit my request for my Special Prevailing Wage Determination for my Davis-Bacon job?

Under the DBRA legislation, you must pay no less than the prevailing wages and benefit rates that are listed on the Davis-Bacon wage decision.  It should be for the lowest specialized trader that is most similar to your trade.  For example, if you are a plumbing contractor and cannot find it listed on the wage decision, you will need to find a different specialized trade (like carpentry) and cannot pay less than the prevailing wage for that trade.  When you receive the special determination, you must correct your payroll if you paid lower than what was decided upon. 

How are wage determinations for a Virginia prevailing wage project requested?

 

Please complete a Standard Form 308 (SF-308) “Request for Determination and Response to Request” and send it to:  

U.S. Department of Labor, Employment Standards Administration, 

Wage and Hour Division, Branch of Construction Wage Determinations, 

Washington, D.C. 20210.

Project decisions are applicable only to the particular project for which they are issued and are effective for 180 days. It is void if you do not use the project within that time frame.  To initiate the request, the contractor must submit a Request for Authorization of Additional Classification and Rate (SF1444) to the Contracting Officer or Agency.

 

Who can I request a Special Prevailing Wage Determination for my VA project from?

Please request VA Special Prevailing Wage Determinations from the agency or contracting officer of the Federal Wage and Hour Division.  The DBRA provisions contain a conformance procedure  in order to establish an enforceable benefit rate and wage for missing or unlisted classifications.

Where do I find the current Davis-Bacon Wage determinations for Virginia?

You should ALWAYS refer to the bid spec to insure you are using the correct wage determination for your Virginia prevailing wage job.  That being said, there is a website that has wage determinations online: Virginia prevailing wage determinations.  Please note the caution listed on this page: “CAUTION: Users should note that the only WDs applicable to a particular solicitation or contract are those that have been incorporated by the contracting officer in that contract action.”  While this website should be the current published Virigina prevailing wage information, the wage determination you are supposed to use for your job may be different.  As a result, please do NOT rely on this website for your wage determination information and remember to always refer to the bid spec.

On my Virginia Davis-Bacon job, can there be any increases or special determinations?

Your Virginia Davis-Bacon general determinations have no pre-determined increases for prevailing wage public works projects.  But while prevailing wages are good for the duration of the project, the awarding body can request special determinations on a per project basis.  The special determinations are specific to the particular DBRA job you are working on, and COULD contain pre-determined increases.  Special determinations will be provided to you by your contracting agency or awarding body in Virginia.  Please note that the process for requesting a special determination takes at least 30 days.

I am interested in bidding/working a Prevailing Wage project in VA, where can I find Davis-Bacon wage decisions for my project?

The awarding body is required to include the Davis Bacon & Related Acts Wage Decisions within the bid documents. If the prevailing wage decision is not included in your bid documents, please contact the contracting agency or awarding body of the project and request that the Wage Decision be provided to you. 

How are Davis-Bacon rates in Virginia determined?

Virginia Davis-Bacon rates are determined based on the hourly rate paid on public works projects to a majority of workings engaged in a classification/trade who are located within the locality or nearest labor market area. In the case where no single rate is paid to a majority, the single or modal rate being paid to the greater number of workers is considered to be prevailing.

Is there a local Department of Labor office in Virginia?

Yes, Virginia does have a local DOL office. For further details and contact information please visit the State of Virginia Department of Labor website.

Who should I contact regarding questions about my Virginia Prevailing Wage job?

As a Davis Bacon state, for a Virginia Prevailing Wage job you would need to contact the Department of Labor (DOL) as they have jurisdiction on public works projects within the state of Virginia.  The DOL is also the investigative body that enforces compliance with the federal Davis-Bacon regulations.

My job has been financed by the US Department of HUD, how is compliance enforced for HUD Davis-Bacon projects?

There is a local US Department of HUD in Virginia. The local office is responsible for HUD’s overall compliance with Federal prevailing wage requirements for any VA projects.

How is Davis-Bacon enforced and audited in VA?

On Virginia Prevailing Wage jobs, the contracting agency hires DBRA inspectors to conduct interviews, perform on-site inspections, and audit payroll records for Davis-Bacon compliance.  Should extreme errors be found in the inspection, the inspector has the authority to bring in the Department of Labor (DOL) for further enforcement.

Who handles compliance of Virginia Davis-Bacon and Related Acts (DBRA)?

Initially, the contracting agency handles Davis Bacon & Related Acts compliance in the state of Virginia.  If a contractor refuses to maintain compliance, the issue would get escalated to the DOL Wage & Hour Division and they would conduct further investigation.

Is there a Virginia Prevailing Wage law?

While Virginia does not have a prevailing wage law, public works projects contracted by the state of Virginia do fall under the federal Davis-Bacon Act and are governed by the Department of Labor. As a result, Virginia is considered a Davis-Bacon state.

Where does a contractor working in New York City obtain prevailing wage rates?

The New York City Comptroller’s office publishes prevailing wage rates and benefits for contractors who work within the New York City limits.  These rates are published on July 1st of each year and may be obtained by visiting the New York City Comptroller’s website.

Are contributions to bona fide benefit plans required to be annualized?

Annualization is only required if the employer is going to take credit for contributing a portion of the fringe into benefit plans and paying the remainder in cash to the employee. If all of the fringe money is contributed to a bona fide benefit plan then no annualization is necessary.

How frequently do contributions to bona fide plans need to be made?

According to the Kentucky Division of Employment Standards, contributions must be remitted based on what the individual plans adoption agreement calls for.

Is there a requirement that a Fringe Benefit Statement be filed at the beginning of a project or when contributions are modified

While the state of Kentucky does not require a Fringe Benefit Statement be filed, many contractors still file one to indicate rates of contributions to plans.

What filings are required on Kentucky Prevailing Wage projects?

Certified Payroll Reports are required but there is no Kentucky state form.  The WH-347 form can be utilized or a form containing the same information.

Is there a training rate that must be paid even if the employer does not employ apprentices?

There is no statewide apprenticeship mandate and no training rate for employers to pay on prevailing wage projects.

Is the training of apprentices mandated in Kentucky?

Apprenticeship in Kentucky is recognized if the employer has a registered apprenticeship program but it is not mandated by the state.

How does a contractor working in Kentucky determine which wage decision to utilize?

Current wage rates are provided on the Kentucky labor cabinet Website but are for informational purposes only. To obtain the proper schedule of prevailing wage rates, the public authority that awards the bid must complete the ES-48 form and fax the form to (502) 696-1897 for processing.  The Kentucky public authority must provide these correct wage rates to the bidding contractors within their bid documents.

How are Kentucky Prevailing Wage rates determined?

The statute permits the commissioner to conduct hearings in each locality or he may adopt the prevailing wage issued by the U.S. Department of Labor in any locality where a prevailing wage under the Davis Bacon Act has been issued. The prevailing wage in both scenarios is determined by the majority of evidence applicable to each classification of laborer, workman and mechanic based on the prevailing practice in the locality.

Who handles prevailing wage compliance and enforcement in Kentucky?

The Division of Employment Standards, Apprenticeship & Mediation enforces the state’s prevailing wage laws, including the compliance and enforcement issues. The division is responsible for conducting prevailing wage hearings throughout the state of Kentucky, and issuing the appropriate wage determinations consistent with statutory and regulatory requirements.

What are the various state entities that govern Prevailing Wage in Kentucky?

In Kentucky, the Division of Employment Standards, Apprenticeship and Mediation is charged with the responsibility of determining the prevailing rate of wages for Kentucky public works construction.

Are Apprenticeship Rates for Northern CA Prevailing Wage Projects the same as those for Southern CA Prevailing Wage Projects?

Apprenticeship rates vary by trade and county. Training rates in Northern California may be more or less than training rates in Southern California. To ensure that you are paying the appropriate training rates on your prevailing wage job, follow the wage decision that is applicable to the project you are on.

Are Northern California Prevailing Wage Rates the same as Southern California Prevailing Wage Rates?

Northern and Southern California Prevailing Wage rates are NOT the same. The California DIR website breaks wage decisions down by the following 5 categories:

· Statewide decisions which include various trades that have the same rates throughout the state

· Northern California decisions that only apply to the counties called out on the wage decision

· Southern California decisions that only apply to the counties called out on the wage decision

· San Diego decisions that only apply in San Diego County

· County Decisions that include specialty sub trades in an excel format

Must contributions to plans be annualized in Illinois?

In instances where contractors in Illinois pay the benefits portion (health and welfare) of the prevailing wage rate into a bona fide fund rather than directly to the employee, the following calculation should be used:

 

52 (# of weeks in a year) x 40 (# of hours in a week) = 2,080

$X (contribution per month) x 12 (# of months in a year) = $XX

$XX/2,080 = $XXX (amount of credit)

$XXX is the amount that can be credited (subtracted) per hour for the benefit portion of the wage rate.

 

*The multipliers remain the same for all calculations for credits to benefits portions.

*If the benefit amount does not meet or exceed what the prevailing wage requires, then the deficient amount must be made up to the employee in the form of wages.

 

For example, if an IL contractor contributes $86.66 per month to a bona fide fund then the calculation would be as follows:

$86.66 X 12 = $1,040

$1,040/2,080 = $0.50

$0.50 is the credit allowed.

Therefore, if the health and welfare portion of the wage rate is $5.05 per hour, the contractor would pay $4.55 per hour because they have already contributed $0.50 to the bona fide fund.

Does Illinois require a Fringe Benefit Statement & Certified Payroll Reports?

Illinois requires that a Fringe Benefit Statement and Certified Transcript of Payroll be submitted for each job.  While participating on public works, contractors and subcontractors are required to submit monthly certified payroll records to the public body in charge of the project. Furthermore, public bodies are required to keep these records for at least 3 years and these records are considered public records under the Freedom of Information Act.

What are the filing requirements for Prevailing Wage projects in Illinois?

Illinois contractors and subcontractors must keep accurate records for at least 3 years showing the name, address, telephone number, social security number, classification/occupation, hourly wages (including itemized hourly cash and fringe rates), hours worked each day, gross and net weekly wages (itemizing deductions) for each laborer, worker and mechanic employed on public works. The records shall be open at all reasonable hours to inspection by the public body awarding the contract, and the Department of Labor. The public body and the Department of Labor may also subpoena the production of all books, records, and other evidence related to an investigation or hearing. For more information, click here 820 ILCS 130/5 and 10.

How are apprentice rates determined in Illinois?

The rate for an apprentice will be determined by the U.S. Department of Labor’s Office of Apprenticeship based upon the information the registered program submits to their office.

What is “training” and how does it apply to the Illinois contractor?

All contractors subject to the Illinois Prevailing Wage Act must pay the training component as part of the prevailing wage.  Employers must be a part of a recognized apprenticeship program and complete the registration form for the training of apprentices. If you do not have a U. S. Department of Labor registered apprenticeship program, the training component must be paid directly to the employee. Similarly, if you have a U.S. Department of Labor registered apprenticeship program, but your per-hour training cost is less than the training component required by prevailing wage, the difference must be paid to the employee.

Are the increases provided for the Illinois wage decision at the time they take affect?

Illinois Prevailing Wage rates are posted on the Department of Labor’s web site. Revisions are posted approximately two weeks before the effective date. By regularly checking the web site, you will be aware of any increases prior to any hours being worked at a new rate.

Does Illinois issue wage decisions with predetermined increases?

Illinois prevailing wage rates are ascertained during the month of June each year with revised rates published monthly. If the Illinois Department of Labor revises the prevailing wage rate, the revised rate applies to the public works project and the public body is responsible for notifying the contractor of the revised rate.

How does a contractor determine which Illinois wage decision to utilize?

It is the contractor’s duty to review the published Illinois wage decisions on a monthly basis to ascertain the appropriate wage to pay the employees.

What is the method for determining Illinois Prevailing Wage rates?

According to Section 9 of the Illinois Prevailing Wage Act, a public body (or IDOL upon the public body’s default) is charged to investigate and ascertain the prevailing rate of wages on a countywide basis during June of each calendar year.

What are the various state entities that govern Illinois prevailing wage and what are their duties?

The Illinois Department of Labor governs prevailing wage regulations within the state of Illinois.  The Department of Human Rights investigates discrimination complaints.  The IL Department of Employment Security provides assistance with unemployment claims.  The Workers Compensation Commission handles workers’ compensation cases.

Who do sub-contractors file their paperwork with on their South Carolina Prevailing Wage job?

Sub-contractors working on a South Carolina Prevailing Wage job should file their paperwork with the project’s general contractor who will submit all paperwork to the contracting agency.

Is there an Associatated General Contractors (AGC) branch in South Carolina?

Yes, please visit their website for additional information by clicking here. The AGC is an excellent resource for helping South Carolina contractors better comply with Davis-Bacon requirements for your state.

For South Carolina Davis-Bacon jobs are there any Prevailing Wage filing requirements?

There are Prevailing Wage filing requirements for South Carolina Davis-Bacon jobs including Certified Payroll Reports which must be completed and sent in on a weekly basis.  Additionally, some South Carolina contracting agencies may ask for additional paperwork so you will need to confirm these requirements with the contracting agency.

 

Are there rules governing apprentices for South Carolina Davis-Bacon projects?

While South Carolina doesn’t have a requirement to request apprentices, a general training fund, nor an apprenticeship regulation, if a contractor is contracted within a specific apprenticeship committee then they must follow that committee’s apprenticeship regulations and contribute to their training fund.  The Davis-Bacon apprenticeship wages are NOT a part of the wage decision and are set by the specific apprentice.

 

My South Carolina Special Prevailing Wage Determination request has been submitted, do I have any other obligations?

Since South Carolina is a Davis-Bacon state, you do have obligations under Davis-Bacon and Related Acts.  You will want to look at the wage and benefit rates listed on the general Davis-Bacon Wage Decision for the lowest specialized trade that most closely resembles the trade in question, and pay no less than that rate.  If, for example, you are a plumbing contractor and can’t find plumbing listed on the SC wage decision, you would need to find another specialized trade (carpentry for example) and must pay no lower than the Prevailing Wage for that trade.  Once the special determination is provided, if you paid lower than what was decided upon, you must correct your payroll.

 

How can I obtain a Special Prevailing Wage Determination on my South Carolina Davis-Bacon project?

To obtain a Special Prevailing Wage Determination on your SC Davis-Bacon project, the agency or contracting officer will need to request the Special Prevailing Wage Determination from the federal Wage and Hour Division.  The DBRA provisions contain a conformance procedure to establish an enforceable age and benefit rate for missing/unlisted classifications.  In order to request a project Wage Determination, the agency (normally a federal agency) should complete a Standard Form 308 (SF-308)  “Request for Determination and Response to Request” and send it to the US Department of Labor, Employment Standards Administration, Wage and Hour Division, Branch of Construction Wage Determinations, Washington DC 20210.

Please note: Project decisions are applicable only to the particular project they are issued to and will be void after 180 days.  A request for Authorization of Additional Classification and Rate (SF1444) needs to be sent to the contracting officer or agency by the contractor in order to initiate the request.

Will my Prevailing Wage rates ever increase or undergo special determinations on my South Carolina Davis-Bacon project?

As a Davis-Bacon state, South Carolina is governed by federal Davis Bacon rules.  As a result, Prevailing Wage rates are good for the life of the project and determinations have no pre-determined increases.  However, the awarding body can request special determinations on a per project basis.  Please note: this process takes at least 30 days.  The determinations are specific to the DBRA job in South Carolina and may contain pre-determined increases.  The awarding body or contracting agency will provide the contractors with these special determinations.

Where do I get Davis-Bacon Wage Determinations for my Prevailing Wage job in South Carolina?

South Carolina Davis-Bacon and Related Acts Wage Determinations  are required to be contained within the bid documents.  If you cannot find the Prevailing Wage decision, please contact your contracting agency or awarding body of the project.

Where can I find the most current Davis-Bacon rates for South Carolina?

You can find the most current Davis-Bacon rates for South Carolina here.  As an FYI, the US Government Printing Office (GPO) publishes a list for each state.  While the GPO website SHOULD be current, the Wage determination you use for your South Carolina job may be different.   Because of this, please do not rely on the website’s for your Wage Determination information.  For the most accurate wage decision, you will want to refer to the bid spec to ensure you are using the correct Davis-Bacon rates for you South Carolina Prevailing Wage project.

Who is responsible for determining Prevailing Wage rates in South Carolina and what is it based on?

In South Carolina, the federal government’s Department of Labor determines the Prevailing Wage rates. 

The prevailing wage rate is based on the hourly paid rate of puiblic works projects to workers of a certain type of work, trade or classification.  The rate is also based on workers who are located within the nearest labor market area or lacality.  If for instance, there is no single rate paid to a majority, then the single (or modal) rate being paid to the GREATEST number of workers becaomes the Prevailing Wage Determination for the South Carolina project.

Can you please explain how compliance of Davis-Bacon and Related Acts (DBRA) is handled in South Carolina?

Initially, the South Carolina contracting agency will hire inspectors who perform on-site inspections, interview and payroll audits for Davis-Bacon compliance.  Should extreme errors be found in the inspection, the inspector would be able to bring in the Department of Labor (DOL) for further enforcement.

 

In South Carolina, who is responsible for enforcing compliance of Davis-Bacon and Related Acts (DBRA)?

The contracting agency is responsible for enforcing DBRA compliance in South Carolina.  If contractors do not maintain compliance, the contracting agency has the authority to send the issue to the DOL Wage & Hour Division to investigate further.

Does South Carolina have a state Prevailing Wage law?

South Carolina does not have a state Prevailing Wage law.  South Carolina is considered a Davis-Bacon state as public works projects fall under the federal Davis-Bacon and Related Acts (DBRA) and are governed by the federal Department of Labor (DOL).

Where should I go to find current North Dakota Davis-Bacon rates?

To find current North Dakota Davis-Bacon rates please refer to this site which has a list of all Davis-Bacon Wage Determinations for North Dakota.  Please remember, you must refer to the bid spec in order to insure you are using the correct Wage Determination for your Prevailing Wage job.

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Where should sub-contractors file their paperwork for North Dakota Prevailing-Wage jobs?

Sub-contractors should file their paperwork with the General Contractor for their North Dakota Prevailing Wage job.  The General Contractor is responsible for submitting the paperwork to the ND contracting agency.

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Can you explain the rules governing apprentices on North Dakota Davis-Bacon projects?

In North Dakota, Certified Payroll Reports are always required to be completed and sent in on a weekly basis.  Please note, some ND contracting agencies may ask for additional paperwork, so it is very important to check with the contracting agency to confirm other necessary requirements.

Can you explain the rules governing apprentices on North Dakota Davis-Bacon projects?

For North Dakota Davis-Bacon projects, there is no general training fund, a requirement to request apprentices or a state mandated apprenticeship regulation.  However, it is important to note that if the North Dakota contractor is contracted with a specific apprenticeship committee, the contractor must follow their committee’s apprenticeship regulations in addition to contributing to their training fund. Please note, Davis-Bacon apprenticeship wages are set by the specific apprenticeship committee governing the trade and are not part of the wage decision.

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What should I know while I wait my Special Prevailing Wage Determination for my North Dakota Davis-Bacon job?

While waiting for your North Dakota Special Prevailing Wage Determination you do have obligations under the DBRA. You must pay no less than the benefit and wage rates listed on the general Davis-Bacon wage decision for the lowest specialized trade that is most similar to your actual trade.  If for example, you are a plumbing contractor and cannot find “plumbers” on the wage decision, you would look for a similar specialized trade and pay no lower than that trade’s Prevailing Wage rate.  When the actual Special Prevailing Wage Determination arrives, if you paid lower than what was decided, you would have to adjust your payroll accordingly.

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Where can I find current North Carolina Prevailing Wage rates?

Current North Carolina Prevailing Wage rates can be found here.  Please be aware, for your actual Prevailing Wage job you will want to refer to your bid spec, as the rate may be different from what is posted on the website.

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In North Carolina, where do sub-contractors file their paperwork for Prevailing Wage jobs?

For Prevailing Wage jobs in North Carolina, sub-contractors file their paperwork with the project’s General Contractor.  The NC General Contract submits this paperwork to the contracting agency.

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Can you explain the North Carolina Prevailing Wage filing requirements?

North Carolina Prevailing Wage filing requirements include Certified Payroll Reports which are required to be completed and sent in on a weekly basis.  Additional paperwork may be needed by some contracting agencies, so it is important to confirm if there are other requirements.

 

On North Carolina Davis-Bacon projects, what are the rules governing apprentices?

North Carolina does not have a state mandated apprenticeship regulation, a requirement to request apprentices or a general training fund. However, if a North Carolina contractor is contracted with a specific apprenticeship committee, they must follow their committee’s apprenticeship regulations and contribute to their training fund. Please also note that Davis-Bacon Apprenticeship wages are set by the specific apprenticeship committee governing the trade and are not part of the wage decision.

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What should I know while I await my Special Prevailing Wage Determination for my Davis-Bacon job in North Carolina?

While waiting for your North Carolina Special Prevailing Wage Determination, you must pay no less than the benefit and wage rates listed on the general Davis-Bacon wage decision for the lowest specialized trade that resembles your actual trade the closest.  If for example, you are a plumbing contractor and cannot find “plumbers” on the wage decision, you will need to find another specialized trade and pay no lower than that trade’s Prevailing Wage rate.  When the actual Special Prevailing Wage Determination arrives, if you paid lower than what was decided, you will need to adjust your payroll accordingly.

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Where can I find current New Hampshire Davis-Bacon rates?

You should always refer to the bid spec to insure you are using accurate rates for your Prevailing Wage job, as they can differ from the one on the WDOL’s website.  For a list of the Davis-Bacon Wage Determination, please click here.

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For a Prevailing Wage job in New Hampshire, where do sub-contractors file their paperwork?

In New Hampshire, sub-contractors file their paperwork with the project’s General Contractor who then submits the paperwork to the contracting agency.

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Are there any filing requirements for New Hampshire Prevailing Wage jobs?

Yes, Certified Payroll Reports are required to be completed and sent in on a weekly basis for all New Hampshire Prevailing Wage jobs.  Moreover, there may be other obligatory paperwork depending on your contracting agency.  You will need to check with your contracting agency to verify that they only require the CPR.

 

Are there any rules governing apprentices on New Hampshire Davis-Bacon projects?

While New Hampshire does not have a state mandated apprenticeship regulation, a requirement to request apprentices or a general training fund, New Hampshire contractors who are contracted with a particular apprenticeship committee, must follow their committee’s apprenticeship regulations and contribute to their training fund. Davis-Bacon Apprenticeship wages are set by the specific apprenticeship committee governing the trade and are not part of the wage decision.

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While I await my Special Prevailing Wage Determination for my New Hampshire Davis-Bacon project, what should I know?

Your responsibilities under the Davis-Bacon and Related Acts, are that you must pay no less than the wage and benefit rates listed on the general Davis-Bacon wage decision for the lowest specialized trade that most closely resembles your actual trade.

 For example: if you are a carpentry contractor and cannot find “carpentry” on the wage decision, you must find another specialized trade, like “plumbing” and pay no lower than the Prevailing Wage for that trade.  Once your actual special determination is provided, if you paid lower than what was decided upon, you must adjust payroll accordingly for your New Hampshire Davis-Bacon job.

I need current Davis-Bacon rates for Mississippi, where can I find them?

You can find the current Prevailing Wage rates by entering your search information here.  The US Government Printing publishes a list of Davis-Bacon Wage Determinations by state, to get a list of all the ones in Mississippi click here.  Please remember to always refer to the bid spec to insure you are using the correct Wage Determination for your Prevailing Wage job, as yours may be different from the WDOL’s website.

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Where do sub-contractors file their paperwork for a Prevailing Wage job in Mississippi?

Sub-Contractors in Mississippi file their paperwork with the project’s General Contractor for Mississippi Prevailing Wage jobs.  The General Contractor is then responsible to submit the paperwork to the contracting agency.

 

What are the Prevailing Wage filing requirements in Mississippi?

 

For Mississippi, Certified Payroll Reports are required to be completed and sent in on a weekly basis for all Davis-Bacon jobs. Please be advised that some contracting agencies may ask for additional paperwork.  You will need to check with the contracting agency to confirm that they only require the CPR to be completed.

Are there any rules governing apprentices on Davis-Bacon projects in Mississippi?

Mississippi does not have a state mandated apprenticeship regulation, a requirement to request apprentices, nor a general training fund. For Mississippi contractors contracted with a specific apprenticeship committee, they must follow their committee’s apprenticeship regulations and contribute to their training fund.

Additionally, please remember that Davis-Bacon Apprenticeship wages are set by the specific apprenticeship committee governing the trade and are not part of the wage decision.

I have submitted my Special Prevailing Wage Determination for my Davis-Bacon project, do I need to do anything else?

Under the Davis-Bacon and Related Acts, your obligations are that you must pay no less than the wage and benefit rates listed on the general Davis-Bacon wage decision for the lowest specialized trade that most closely resembles your actual trade.  For example, if you are a plumbing contractor and cannot find “plumbers” on the wage decision, you must find another specialized trade, like “carpentry,” and you must pay no lower than that trade’s Prevailing Wage.  Once your actual special determination is provided, if you paid lower than what was decided upon, you will need to adjust your payroll accordingly.

Where should I go to find current Oklahoma Davis-Bacon rates?

To find current Davis-Bacon rates in Oklahoma, please refer to this site which has a list of all Davis-Bacon Wage Determinations for Oklahoma.  Please remember, you must refer to the bid spec in order to insure you are using the correct Wage Determination for your Prevailing Wage job in Oklahoma.

For Davis-Bacon projects in Oklahoma, where should sub-contractors file their paperwork?

For Oklahoma Davis-Bacon jobs, sub-contractors should file their paperwork with the General Contractor of the job.  The General Contractor is responsible for submitting the paperwork to the contracting agency.

What are the filing requirements for Oklahoma Prevailing Wage jobs?

Certified Payroll Reports are required to be completed and sent in on a weekly basis for all Oklahoma Prevailing Wage jobs.  Some contracting agencies, however, may ask for additional paperwork.  As a result, it is very important to check with the contracting agency to confirm whether or not they require additional materials to be completed.

I am waiting to receive my Special Prevailing Wage Determination for my Davis-Bacon job in Oklahoma, what should I know?

Under the DBRA you will have obligations while waiting for your Special Prevailing Wage Determination. You must pay no less than the benefit and wage rates listed on the general Davis-Bacon wage decision for the lowest specialized trade that resembles your actual trade the closest.  Example: Let’s pretend you are a plumbing contractor and cannot find “plumbers” on the wage decision; you would need to look for another specialized trade (like “carpentry”) and pay no lower than that trade’s Prevailing Wage rate.  Once your Oklahoma Special Prevailing Wage Determination arrives, if you paid lower than what was decided, you will need to adjust your payroll accordingly.

I have a Davis-Bacon project in Oklahoma, how do I get a Special Prevailing Wage Determination for my job?

For Davis-Bacon projects in Oklahoma, Special Prevailing Wage Determinations requests should be requested from the federal Wage and Hour Division by either the officer or Contracting Agency.  The Davis-Bacon & Related Act provisions contain a conformance procedure in order to establish an enforceable benefit rate and wage for missing/unlisted classifications.

    • The agency (normally a federal agency) should use the  Standard Form 308 (SF-308) “Request for Determination and Response to Request” to request the Wage Determination for your Oklahoma project.  Please send the completed SF-308 to:  U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, Branch of Construction Wage Determinations, Washington, D.C. 20210.

Please be advised that project decisions are effective for 180 days and are applicable only to the particular project for which they are issued.  For example, if the project decision has not been used during the period of its effectiveness, it becomes void. The contractor must initiate the request to the Contracting Officer or Agency by submitting a Request for Authorization of Additional Classification and Rate (SF1444).

How do I obtain a Special Prevailing Wage Determination for my Davis-Bacon project in North Dakota?

Special Prevailing Wage Determinations requests for your North Dakota Davis-Bacon project request should be requested from the federal Wage and Hour Division by either the officer or North Dakota Contracting Agency.  The Davis-Bacon & Related Act provisions contain a conformance procedure in order to establish an enforceable benefit rate and wage for missing/unlisted classifications.

    • A Standard Form 308 (SF-308) “Request for Determination and Response to Request” should be used by the agency (normally federal) to request the Wage Determination for your North Dakota project.  Please send the completed SF-308 to:  U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, Branch of Construction Wage Determinations, Washington, D.C. 20210.

It is very important to remember that project decisions are effective for 180 days and are applicable only to the particular project for which they are issued.  For example, if the project decision is not used in the period of its effectiveness, it is void. The contractor must initiate the request to the Agency or Contracting Officer by submitting a Request for Authorization of Additional Classification and Rate (SF1444).

How can I obtain a Special Prevailing Wage Determination for my North Carolina Davis-Bacon project?

Your North Carolina Davis-Bacon project request for a Special Prevailing Wage Determinations should be requested from the federal Wage and Hour Division by either the officer or Contracting Agency.  In order to establish an enforceable benefit rate and wage for missing/unlisted classifications, Davis-Bacon & Related Acts provisions contain a conformance procedure.

    • A Standard Form 308 (SF-308) “Request for Determination and Response to Request” should be used by the agency (normally a federal agency) to request the Wage Determination for your project. The completed SF-308 needs to be sent to:  U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, Branch of Construction Wage Determinations, Washington, D.C. 20210.

Please Note: Project decisions are effective for 180 days and are applicable only to the particular project for which they are issued. If the project decision is not used in the period of its effectiveness, it is void. The contractor must initiate the request by submitting a Request for Authorization of Additional Classification and Rate (SF1444) to the Contracting Officer or Agency.

What do I need to do to get a Special Prevailing Wage Determination for my New Hampshire Davis-Bacon project?

Your New Hampshire Special Prevailing Wage Determinations for your Davis-Bacon project should be requested from the federal Wage and Hour Division by the officer or Contracting Agency.  The Davis-Bacon & Related Act provisions contain a conformance procedure in order to establish an enforceable wage and benefit rate for missing/unlisted classifications.

    • In order to request Wage Determination for your project, a Standard Form 308 (SF-308) “Request for Determination and Response to Request” should be used by the agency (normally a federal agency).  Please send the completed SF-308 to:  U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, Branch of ConstructionWage Determinations, Washington, D.C. 20210.
    • Please Note: Project decisions are valid only to the particular project for which they are issued and are effective for 180 days.  The project decision is void if it is not used in the period of its effectiveness. The contractor must initiate the request by submitting a Request for Authorization of Additional Classification and Rate (SF1444) to the Contracting Officer or Agency.
I need to get a Special Prevailing Wage Determination for my Mississippi Davis-Bacon project, where should I go?

Special Prevailing Wage Determinations for your Mississippi Davis-Bacon project should be requested from the Federal Wage and Hour Division by the Contracting Agency or officer.  Please note that the Davis-Bacon & Related Act provisions contain a conformance procedure in order to establish an enforceable wage and benefit rate for missing/unlisted classifications.

To request Wage Determination for your project, a Standard Form 308 (SF-308) “Request for Determination and Response to Request” should be used by the agency (normally a federal agency).  The completed SF-308 should be sent to:  U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, Branch of Construction Wage Determinations, Washington, D.C. 20210.

Project decisions are applicable only to the particular project for which they are issued and are effective for 180 days. If a project decision is not used in the period of its effectiveness, it is void. The contractor must initiate the request by submitting a Request for Authorization of Additional Classification and Rate (SF1444) to the Contracting Officer or Agency.

Are there any special determinations or increases that will affect my Davis-Bacon project in North Dakota?

North Dakota, as a Davis-Bacon state, is governed by federal Davis-Bacon rules. It’s important to note that while Prevailing Wage rates are good for the life of the project and do not have pre-determined increases, special determinations can be requested by the awarding body on a per project basis. Please note, the special determination process will take at least 30 days.  The special determinations are specific to your particular Prevailing Wage job, and may include pre-determined increases.  North Dakota contractors will be provided with the special determinations by the awarding body or contracting agency.

For my Oklahoma Davis-Bacon project, will there be any increases or special determinations that can affect my job?

Oklahoma Davis-Bacon Prevailing Wage rates are good for the life of the project and do not have pre-determined increases.  However, special determinations can be requested by the awarding body on a per project basis which will take at least 30 days.  The special determinations are specific to your particular Prevailing Wage job, and may include pre-determined increases.  The special determinations will be provided to the contractors by the awarding body or contracting agency.

I have a Prevailing Wage job in Oklahoma, where do I go to get Davis-Bacon Wage Determinations?

Oklahoma DBRA Wage Determinations are required to be contained within the bid documents.  If you are unable to find them, please contact your awarding body or contracting agency of the project.

Who determines Oklahoma Prevailing Wage job’s Wage Decisions?

Prevailing Wage job’s Wage Decisions in Oklahoma are determined by the federal government’s Department of Labor.  The DOL bases this rate on the hourly rate paid on public works projects to a majority of workers involved in a particular classification, type of work or craft.  The DOL bases these Prevailing Wage rates on workers who are located within the nearest market area or locality.    If there was no single rate paid to a majority, the modal or single rate paid to the greatest number of workers becomes the Prevailing Wage Determination.

How do I get my Davis-Bacon Wage Determinations for my North Dakota Prevailing Wage job?

It’s required that your North Dakota Prevailing Wage job’s DBRA Wage Determinations are contained within your bid documents.  If no Wage Decision is included, you will need to contact your contracting agency or awarding body.

How do I obtain Wage Decisions for my North Dakota Prevailing Wage job?

In North Dakota, the federal government’s Department of Labor determines the Prevailing Wage decision.  The DOL determines this rate by basing it on the hourly rate paid on public works projects to a majority of workers who are engaged in a particular type of craft, work, or classification.  The single or modal rate being paid to the greatest number of workers is the North Dakota Prevailing Wage Determination in the event that there is no single rate paid to a majority. The decision is also based on workers who are located within the locality or nearest market area.

Will there be any increases or Special Wage Determinations that will affect my Davis-Bacon project in North Carolina?

Federal Davis-Bacon rules govern North Carolina since it is a Davis-Bacon state. While Prevailing Wage rates are good for the life of the project and do not have a pre-determined increase, special determinations can be requested by the awarding body on a per project basis. Please note, the special determination process will take at least 30 days.  The special determinations are specific to your particular Prevailing Wage job, and may include pre-determined increases.  The North Carolina contractors will be provided with the special determinations by the awarding body or contracting agency.

How do I obtain my Davis-Bacon Wage Determinations for my Prevailing Wage job in North Carolina?

You can obtain your Davis-Bacon Wage Determinations within the bid documents for your North Carolina job.  Please contact your NC contracting agency or awarding body if you cannot find the Wage Determinations.

How can I find Wage Decisions for my North Carolina Prevailing Wage job?

The federal government’s Department of Labor determines the Prevailing Wage in North Carolina.  This rate is determined by the DOL by basing it on the hourly rate paid on public works projects to a majority of workers who are engaged in a particular type of work, classification, or craft.  It is further based on workers who are located within the locality or nearest market area to your North Carolina job.  The single or modal rate being paid to the greatest number of workers is the Prevailing Wage Determination in the event that there is no single rate paid to a majority.

Will there be any special determinations or increases that will affect my Davis-Bacon project in New Hampshire?

As a Davis-Bacon state, federal Davis-Bacon rules preside over New Hampshire. Prevailing Wage rates are in effect for the life of the project and do not have pre-determined increases. However, special determinations can be requested by the awarding body on a per project basis. If the awarding body requests a special determination, the procedure will take at least 30 days.  These special determinations are specific to your particular Prevailing Wage job, and can contain pre-determined increases.  The awarding body or contracting agency will provide the contractors with these special determinations.

How can I find Davis-Bacon Wage Determinations for my New Hampshire Prevailing Wage job?

The Wage Determinations for your Prevailing Wage job in New Hampshire can be located within your NH bid documents.  If you cannot find the determinations, please contact your contracting agency or awarding body.

How are Wage Decisions for my Prevailing Wage job in New Hampshire determined?

Prevailing Wage Decisions for New Hampshire are decided on by the federal government’s Department of Labor.  They base this rate on the hourly rate paid on public works projects to a majority of workers involved in a specific classification, type of work or craft.  The Department Of Labor bases these Prevailing Wage rates on workers who are located within the nearest locality.  If there was no single rate paid to a majority, the modal or single rate paid to the greatest number of workers becomes the Prevailing Wage Determination.

Are there any increases or special determinations that will affect my Mississippi Davis-Bacon project?

Mississippi is governed by federal Davis-Bacon rules as it is a Davis-Bacon state. While generally, determinations have no pre-determined increases (the Prevailing Wage rates are good for the life of the project) special determinations can be requested by the awarding body on a per project basis. If the awarding body does ask for a special determination, please be aware that this process will take at least 30 days.  These special determinations will be specific to your particular Mississippi DBRA job, and could contain pre-determined increases.  The contracting agency or awarding body will provide the contractors with these special determinations.

Where can I find Davis-Bacon Wage Determinations for my Prevailing Wage job in Mississippi?

You can find Davis-Bacon Wage Determinations within the bid documents.  Contact the contracting agency or awarding body of the project if no Prevailing Wage decision is included.

I have a Prevailing Wage job in Mississippi, where can I obtain my wage decisions?

Because the state of Mississippi does not have a Prevailing Wage law, the federal government’s Department of Labor determines the prevailing wage rate.  The rate is 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.  The rates are based on workers located within the locality or on the labor market area nearest to them.  If there is no single rate paid to a majority, the single (or modal) rate being paid to the greater number of workers is the Prevailing Wage Determination.

How is Davis-Bacon compliance and auditing enforced in Mississippi?

Davis-Bacon compliance and auditing is enforced in Mississippi by the contracting agency.  They hire inspectors who perform on-site inspections and interviews.  The contracting agency also audits your payroll records for Davis-Bacon compliance.  If the Mississippi inspections find egregious errors, the Department of Labor may be brought in for further enforcement.

 

How is compliance and auditing of Davis-Bacon and Related Acts enforced in New Hampshire?

Compliance and auditing of New Hampshire DBRA is enforced by the contracting agency, who hires inspectors to perform on-site inspections and interviews.  If the inspections produce the findings of egregious errors, the NH inspector can bring the DOL in for further enforcement.  Additionally, the contracting agency will audit your payroll records for Davis-Bacon compliance.

In North Carolina, how is Davis-Bacon compliance and auditing enforced?

Davis-Bacon compliance and auditing is enforced by the contracting agency.  The NC contracting agency audits payroll records for Davis-Bacon compliance and hires inspectors to perform on-site inspections and interviews.  The NC inspector can bring the DOL in for further enforcement if they find egregious errors in their investigation.

In the state of North Dakota, how is Davis-Bacon compliance and auditing enforced?

Davis Bacon and Related Acts compliance and auditing is enforced by the contracting agency who also audits payroll records for compliance.  They hire inspectors to perform on-site inspections and interviews on your North Dakota Prevailing Wage job.  In the case where egregious errors are found during the investigation, the Department Of Labor may be brought in for further enforcement.

How does DBRA compliance and auditing get enforced in Oklahoma?

Compliance and auditing in Oklahoma gets enforced by the contracting agency.  The contracting agency is responsible for hiring inspectors to perform on-site inspections and interviews as well as auditing payroll records for Oklahoma Davis-Bacon compliance.  In the event that inspections result in the findings of egregious errors, the DOL may be brought in for further enforcement.

In Oklahoma, who handles and enforces Davis-Bacon compliance?

The contracting agency initially handles and enforces DBRA compliance for Oklahoma public works projects.  The contracting agency may get the DOL Wage & Hour Division involved if an Oklahoma contractor refuses to maintain compliance.

Who is responsible for handling Davis-Bacon compliance in North Dakota?

Initially, the contracting agency is responsible for enforcing DBRA compliance for your public works project.  The issue can be sent to the DOL Wage & Hour Division to further investigate if a contractor refuses to maintain compliance in North Dakota.

In the state of North Carolina, who is responsible for enforcing Davis-Bacon compliance?

Originally the contracting agency for your North Carolina public works project is responsible for enforcing Davis-Bacon compliance. In the event a North Carolina contractor refuses to maintain compliance however, the issue may be sent to the DOL Wage & Hour Division for further investigation.

In New Hampshire, who is responsible for the enforcement of Davis-Bacon compliance?

The contracting agency for your New Hampshire public works project is responsible for the enforcement of Davis Bacon & Related Acts compliance.  They also have the authority to send the issue to the DOL Wage & Hour Division if a New Hampshire contractor refuses to maintain compliance.

Who is responsible for enforcing Davis-Bacon compliance in Mississippi?

In Mississippi, Davis Bacon & Related Acts compliance is enforced by the contracting agency for your public works projects initially.  If a Mississippi contractor refuses to maintain DBRA compliance, the contracting agency can send the issue to the DOL Wage & Hour Division to further investigate.

Does a Prevailing Wage law exist in the state of Oklahoma?

Oklahoma invalidated their Prevailing Wage law by a 1995 court decision.   All public works projects contracted by Oklahoma fall under the federal Davis-Bacon and Related Acts (DBRA) and public works projects are governed by the federal Department of Labor.  As it relates to Prevailing wage laws, Oklahoma is considered a Little Davis-Bacon (Davis Bacon state).

Is there such thing as a North Dakota Prevailing Wage law?

North Dakota does not have a state Prevailing Wage law, and as it relates to Prevailing wage laws, North Dakota is considered a Little Davis-Bacon (Davis Bacon state).  In North Dakota, all public works projects contracted by the state fall under the federal Davis-Bacon and Related Acts (DBRA) and public works projects are governed by the federal Department of Labor.

Is there a state Prevailing Wage law in North Carolina?

There is no state Prevailing Wage law in North Carolina.  Because of this, public works projects contracted by the state fall under the federal Davis-Bacon and Related Acts (DBRA) and public works projects are governed by the federal Department of Labor. Relating to Prevailing Wage laws, North Carolina is a Davis-Bacon state (Little Davis-Bacon).

Does New Hampshire have a Prevailing Wage law?

New Hampshire repealed their Prevailing Wage law in 1985. As it relates to Prevailing wage laws, New Hampshire is considered a Little Davis-Bacon (Davis Bacon state).  In New Hampshire, all public works projects contracted by the state fall under the federal Davis-Bacon and Related Acts (DBRA) and public works projects are governed by the federal Department of Labor.

Is there a Prevailing Wage law in Mississippi?

Mississippi does not have a Prevailing Wage law.  As a result, all public works projects contracted by the state of Mississippi fall under the federal Davis-Bacon and Related Acts (DBRA) and are governed by the federal Department of Labor.  As Mississippi does not have a Prevailing Wage law, it is considered a Little Davis-Bacon (Davis-Bacon state).

How can I determine the hourly cash credit for supplements provided in New York?

In order to calculate the hourly cash credit, the Department’s regulation on supplements provides the formula for making that determination.

    a)    Determine the actual annual contribution made for supplements for each employee.

    b)    Determine the total annual hours worked by each employee on both public and private work.

    c)    Divide the actual contribution or cost in (a) by the total number of hours worked in (b).

Once that credit is determined, if there is a deficiency between the required supplement amount and the hourly credit amount, it must be made up weekly with the employee’s wages.

Where such proof of total hours worked by each employee is not provided by the employer, the Commissioner of Labor will:

    1.   divide the amount in (a) above by 2080 hours (8 hours per day x 5 days per week x 52 weeks); or

    2.   divide the amount in (a) above) by 1820 hours (7 hours per day x 5 days per week x 52 weeks) where proof is provided establishing that the employee worked only 7 hours per day.

Must contributions to plans be annualized in New York?

All contributions must be annualized, no exceptions.  A contribution can be made to a bona fide benefit plan on behalf of the employee. If this option is chosen and the contributions are not made on an hourly basis for all hours worked, both public and private, then the hourly cash credit the employer receives for supplement contributions must be determined (i.e. annualization). Once that credit is determined, if there is any deficiency between the required supplement amount and the hourly credit amount, it must be made up weekly along with employee’s wages.

How may prevailing wage supplements be provided to workers in New York?

Prevailing Wage supplements can be provided to the employee in the following ways:

  1. Paid in cash in lieu of supplements (benefits)
  2. Through irrevocable contributions to a fund, plan or program
  3. Any combination of the above.
Are contractors and subcontractors required to submit payroll records to the public owner in the state of New York?

“Every contractor, and subcontractor, shall submit to the department of jurisdiction within thirty days after issuance of its first payroll, and every thirty days thereafter, a transcript of the original payroll records, as provided by this Article, subscribed and affirmed as true…” (Section 220, subd 3-a)

Where can Prevailing Wage forms be found for the state of New York?

All necessary Prevailing Wage forms and publications can be found on the Bureau of Public Works website.

What are the filing requirements for Prevailing Wage projects in New York?

The contractor and every subcontractor shall keep original payrolls or transcripts thereof showing the hours and days worked by each worker, the occupation at which he/she worked, the hourly wages paid and the supplements paid or provided. [Section 220, subd. 3-a (a)] This includes all books and records pertaining to the rate of wages paid and supplements provided.

Can the employer reduce their fringe obligation by the cost of training apprentices? How is the cost determined?

Cost of training may vary by program, locality and project.  Please refer to your program for specific instructions.

Where can an employer find New York apprentice rates?

Apprentice rates can be obtained on the Bureau of Public Works website.  The apprentice rates can be found on the same wage decision as the journeyman wages by locality.  It is a percentage of journeyman wages and is listed under the journeyman wages on the wage sheet.

When can an employer pay apprentice rates in the state of New York?

The employee must be individually registered in an apprenticeship program that is duly registered with the Commissioner of Labor. (Section 220, subd 3).

How can an employer obtain apprentices in New York?

Employers who wish to train apprentices have to apply to the DOL for a sponsored apprenticeship program and hire their own apprentices.  If they are unable to qualify for a sponsored apprenticeship program, the ABC Merit Apprentice Alliance is an apprentice program for non-union contractors.  This was created for contractors who may not be large enough to have their own sponsored program but wish to bid on Prevailing Wage projects that require apprentices.  The apprentice is trained by the ABC Merit Apprentice Alliance and is indentured to them, but the contractor would hire them and train them.  This alliance was created specifically to manage apprentices for non-union contractors.

Is the training of apprentices mandated in New York?

There is no state wide apprentice mandate, but certain state agencies or municipalities may put an apprenticeship mandate on a project.  This varies by bidding area, municipality or project.  Many projects in New York are PLA projects and therefore will be mandated to hire apprentices.

How does an employer determine where pre-determined increases go that are not allocated at the time of publication in New York?

Contractors should refer to the changes and/or corrections section of the Bureau of Public Works wage decision website.

Any error corrections or updates in the annual determination will be posted to the Department’s website on the first business day of each month. Contractors are responsible for paying these updated rates retroactive to July 1st.

Does New York issue wage decisions with predetermined increases?

When you review a schedule for a particular occupation, your attention should be directed to the dates above the column rates. These are the dates that additional adjustments become effective.

Where does a contractor obtain the appropriate New York Prevailing Wage decision?

Refer to the Bureau of Public Works wage decision website for a complete list of all wage decisions to utilize by locality.  Prime contractors are required to provide subcontractors with Prevailing Wage schedules.  It is a violation for any contractor or its subcontractor to fail to provide to its subcontractor a copy of the schedule of wages and supplements specified in the contract as well as any annually determined rate issued subsequent to the schedule specified in the contract. (Section 220-a, subd. 1)

What is the method for determining New York’s Prevailing Wage rates?

Prevailing rates in a locality are determined by virtue of collective bargaining agreements between bona fide labor organizations and employers of the private sector, provided that said employers employ at least 30% of workers in the same trade or occupation in the locality where the work is being performed. (Section 220, subd 5a)

How often are New York’s Prevailing Wage rates determined and when do they take effect?

The prevailing rate of wages and supplements are determined annually on July 1 of each year and are effective through June 30, i.e. July 1, 2001 – June 30, 2002. (Article 8, Section 220, subd. 5a) When you review a schedule for a particular occupation, your attention should be directed to the dates above the column rates. These are the dates that additional adjustments become effective. Any error corrections or updates in the annual determination will be posted to the Department’s website on the first business day of each month. Contractors are responsible for paying these updated rates retroactive to July 1st.

Who handles Prevailing Wage compliance and enforcement in New York?

The Commissioner of Labor enforces the prevailing wage requirements on all projects let by the state or its political subdivisions, with the exception of projects let by the City of New York . For New York City public work projects, the New York City Comptroller  is responsible for the enforcement of Article 8. Any complaints or questions on public work projects let by New York City should  be addressed to the New York City Comptroller, Municipal Building, Room 530, New York, New York 10007.

What are the various state entities that govern Prevailing Wage in New York?

The Bureau of Public Works enforces New York Prevailing Wage regulations and has jurisdiction over public work projects, other than Federal or HUD projects.  Federal or HUD projects are governed by the New York Department of Labor.

Does Louisiana have an Associated General Contractors (AGC) Branch?

Louisiana does have an Associated General Contractors Branch. The Louisiana Associated General Contractors (AGC) excels at helping contractors better comply with Davis-Bacon requirements in your state.

Where do Sub-Contractors and General Contractors file their paperwork for Louisiana Prevailing Wage jobs?

Sub-Contractors file their paperwork for Louisiana Prevailing Wage projects with the General Contractor.  General Contractors submit their paperwork to the contracting agency.

What are the filing requirements for Louisiana Davis-Bacon jobs?

On a weekly basis, Certified Payroll Reports (CPR) are required to be completed and sent in for the state of Louisiana. Additionally, some contracting agencies may ask for additional paperwork, so please check with the contracting agency to confirm that they only require the CPR to be completed.

Does Louisiana have a state mandated apprenticeship regulation for Davis-Bacon projects?

While Louisiana doesn’t have an apprenticeship regulation, a requirement to request apprentices or a general training fund, contractors can be contracted a specific apprenticeship committee.  The contractor must follow that committee’s apprenticeship regulations as well as contribute to their training fund.  As an FYI, the Davis-Bacon Apprenticeship wages are set by the specific apprenticeship committee governing the trade and are not part of the wage decision.

I have submitted a Special Prevailing Wage Determination to the DOL, do I have any further obligations while I am waiting?

Yes, you have obligations under Davis-Bacon and Related Acts.  There are wage and benefit rates listed on the general Davis-Bacon wage decision, you must pay no less than the rate for the lowest specialized trade that most closely resembles the trade in question.  For example, if you are a plumbing contractor and plumbers aren’t listed on the wage decision, you would need to find another specialized trade and must not pay lower than that trade’s prevailing wage.  Let’s say that as a plumbing contractor you chose carpentry.  If the special determination is provided, and the carpentry trade is actually lower than what was decided upon, you would need to correct your payroll accordingly.

I need to request a Special Prevailing Wage Determination for my Louisiana Davis-Bacon project, how do I do this?

For your Louisiana Davis-Bacon project, please have the Contracting Officer or Agency request the Special Prevailing Wage Determination from the Federal Wage and Hour division.  Please note that the Davis Bacon & Related Act provisions contain a conformance procedure for the purpose of establishing an enforceable benefit rate and wage for unlisted/missing classifications.

If you need to request a Wage Determination for your Davis-Bacon project, a Standard Form 308 (SF-308) “Request for Determination and Response to Request” should be used by the agency (usually Federal) . Once completed, the SF-308 should be sent to:

U.S. Department of Labor

Employment Standards Administration

Wage and Hour Division

Branch of Construction Wage Determinations

Washington, D.C. 20210.

Project decisions are applicable only to the particular project for which they are issued and are effective for 180 days. If you do not use the project within that time frame, it is void.  The contractor must initiate the request by submitting a Request for Authorization of Additional Classification and Rate (SF1444) to the Contracting Officer or Agency.

Are there any special determinations or increases that may affect my Davis-Bacon job in Louisiana?

Generally, determinations have no pre-determined increases and the Prevailing Wages are good for the life of the project.   Nevertheless, an awarding body can request special determinations on a per project basis, which takes at least 30 days.  These special determinations are specific to the particular DBRA job in Louisiana, and may contain pre-determined increases.  The awarding body or contracting agency will provide the contractors with these special determinations. 

Where can I find Davis-Bacon wage decisions for the Prevailing Wage project I am bidding and/or working on in Louisiana?

In Louisiana it is required for the bid documents to include the Davis-Bacon and Related Acts Wage Decisions.  If it is not included, please contact the contracting agency or awarding body of the project and request that the DBRA Wage decision be provided to you. 

 

Where can I find Louisiana’s current Wage Determinations?

Thanks to the US Government Printing Office, you can find a list of Davis-Bacon Wage Determinations by State!  You can find the current Wage Determination for Louisiana here.  Please don’t forget the Wage Determination that you are supposed to use may be different from the one the GPO publishes on their website.  As a result, always refer to the bid spec in order to insure you are using the correct Davis-Bacon rates for your Prevailing Wage job in Louisiana.

My Prevailing Wage job is in Louisiana, where can I obtain my job’s rates?

The federal government’s Department of Labor determines the Prevailing Wage in the state of Louisiana.  This rate is based on the workers who are located within the locality or nearest labor market area.  More specifically, the DOL determines this rate based on the hourly rate paid on public works projects to a majority of workers engaged in a type of work, classification, or particular craft.  Occasionally there is no single rate paid to a majority and the modal or single rate being paid to the most workers is the Prevailing Wage Determination.

In the state of Louisiana, who is responsible for enforcing Davis-Bacon compliance?

Your contracting agency helps enforce Davis-Bacon compliance and auditing by hiring inspectors who will perform on-site inspections and interviews for your Louisiana Prevailing Wage job.  Additionally, the contracting agency also audits your payroll records for Davis-Bacon compliance.  If egregious errors are found by the inspections, the inspector may bring in the DOL for further enforcement.

Is there such thing as a Louisiana Prevailing Wage law?

Not anymore, as Louisiana repealed the state Prevailing Wage laws in 1988.  Louisiana is considered a Davis-Bacon state, meaning the public work projects fall under the federal Davis-Bacon and related Acts (DBRA).  They are governed by the federal Department of Labor.

Is there an Associated Generals Contractors (AGC) branch in Kansas?

Yes, more information can be found on the AGC of Kansas here. They are a great resource for helping contractors better comply with Kansas Davis-Bacon requirements.

 

For my Kansas Prevailing Wage jobs, where should sub-contractors and general contractors file their paperwork?

For Kansas Prevailing Wage jobs, sub-contractors should file their paperwork with the general contractor of the project.  The General Contractor is responsible for submitting the paperwork to the contracting agency.

What are the filing requirements for Kansas Prevailing Wage projects?

Certified Payroll Reports are required to be completed and sent in on a weekly basis for Kansas Davis-Bacon jobs. Please be advised that some contracting agencies may ask for additional paperwork.  You will need to verify with the contracting agency if they only require the CPR to be completed.

Are there rules governing apprentices on Kansas Davis-Bacon Projects?

In Kansas, the state doesn’t mandate any apprenticeship regulation, a requirement to request apprentices, nor a general training fund.  Nevertheless, if a contractor is contracted with a specific apprenticeship committee, they must follow that committee’s apprenticeship regulations as well as contribute to their training fund.  Please note: Davis-Bacon Apprenticeship wages are set by the specific apprentice and aren’t part of the wage decision. 

What should I do while I wait for a response regarding my Special Prevailing Wage Determination request for my Kansas job?

Under the Davis-Bacon and Related Acts you are obligated to pay no less than the wage and benefit rates listed on the general Davis-Bacon wage decision.  You must find the lowest specialized trade that most closely resembles the trade in question if you cannot find your trade listed.  For example, let’s say you are a plumbing contractor and the wage decisions plumbing isn’t listed.  You will need to find another specialized trade (like carpentry) and can’t pay any lower than that trade’s Prevailing.  If the Special Determination is provided, and you paid lower than what was decided, you must correct your payroll to reflect the correct wage.

How do I request a Wage Determination for my project in Kansas?

Please complete a DBRA Standard Form 308 (SF-308) “Request For Wage Determination And Response To Request” and mail your request to:

U.S. Department of Labor Employment Standards Administration Wage and Hour Division, Branch of Construction Wage Determinations, Washington, D.C. 20210

Please note: The project decisions are only applicable to the Davis-Bacon project that was issued and it is void after 180 days.  Please have the contractor initiate the request by submitting an Authorization of Additional Classification and Rate(SF1444) to the to the Contracting Officer or Agency.

I am interested in getting a Special Prevailing Wage Determination for my project in Kansas, how do I request this information?

Please have the Contracting Officer or Agency request your Special Prevailing Wage Determination from the Federal Wage and Hour Division for your Prevailing Wage Project. The DBRA provisions include a conformance procedure to establish an enforceable benefit rate and wage for unlisted/missing classifications.

Will my Kansas Davis-Bacon project ever be affected by increases or special determinations?

Kansas is governed by federal Davis Bacon rules since it is a little Davis-Bacon state.  Generally speaking, the Prevailing Wages are good for the life of the project and the determinations have no pre-determined increases.  The awarding body can request special determinations on a per project basis.  This process takes at least 30 days, are specific to your particular DBRA job and could contain pre-determined increases. These special determinations will be provided to you by your contracting agency or awarding body in Kansas.

The Prevailing Wage job I am bidding and/or working on is in Kansas, where do I get Davis-Bacon Wage Determinations for my job?

Davis-Bacon and Related Acts Wage Decisions are required to be contained within the bid documents.  If for some reason it is not, please contact the contracting agency or awarding body of the project and request the DBRA Wage decision be provided to you.

 

Where can I find current Davis-Bacon Wage Determinations for Kansas?

There is a list of current Davis-Bacon Wage Determinations for each state that is published by the US Government Printing Office.  The current Davis-Bacon rates for Kansas are found here.  Because the Wage Determination you are supposed to use for your job is not always the same as what is posted on the GPO website, you should ALWAYS refer to the bid spec to insure you are using the correct Wage Determination.

How can I determine the Davis-Bacon rates in Kansas?

In the state of Kansas, the  Department of Labor (DOL) would determine the Prevailing Wage for you.  To determine the rate, the DOL takes the hourly rate paid on public works projects to a majority of workers engaged in a particular type of work, classification, or craft.  The DOL also bases the rate on workers located within the locality or nearest market area. In some circumstances, there may be no single rate paid to a majority.  If this were the case, the single or modal rate being paid to the greatest number of workers is the Prevailing Wage Determination in Kansas.

 

In the state of Kansas, who is in charge of auditing and enforcing compliance?

On Kansas Prevailing Wage jobs, the contracting agency is in charge of hiring inspectors to perform on-site inspections, interviews, and audit payroll records for Davis-Bacon compliance.  The inspector may bring in the Department of Labor (DOL) to step in for further enforcement if the inspector finds egregrious errors.

 

How is Davis-Bacon compliance enforced in Kansas?

In Kansas, as a Little Davis-Bacon state, Davis-Bacon compliance is initially enforced by the contracting agency for your public work projects.  If a contractor does not maintain compliance, the issue may be investigated further by the DOL Wage and  Hour division.

Does Kansas have a Prevailing Wage law?

Kansas repealed their state Prevailing Wage laws in 1987.  If a public works project is contracted in the state of Kansas, it is governed by the federal Department of Labor and falls under the federal Davis-Bacon and Related Acts (DBRA).  In regards to Prevailing Wage laws, Kansas is considered a little Davis-Bacon.

I am in Iowa, does the Associated General Contractors (AGC) have a branch in my state?

Yes, please refer to their website.  The Iowa AGC branch is an excellent resource for helping contractors better comply with Davis-Bacon requirements in Iowa.

I am a Sub-Contractor or General Contractor, where do I file my paperwork for my Prevailing Wage jobs in Iowa?

If you are a Sub-Contractor in Iowa you should file your paperwork with the General Contractor of your project.  It is the General Contractor’s responsibility to submit the paperwork to the contracting agency.

For Iowa Davis-Bacon jobs, are there any filing requirements?

Yes, for Iowa Davis-Bacon jobs, you must complete and send in Certified Payroll Reports on a weekly basis.  As some Iowa contracting agencies ask for additional paperwork, you will need to verify with the contracting agency that they only require the CPR to be completed.

For an Iowa Davis-Bacon project, are there any rules governing apprentices?

The state of Iowa doesn’t mandate any apprenticeship regulation, a general training fund, nor a requirement to request apprentices.  If an Iowa contractor is contracted with a specific apprenticeship committee, however, they must follow that committee’s apprenticeship regulations and contribute to their training fund.  As a friendly reminder, Davis-Bacon Apprenticeship wages are set by the specific apprentice and are not a part of the wage decision.

I am waiting for a response regarding my Special Prevailing Wage Determination for my Iowa Davis-Bacon job, what should I know?

As Iowa is a Davis-Bacon state, there are some obligations you must fulfill under the Davis-Bacon and Related Acts.  You must pay no less than the wage and benefit rates listed on the Davis-Bacon wage decision for the lowest specialized trade that is most like the trade in question.  To illustrate this, let’s look at an example.  Say you are a carpentry contractor in Iowa and you can’t find carpenters listed on the wage decision.  When this happens, you need to find another specialized trade, we’ll use plumbing for this example, and you cannot pay lower than the prevailing wage for that trade.  If you receive the Special Determination and you paid lower than what was decided upon, you must correct your payroll accordingly.

How do I go about getting a Special Prevailing Wage Determination for my Davis-Bacon project in Iowa?

Special Prevailing Wage Determination from the Federal Wage and Hour Division need to be requested by the Contracting Officer or Agency. The Davis-Bacon & Related Act provisions contain a conformance procedure in order to establish an enforceable wage and benefit rate for unlisted/missing classifications.  In order to request a project wage determination you will need to complete a Standard Form 308 (SF-308) “Request for Determination and Response to Request” and send it to: U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, Branch of Construction Wage Determinations, Washington D.C. 20210.

The project decisions are applicable only to the particular project that was issued and effective for 180 days.  If for some reason you do not use the project decision within the allotted time frame, the decision will become void.  The Iowa contractor must initiate the request by submitting to the Contracting Officer or Agency a request for authorization of Additional Classification and Rate (SF1444).

For my Iowa Davis-Bacon project, will there ever be any increases or special determinations?

In Iowa, Davis-Bacon general determinations do not have pre-determined increases for Prevailing Wage public works projects and are good for the duration of the project.  Special determinations can however be requested by the awarding body on a per project basis.  Special determinations are specific to the particular IA DBRA job you are working on and could contain pre-determined increases.  The contracting agency or awarding body in Iowa will provide the contractors with these special determinations.  The process for requesting a special determination takes at least 30 days.

I am bidding and/or working a Prevailing Wage project in Iowa, where can I find Davis-Bacon wage decisions for my specific job?

You can find the Davis-Bacon and Related Acts Wage Decisions contained with the bid documents.  It is required that they are included, but if for some reason the Iowa Wage Decisions are not included, please contact the contracting agency or awarding body of the project.

Where can I find Iowa’s current Davis-Bacon Rates?

A list of Davis-Bacon Wage Determinations is published by the US Government Printing Office by state.  You can find the current Prevailing Wage for Iowa here. The Iowa Wage Determination you are supposed to use for your job may be different than the one on the GPO website.  As a result, you should ALWAYS refer to the bid spec to insure you are using the correct Wage Determination for your Prevailing Wage job in Iowa!

Who determines the Davis-Bacon rates in Iowa?

Iowa Prevailing Wage rates are determined by the Department of Labor (DOL).  The DOL bases the rates on the hourly rate paid on Iowa public works projects to workers of a certain class/trade/type of work. If no single prevailing wage rate is paid to a majority for some reason, the single or modal rate being paid to the greater number of workers would be considered the Prevailing Wage Determination.

 

How is Davis-Bacon compliance audited in Iowa?

First, the Iowa contracting agency hires inspectors who perform on-site interviews, inspections, and audit payroll records for Davis-Bacon compliance for your Iowa Prevailing Wage job.  If the inspector finds extreme errors, the Department of Labor (DOL) may be brought in for enforcement.

Who enforces Davis-Bacon compliance in the state of Iowa?

Iowa Davis-Bacon compliance is first enforced by the contracting agency of the public work projects.  IA contractors refusing to maintain compliance may be investigated by the DOL Wage & Hour Division.

Is there a Prevailing Wage law in place for Iowa?

While there is not a state Prevailing Wage law in Iowa, their public work projects fall under the federal Davis-Bacon and Related Acts (DBRA) and are governed by the federal Department of Labor.  Iowa is considered a Davis-Bacon state aka “Little Davis-Bacon”.

Does the Associated General Contractors (AGC) have a branch in Florida?

Yes, the Associated General Contractors are an excellent resource for helping Florida contractors better comply with Florida Davis-Bacon requirements.

Where should sub-contractors file their paperwork for their Florida Prevailing Wage jobs?

Florida sub-contractors should file their paperwork with the project’s General Contractor.  The General Contractor will submit all paperwork to the contracting agency.

Are there any Florida Prevailing Wage filing requirements?

Yes, for Florida Davis-Bacon jobs, you must complete Certified Payroll Reports and send them in weekly.  Please note, some Florida contracting agencies ask for additional paperwork, thus you will need to confirm if there are any other requirements with the contracting agency.

On Florida Davis-Bacon Projects, what are the rules governing apprentices?

Florida does not have a state mandated apprenticeship regulation, a general training fund, or a requirement to request apprentices.  Nevertheless, if a Florida contractor is contacted with a specific apprenticeship committee they must follow that committee’s apprenticeship regulations and contribute to their training fund.  Please remember, the Davis-Bacon Apprenticeship wages are not part of the wage decision and are set by the specific apprentice.

I have already submitted my Special Prevailing Wage Determination for my Florida Davis-Bacon job, do I have to do anything else?

In Florida, you do have obligations under Davis-Bacon and Related Acts.  You will want to look at the wage and benefit rates listed on the general Davis-Bacon Wage Decision for the lowest specialized trade that most closely resembles the trade in question, and pay no less than that rate. For example, if you are a carpentry contractor and can’t find carpenters listed on the FL wage decision, you need to find another specialized trade (plumbing for example) and must pay no lower than the Prevailing Wage for that trade.  Once the special determination is provided, if you paid lower than what was decided upon, you must correct your payroll.

I am working on a Florida Davis-Bacon project, how do I get a Special Prevailing Wage Determination?

Since your Davis-Bacon project is in Florida, you will need to request your Special Prevailing Wage Determinations from the federal Wage and Hour Division by the Contracting Officer or Agency.  The DBRA provisions contain a conformance procedure   in order to establish an enforceable age and benefit rate for missing/unlisted classifications.  In order to request a project Wage Determination, the agency (normally a federal agency) should complete a Standard Form 308 (SF-308)  “Request for Determination and Response to Request”.  Once completed, it should be sent to the US Department of Labor, Employment Standards Administration, Wage and Hour Division, Branch of Construction Wage Determinations, Washington DC 20210.  Please note: Project decisions are applicable only to the particular project they are issued to and will be void after 180 days.  A request for Authorization of Additional Classification and Rate (SF1444) needs to be sent to the Contracting Officer or Agency by the contractor in order to initiate the request.

Will my Davis-Bacon project in Florida ever endure increases or special determinations?

Since Florida is a Davis-Bacon state, it is governed by federal Davis Bacon rules.  As such, the Prevailing Wages are good for the life of the projects and determinations have no pre-determined increases.  Nevertheless, the awarding body in Florida can request special determinations on a per project basis (this process takes at least 30 days).  These determinations are DBRA job specific and could contain pre-determined increases.  These special determinations will be provided to the Florida contractors by the contracting agency or awarding body.

My Prevailing Wage job is in Florida, where do I get Davis-Bacon Wage Determinations?

Davis-Bacon and Related Acts Wage Determinations in Florida are required to be contained within the bid documents.  Contact the FL contracting agency or awarding body of the project if no Prevailing Wage decision is included.

I am researching the most current Davis-Bacon rates in Florida, where should I go?

Always refer to the bid spec to insure you are using the correct Davis-Bacon rates for your Florida Prevailing Wage job.  The US Government Printing Office also publishes a list of Davis-Bacon Wage Determinations by state.  Florida can be found here. While the GPO website should be current, the Wage Determination you should use for your Florida job may be different.  As a result, please do NOT rely on this website for your Wage Determination information and remember to always refer to the bid spec.

I am trying to research Wage Determinations or my Prevailing Wage job in Florida, who determines the Prevailing Wage?

Since your Prevailing Wage job is in Florida, the federal government’s Department of Labor will determine the Prevailing Wage.  The rate is based on the hourly paid rate of public works projects to workers of a certain trade, classification, or type of work.  As an FYI, the Prevailing Wage rate is based on workers who are located within the nearest labor market area or locality.  If there is no single rate paid to a majority, the modal (or single) rate being paid to the greatest number of workers is the Prevailing Wage Determination in Florida.

Who is responsible for enforcing and auditing compliance in Florida?

The FL contracting agency hires inspectors who perform on-site inspections, interviews, and also audit payroll records for Davis-Bacon compliance on Florida Prevailing Wage jobs.  If extreme errors are found in the inspection, the inspector may bring in the Department of Labor (DOL) for further enforcement.

How is compliance of Davis-Bacon and Related Acts (DBRA) handled in Florida?

The Florida contracting agency is responsible for enforcing compliance; however, if there is a problem where contractors do not maintain compliance, the contracting agency will send the issue to the DOL Wage & Hour Division to investigate further.

Does the state of Florida have a state Prevailing Wage law?

Florida does not have a state Prevailing Wage law as they repealed it in 1979. All public works projects contracted by Florida fall under the federal Davis-Bacon and Related Acts (DBRA) and are governed by the federal Department of Labor.  As a result, Florida is considered a Little Davis-Bacon (Davis-Bacon state).

Do the Associated General Contractors (AGC) have a branch in my state of Idaho?

Not only do the Associated General Contractors have a branch, they are an excellent resource for helping contractors better comply with Idaho Davis-Bacon requirements! Please refer to their website.

I am a General Contractor, where do I file my paperwork for Idaho Prevailing Wage?

On Idaho Davis-Bacon projects, you will need to submit your paperwork (this includes the sub-contractors paperwork) to the contracting agency.

I am a Sub-Contractor, where do I file my paperwork for Idaho Prevailing Wage?

On Idaho Davis-Bacon projects, sub-contractors need to file their paperwork with the project’s General Contractor.

Are there any Idaho Prevailing Wage filing requirements I should be aware of?

Yes, for Idaho Davis-Bacon jobs, you must complete Certified Payroll reports and send them in on a weekly basis.  Please be advised that some Idaho contracting agencies ask for additional paperwork, thus you will need to confirm if there are any other requirements with the contracting agency.

For an Idaho Davis-Bacon project, what are the rules governing apprentices?

In Idaho, there is no state mandated apprenticeship regulation, a requirement to request apprentices, nor a general training fund.  Nevertheless, if an Idaho contractor is contracted with a specific apprenticeship committee, they must follow that committee’s apprenticeship regulations and contribute to their training fund.  As a friendly reminder, Davis-Bacon Apprenticeship wages are set by the specific apprentice and are not part of the wage decision.

I’ve submitted my request for my Special Prevailing Wage Determination for my Idaho Davis-Bacon Job, what should I be doing now?

You have some obligations under Davis Bacon & Related Acts legislation, you must pay no less than the wage and benefit rates listed on the Davis-Bacon wage decision for the lowest specialized trade that is most like the trade in question.  For example, if you are a carpentry contractor and cannot find carpenters listed on the wage decision, you must find a different specialized trade (like plumbing) and you cannot pay less than the prevailing wage for that trade.  Once you do receive the special determination, if you paid lower than what was decided upon, you must correct your payroll accordingly.

How do I request a project wage determination?
  • You will need to complete a Standard Form 308 (SF-308) “Request for Determination and Response to Request” and send it to:  U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, Branch of Construction Wage Determinations, Washington, D.C. 20210.  

Project decisions are applicable only to the particular project for which they are issued and are effective for 180 days. If you do not use the project within that time frame, it is void.  The contractor must initiate the request by submitting a Request for Authorization of Additional Classification and Rate (SF1444) to the Contracting Officer or Agency.

Who do I request a Special Prevailing Wage Determination from for my Idaho Prevailing Wage project?

You need to request Idaho Special Prevailing Wage Determinations from the Federal Wage and Hour Division by the Contracting Officer or agency.  The Davis-Bacon & Related Act provisions contain a conformance procedure  in order to establish an enforceable wage and benefit rate for unlisted/missing classifications.

I need to find current Davis-Bacon Wage determinations for Idaho, where should I go?

You should ALWAYS refer to the bid spec to insure you are using the correct wage determination for your Idaho prevailing wage job.  That being said, the US Government Printing Office does publish a list of Davis-Bacon Wage Determinations by State.  View Idaho prevailing wage determinations.  While the information on the GPO website should be the current published prevailing wage information for Idaho, the wage determination you are supposed to use for your job may be different.  As a result, please do NOT rely on this website for your wage determination information and remember to always refer to the bid spec.

 

Are there any increases or special determinations that may affect my Idaho Davis-Bacon job?

Davis-Bacon general determinations have no pre-determined increases for prevailing wage public works projects in Idaho.  While prevailing wages are good for the duration of the project, the awarding body can request special determinations on a per project basis.  Special determinations are specific to the particular DBRA job you are working on, and COULD contain pre-determined increases.  Special determinations will be provided to you by your contracting agency or awarding body in Idaho.  Please note that the process for requesting a special determination takes at least 30 days.

I am bidding and/or working an Idaho prevailing wage project, where can I find Davis-Bacon wage decisions for my project?

DBRA Wage decisions are required to be contained within the bid documents. If for some reason the prevailing wage decision is not included in your bid documents, please contact the contracting agency or awarding body of the project and request that the Davis Bacon & Related Acts Wage decision be provided to you.

How can I determine the Davis-Bacon rates in Idaho?

The Department of Labor (DOL) determines the prevailing wage based on the hourly rate paid on public works projects to a majority of workings engaged in a classification/trade who are located within the locality or nearest labor market area. In the case where no single rate is paid to a majority, the single or modal rate being paid to the greater number of workers is considered to be prevailing.

Is there a Department of Labor for the state of Idaho?

Yes, the state of Idaho does have a Department of Labor! To access their website, visit them by clicking here. For further contact information for the State of Idaho Department of Labor please click here.

I have a question about my Idaho Prevailing Wage job, whom do I contact?

Please contact the Department of Labor (DOL) as they have jurisdiction on public works projects within the state of Idaho and are the investigative body that enforces compliance with the federal Davis-Bacon regulations.

My job is financed by the US Department of HUD, who supervises compliance for these HUD Davis-Bacon projects in Idaho?

The US Department of Housing and Urban Development operates a local office in Idaho. They are responsible for HUD’s overall compliance with Federal prevailing wage requirements for any Housing & Urban Development projects.

How is Davis-Bacon enforced and audited?

The contracting agency hires DBRA inspectors who perform on-site inspections, interviews, and also audit payroll records for Davis-Bacon compliance on Idaho Prevailing Wage jobs.  If extreme errors are found in the inspection, the inspector may bring in the Department of Labor (DOL) for further enforcement.

Who handles compliance of Davis-Bacon and Related Acts (DBRA) in Idaho?

The contracting agency initially handles Davis Bacon & Related Acts compliance.  However, if contractors refuse to maintain compliance, the DOL Wage & Hour Division would need to get involved and conduct further investigation.

Does an Idaho Prevailing Wage law exist?

While a prevailing wage law does not currently exist in the state of Idaho, all public works projects contracted by the state of Idaho do fall under the federal Davis-Bacon act and are governed by the Department of Labor.  As a result, Idaho is a Davis-Bacon state which is also referred to as “little Davis-Bacon.”

Can I view the current Davis Bacon Wage Rates for California online?

Yes, you can. If you’re working a Davis-Bacon job in the state of California, you can find the most current California Davis-Bacon rates here. REMEMBER, the contracting agency is required to provide you with the appropriate Davis-Bacon wage determination – meaning that the one online may not be the one you should be using! If you do have that, and want to look it up, you can go to the Federal Government’s Wage Determinations OnLine website.

And, of course, don’t forget that CA has it’s own Prevailing Wage laws and rates – so be sure it’s a federal davis-bacon project.

Does the Associated General Contractors of America have a branch in Georgia?

Yes! The AGC does operate a branch in Georgia. They are a fantastic resource for helping contractors better comply with Georgia Davis-Bacon requirements!

For Georgia Prevailing Wage jobs, where should sub-contractors file their paperwork?

Sub-contractors on Georgia Davis-Bacon projects should file their paperwork with the project’s General Contractor. It is then the responsibility of the General Contractor on the job to submit the paperwork to the contracting agency.

What are the Georgia Prevailing Wage filing requirements?

For Georgia Davis-Bacon jobs, Certified Payroll Reports are required to be completed and sent in on a weekly basis. Please be advised that some Georgia contracting agencies may ask for additional paperwork – so please check with the contracting agency to confirm that they only require the Certified Payroll Report to be completed in order to remain in compliance.

What are the rules governing apprentices on Georgia Davis-Bacon Projects?

 

  • The state of Georgia does not have a state mandated apprenticeship regulation, a requirement to request apprentices or a general training fund. However, for those Georgia contractors who are contracted with a specific apprenticeship committee, they must follow that committee’s apprenticeship regulations and contribute to their training fund. 
  • Please remember that Davis-Bacon Apprenticeship wages are set by the specific apprenticeship committee governing the trade and are not part of the wage decision.

 

I’m waiting for my special prevailing wage determinations for my Georgia Davis-Bacon job. What do I need to know?

 

  • While you are waiting for a response from the Department Of Labor, you do have obligations under Davis Bacon & Related Acts. You must pay no less than the wage and benefit rates listed on the general Davis-Bacon wage decision for the lowest specialized trade that most closely resembles the trade in question. 
  • For example, plumbing contractors that cannot find  plumbers listed on the wage decision, must find another specialized trade (like carpentry) and not pay lower than that trade’s prevailing wage. 
  • Once the special determination is provided, if you paid lower than what was decided upon, you must correct your payroll.

 

How can I get a special Davis-Bacon wage determination for my Georgia Prevailing Wage project?

 

Georgia Special Prevailing Wage Determinations should be requested from the federal Wage and Hour Division by the Contracting Officer or Agency.  Please be advised that the Davis-Bacon & Related Act provisions contain a conformance procedure for the purpose of establishing an enforceable wage and benefit rate for missing/unlisted classifications.

    • To request a GA project wage determination, a Standard Form 308 (SF-308) “Request for Determination and Response to Request” should be used by the agency (normally a federal agency).  The completed SF-308 should be sent to:  U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, Branch of Construction Wage Determinations, Washington, D.C. 20210.

Project decisions are applicable only to the particular project for which they are issued and are effective for 180 days. If a project decision is not used in the period of its effectiveness, it is void. The Georgia contractor must initiate the request by submitting a Request for Authorization of Additional Classification and Rate (SF1444) to the Contracting Officer or Agency.

 

Will there be any increases or special determinations which can affect my Georgia Davis Bacon job?

Because Georgia is a little Davis-Bacon state, it is governed by federal Davis Bacon rules. In general, Davis-Bacon determinations have no pre-determined increases – the prevailing wages are good for the life of the project. However, special prevailing wage determinations can be requested by the GA awarding body on a per project basis. If a special Davis-Bacon determination is requested, please be advised that this process takes at least 30 days.  These special determinations will be specific to your particular Georgia Davis Bacon & Related Acts job, and could contain pre-determined increases.  The contracting agency or awarding body will provide the contractors with these special determinations.

Where should I get my Davis-Bacon Wage Determinations for my Georgia Prevailing Wage project?

For the state of Georgia, Davis-Bacon and Related Acts Wage decisions are required to be contained within the bid documents.  If no prevailing wage decision is included, contact the GA contracting agency or awarding body of the project.

Where can I obtain Davis-Bacon Wage Determinations for my GA Prevailing Wage job?

In the state of Georgia, the federal Department of Labor 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. Specifically, the DOL bases those determinations on workers who are located within the locality or nearest labor market area. In the event that 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.

Who enforces Davis-Bacon Compliance and Auditing in Georgia?

Your Georgia contracting agency is responsible for hiring inspectors who will perform on-site inspections and interviews for your GA Prevailing Wage job. The contracting agency will also audit your payroll records for Davis-Bacon Compliance. In the event that the Georgia contracting agency’s inspections find egregious errors, the inspector may bring the DOL for further enforcement. If your job is HUD-financed or assisted, then you will need to contact the local Housing & Urabn Development office in Atlanta which will maintain jurisdiction for HUD compliance.

Who is responsible for Davis-Bacon compliance in Georgia?

As a Little Davis-Bacon state, DBRA compliance in the state of Georgia is originally enforced by the contracting agency for your public works projects. In the event that a contractor refuses to maintain DBRA compliance, the issue may be sent to the DOL Wage & Hour Division for further investigation

As a Davis-Bacon state, where can I find current Davis-Bacon Wage Determinations for Georgia?

The US Government Printing Office publishes a list of Davis-Bacon Wage Determinations by State. You can find (what should be) the current published prevailing wage for Georgia here. However, don’t forget that the prevailing wage determination you are supposed to use for your job may be different than the one on the GPO website. It’s imporant to note that you should NOT rely on this website for your wage determination information!!! You should always refer to the bid spec to insure you are using the correct prevailing wage determination for your prevailing wage job!

Is there a Georgia Prevailing Wage law?

No, there is no Georgia Prevailing Wage law. Since the State of Georgia does not have a state prevailing wage law, all public works projects that are contracted by the state of Georgia fall under the federal Davis-Bacon and Related Acts (DBRA). For the purposes of prevailing wage determinations, Georgia is a Davis-Bacon State (or little Davis-Bacon!)

Who supervises compliance for Arizona Davis-Bacon HUD projects?

Yes! The US Department of Housing and Urban Development operates a local office that is responsible for Davis-Bacon HUD’s overall compliance with Federal prevailing wage requirements for any HUD projects. Contact information for the Arizona office is here.

How do I contact the Wage & Hour Division in Colorado?

The US Department of Labor has an office in Colorado which you can contact for questions about Colorado Prevailing Wage.

Are Arizona Davis-Bacon wage determinations published online?

The US Government Printing Office publishes a list of Davis-Bacon Wage Determinations by State. View current prevailing wage for Arizona. However, don’t forget that the wage determination you are supposed to use may be different than the one on the GPO website – you should always refer to the bid spec to insure you are using the correct wage determination for your prevailing wage job!

Can I find current Colorado Davis-Bacon Wage Determinations online?

 

The US Government Printing Office publishes a list of Davis-Bacon Wage Determinations by State. Find current Colorado prevailing wage. However, don’t forget that the wage determination you are supposed to use may be different than the one on the GPO website – you should always refer to the bid spec to insure you are using the correct wage determination for your prevailing wage job!

 

Where can I find current Davis-Bacon Rates for Alabama?

The US Government Printing Office publishes a list of Davis-Bacon Wage Determinations by State. Review current Alabama prevailing wage. However, don’t forget that the wage determination you are supposed to use may be different than the one on the GPO website – you should always refer to the bid spec to insure you are using the correct wage determination for your Alabama prevailing wage job!

For Alabama Prevailing Wage jobs, where should sub-contractors file their paperwork?

Sub-contractors on Alabama Davis-Bacon projects should file their paperwork with the project’s General Contractor. It is then the responsibility of the General Contractor on the job to submit the paperwork to the contracting agency.

What are the Alabama Prevailing Wage filing requirements?

For Alabama Davis-Bacon jobs, Certified Payroll Reports are required to be completed and sent in on a weekly basis. However, please be advised that some contracting agencies may ask for additional paperwork – so please check with the contracting agency to confirm that they only require the CPR to be completed.

What are the rules governing apprentices on Alabama Davis-Bacon Projects?
  • The state of Alabama does not have a state mandated apprenticeship regulation, a requirement to request apprentices or a general training fund. However, for those Alabama contractors who are contracted with a specific apprenticeship committee, they must follow that committee’s apprenticeship regulations and contribute to their training fund.  
  • Also, please remember that Davis-Bacon Apprenticeship wages are set by the specific apprenticeship committee governing the trade and are not part of the wage decision.
I’m waiting for my Special Prevailing Wage Determination for my Alabama Davis-Bacon job. What should I know?
      • While you are waiting for a response from the DOL you do have obligations under Davis-Bacon and Related Acts. You must pay no less than the wage and benefit rates listed on the general Davis-Bacon wage decision for the lowest specialized trade that most closely resembles the trade in question.  
      • For example, if you are a plumbing contractor and you cannot find plumbers listed on the wage decision, you must find another specialized trade (like carpentry) and must not pay lower than that trade’s prevailing wage.  
      • Then, once the special determination is provided, if you paid lower than what was decided upon, you must correct your payroll accordingly.
How do I get a special prevailing wage determination for my Alabama Davis-Bacon project?

Alabama Special Prevailing Wage Determinations should be requested from the federal Wage and Hour Division by the Contracting Officer or Agency.  Please be advised that the Davis-Bacon & Related Act provisions contain a conformance procedure for the purpose of establishing an enforceable wage and benefit rate for missing/unlisted classifications.

    • To request a project wage determination, a Standard Form 308 (SF-308) “Request for Determination and Response to Request” should be used by the agency (normally a federal agency).  The completed SF-308 should be sent to:  U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, Branch of Construction Wage Determinations, Washington, D.C. 20210.
    • Project decisions are applicable only to the particular project for which they are issued and are effective for 180 days. If a project decision is not used in the period of its effectiveness, it is void. The contractor must initiate the request by submitting a Request for Authorization of Additional Classification and Rate (SF1444) to the Contracting Officer or Agency.
Will there be any increases or special determinations that will affect my Alabama Davis-Bacon project?

As a little Davis-Bacon state, Alabama is governed by federal Davis Bacon rules. In general, determinations have no pre-determined increases – the prevailing wages are good for the life of the project. However, special determinations can be requested by the awarding body on a per project basis. If a special determination is requested, please be advised that this process takes at least 30 days.  These special determinations will be specific to your particular DBRA job, and could contain pre-determined increases.  The contracting agency or awarding body will provide the contractors with these special determinations.

Where do I go to get Davis-Bacon Wage Determinations for my Alabama Prevailing Wage job?

For Alabama Davis-Bacon and Related Acts Wage decisions are required to be contained within the bid documents.  If no prevailing wage decision is included, contact the contracting agency or awarding body of the project.

Where can I obtain Wage Decisions for my AL Prevailing Wage job?

In the state of Alabama, the federal government’s Department of Labor determines the prevailing wage.  The DOL determines this 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. More specifically, the DOL bases those prevailing wage rates on workers who are located within the locality or nearest labor market area. In the event that there is no single rate paid to a majority, the single or modal rate being paid to the greater number of workers is the prevailing wage determination in Alabama.

Who enforces Davis-Bacon Compliance and Auditing in Alabama

Your contracting agency is responsible for hiring inspectors who will perform on-site inspections and interviews for your AL Prevailing Wage job. The contracting agency will also audit your payroll records for Davis-Bacon Compliance. In the event that the contracting agency’s inspections find egregious errors, the inspector may bring in the DOL for further enforcement.

Where can I get help doing my California Certified Payroll Report?

Certified Payroll Reports can be very confusing. Our consultants would be happy to provide assistance in completing your California Certified Payroll Report!

Who governs the Prevailing Wage regulations in New Jersey?

The Division of Wage and Hour Compliance in the New Jersey Department of Labor and Workforce Development.  If you need to contact them you can at (609) 292-2259 or (609) 292-2283, or go to their website at http://www.nj.gov/labor/lsse/lspubcon.html.

Who is responsible for the enforcement of Davis-Bacon compliance in Alabama?

As a Little Davis-Bacon state, DBRA compliance in Alabama is originally enforced by the contracting agency for your public works projects. In the event that a contractor refuses to maintain compliance, the issue may be sent to the DOL Wage & Hour Division for further investigation.

Is there an Alabama Prevailing Wage law?

The state of Alabama discontinued prevailing wage rates in 1980. Because Alabama does not have a state prevailing wage law, all public works projects contracted by the state fall under the federal Davis-Bacon and Related Acts (DBRA) and are governed by the federal Department of Labor. As relates to Prevailing Wage laws, Alabama is considered a Little Davis-Bacon.

Does Colorado have specific filing requirements for Prevailing Wage jobs?

For any Davis-Bacon project, Certified Payroll Reports are required to be completed and sent in on a weekly basis – this includes projects in Colorado.  Please note that contracting agencies retain the option of requesting additional paperwork, and this paperwork should be submitted to the contracting agency as well.

Does Colorado have an apprenticeship mandate for Davis-Bacon jobs?

There is no state mandated apprenticeship regulation, requirement to request apprentices or a general training fund, for Davis-Bacon projects in Colorado.  Nonetheless, if you are contracted with a specific apprenticeship committee, you must follow that committee’s apprenticeship regulations and contribute to their training fund.

As for pay rates, Davis-Bacon Apprenticeship wages are set by the specific apprenticeship committee governing the trade.

What should I do while I’m waiting for a decision on my Special Wage Determination request?

Special Prevailing Wage Determinations are generally requested PRIOR to bid. However, that does not always mean that they are APPROVED prior to commencement!

If you have already begun work on a Colorado Davis Bacon project where a special determination has been requested but has not-yet been granted, you must pay no less than the wage and benefit rates listed on the general Davis-Bacon wage decision for the lowest specialized trade that most closely resembles the trade in question.

For example, if you are a Colorado plumbing contractor and you cannot find the plumbers listed on the decision, you must find another specialized trade (like carpentry) and must not pay lower than that trade’s prevailing wage.  Once the special determination is provided, if you paid lower than what was decided upon, you must correct your payroll accordingly.

 

Does the Contracting Agency in Colorado have filing obligations for a Special Wage Determination

Yes! The contracting agency must request a project wage determination from the Department of Labor. They do this by filing a Standard Form 308 (SF-308) “Request for Determination and Response to Request”.  The completed SF-308 should be sent to:  U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, Branch of Construction Wage Determinations, Washington, D.C. 20210.

Please be advised that project decisions are applicable only to the particular project for which they are issued and are effective for 180 days. If a project decision is not used in the period of its effectiveness, it is void.

How do I get a special determination for my Colorado Prevailing Wage project?

As a Little Davis-Bacon state, Special Prevailing Wage Determinations for Colorado Prevailing Wage projects should be requested from the Wage and Hour Division by the Contracting Officer or Agency. Also, please be aware that Davis-Bacon Act provisions contain a conformance procedure for the purpose of establishing an enforceable wage and benefit rate for missing/unlisted classifications.  Per that procedure, a contractor must initiate the request by submitting a Request for Authorization of Additional Classification and Rate (SF1444) to the Contracting Officer or Agency.  More information can be found on the federal  Wage and Hour Division’s website.

Can there be increases or special determinations that will affect my Colorado Davis-Bacon job?

For Colorado, and all, Prevailing Wage public works projects, Davis Bacon general determinations have no pre-determined increases – meaning that the prevailing wages are good for the life of the project.

However, special determinations can be requested by the awarding body on a per-project basis! These special determinations will be specific to your particular Davis-Bacon job, and could contain pre-determined increases. In the event that a special determination request is made, the process could take up to 90 days to complete. The contracting agency or awarding body will provide the contractors with these special determinations.

Where can I get the Prevailing Wage Rates for my Colorado public works project?

For Colorado, and all Davis-Bacon projects, DBRA Wage decisions are required to be contained within the bid documents. If no Davis-Bacon wage decision is included in the documents provided to you, contact the contracting agency or awarding body of the project and request them.

How do I get the prevailing wage rate for my Colorado Davis-Bacon project?

For Prevailing Wage construction projects in Colorado, the federal Department of Labor 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, those workers being located within the locality or nearest labor market area. In the event that there is no single rate paid to a majority of workers, then the single or modal rate being paid to the greater number of workers is considered to be prevailing.

What about enforcement of Colorado Davis-Bacon compliance and auditing?

For any Colorado Prevailing Wage and Colorado Davis-Bacon public works project, the contracting agency will be responsible for hiring inspectors to perform on-site inspections and interviews. The Contracting agency, and its inspectors, will also have responsibility for auditing payroll records for Davis-Bacon Compliance.  If these inspections find egregious errors, the inspector may bring in the Department of Labor for further enforcement.

Who handles Davis-Bacon and Related Acts (DBRA) enforcement and compliance in Colorado?

For Colorado Prevailing Wage public works projects, Davis-Bacon Compliance is originally enforced by the contracting agency.  In some circumstances, such as when a Colorado contractor refuses to maintain compliance, the issue may be sent to the Department of Labor Wage & Hour Division for further investigation.

Does the state of Colorado have its own Prevailing Wage laws?

As what is considered a “Little Davis-Bacon” state, Colorado does not have a state prevailing wage law.  As a result, all public works projects contracted by the state of Colorado fall under the federal Davis-Bacon act (DBRA) and are governed by the federal Department of Labor.

 

I’m a Davis-Bacon General Contractor in Arizona. Where do I file my paperwork?

As a General Contractor in Arizona, you are required to submit all paperwork, including that of your subs, to the contracting agency.

I’m a sub-contractor on an Arizona Davis-Bacon project. Where do I file my paperwork?

Arizona sub-contractors should submit all paperwork to the General Contractor.

What are the filing requirements for Arizona prevailing wage jobs?

Certified Payroll Reports are required to be completed and sent in on a weekly basis for any prevailing wage work done in Arizona.  Some contracting agencies may ask for additional paperwork and this paperwork should be submitted to the contracting agency as well.

I am contracted with an apprenticeship committee – where can I get Apprenticeship wages for my job?

Arizona Davis-Bacon Apprenticeship wages are set by the specific apprenticeship committee.

Is the training of Apprentices on Davis-Bacon public works projects mandated in Arizona?

The state of Arizona does not have a state mandated apprenticeship regulation. The state of AZ also does not have a requirement to request apprentices or a general training fund. However, if you are a contractor and you are contracted with a specific apprenticeship committee, you must follow that committee’s apprenticeship regulations and contribute to their training fund – including for Davis-Bacon projects in Arizona.

 

Where can I get a Special Prevailing Wage Determination for my AZ Prevailing Wage project?

For Arizona Prevailing Wage public works projects, Special Prevailing Wage Determinations should be requested from the Wage and Hour Division by the Contracting Officer or Agency.  Please be advised that Davis-Bacon Act provisions contain a conformance procedure for the purpose of establishing an enforceable wage and benefit rate for missing/unlisted classifications.  A contractor must initiate the request by submitting a Request for Authorization of Additional Classification and Rate (SF1444) to the Contracting Officer or Agency.  More information can be found on the federal Wage and Hour Division’s website: http://www.dol.gov/whd/recovery/dbsurvey/conformance.htm

To request a project wage determination for your AZ Prevailing Wage project, a Standard Form 308 (SF-308) “Request for Determination and Response to Request” should be used by the agency (normally a federal agency).  The completed SF-308 should be sent to:  U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division, Branch of Construction Wage Determinations, Washington, D.C. 20210. It is critical that you act on any Special Prevailing Wage Decision in a timely manner as project decisions are applicable only to the particular project for which they are issued and are effective for 180 days. If a project decision is not used in the period of its effectiveness, it is void.

Special Prevailing Wage Determinations are generally requested PRIOR to bid.  However, AZ employers who have already begun work on a Davis Bacon project where a special determination has been requested but not granted must pay no less than the wage and benefit rates listed on the general Davis-Bacon wage decision for the lowest specialized trade that most closely resembles the trade in question.

For example, if you are a carpentry contractor and you cannot find the carpenters listed on the decision, you must find another specialized trade (like plumbing) and must not pay lower than that trade’s prevailing wage.  Once the special determination is provided, if you paid lower than what was decided upon, you must correct your payroll accordingly.

Will there be increases or special determinations that will affect my Arizona Davis-Bacon job?

For prevailing wage public works projects in Arizona, Davis Bacon general determinations have no pre-determined increases. That means that the prevailing wages are good for the life of the project.  However, special determinations can be requested by the awarding body on a per project basis.  In the event that a special determination is requested, it could take at least 30 days to get a response. These special determinations will be specific to your particular DBRA job, and could contain pre-determined increases.  Your contracting agency or awarding body in Arizona will provide you with these special determinations.

How can I obtain Davis-Bacon wage decisions for Arizona Prevailing Wage projects?

If you are bidding and or working on an Arizona prevailing wage project, DBRA Wage decisions are required to be contained within the bid documents.  If no prevailing wage decision is included in your bid documents, you should contact the contracting agency or awarding body of the project and request that the DBRA Wage decision be provided to you.

What is the method for determining Davis-Bacon rates in Arizona?

For Arizona Davis-Bacon public works projects, the Department of Labor 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 considered to be prevailing.

Who is responsible for the enforcement of Davis-Bacon compliance and auditing?

The contracting agency is responsible for hiring inspectors who will perform on-site inspections and interviews and will audit payroll records for Davis-Bacon Compliance on Arizona Prevailing Wage jobs. If these inspections find egregious errors, the inspector may bring in the DOL for further enforcement.

Who handles enforcement and compliance of Davis-Bacon and Related Acts (DBRA) in Arizona?

For Arizona Prevailing Wage jobs, Davis-Bacon (DBRA) Compliance is originally enforced by the contracting agency.  For Arizona contractors who refuse, or fail, to maintain compliance, enforcement and compliance issues will be handled by the DOL Wage & Hour Division for further investigation.

Whom do I contact with a question about my Arizona Prevailing Wage job?

The Department of Labor (DOL) is the investigative and enforcement body that enforces compliance with federal Davis-Bacon regulations, and has jurisdiction on public works projects within the state of Arizona.

Is there such thing as an Arizona Prevailing Wage law?

The state of Arizona does not have its own Arizona prevailing wage law.  All public works projects contracted by the state of Arizona fall under the federal Davis-Bacon act and are governed by the Department of Labor (aka Little Davis-Bacon).

What is the Division of Apprenticeship?

The Division of Apprenticeship Standards is the division of the California Department of Industrial Relations which is responsible for administering California’s apprenticeship law.  The Division of Apprenticeships Standards also enforces the standards for wages, hours and working conditions for apprentices in apprenticeable crafts or trades and also publishes wage determinations for apprentice wages.

What are California’s threshold requirements for a public works project?

At the time, prevailing wages must be paid to all employees of a public works project when the public works project is over $1,000.  Exclusions include when the awarding body elects to initiate and enforce a labor compliance program, which is subject to approval by the Director of the Department of Industrial Relations. In such cases, 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.

How does California’s prevailing wage define overtime?

In California, overtime is defined as: Any and all time spent working that is in excess of eight hours per day and 40 hours in any one week for most trades.  Some trades require overtime to be paid in excess of 7 hours.  In addition, each trade will identify how many hours can be paid at the Saturday overtime rate and how many hours must be paid at the Sunday / Holiday rate.  For more specific overtime requirements, please consult the California prevailing wage determinations specifically as overtime requirements differ by craft or trade.

What does it mean when there are double asterisks (**) after the expiration date of a California prevailing wage determination?

Double asterisks after the expiration date of California prevailing wage determinations indicate that the hourly, overtime, fringe, and holiday pay rates for work performed after the expiration date have been predetermined. If a CA public works project is extended past the documented expiration date, the contractor should integrate the new rates into their bids.

What does it mean when there is a single asterisk (*) after the expiration date of a prevailing wage determination?

A single asterisk following the expiration date on a prevailing wage determination means that the prevailing wage determination in effect for bidding the project shall remain in effect for the life of the project.

What is a coverage determination?

When California’s awarding body, a contractor, employee, union or labor-management compliance organization or any other interested faction calls for a written determination by the director of the Department of Industrial Relations about a particular construction project or type of work to be performed, it’s called a coverage determination.

What is a special prevailing wage determination?

When a general CA prevailing wage determination doesn’t cover a particular craft, a special prevailing wage determination request may be submitted to the Department of Industrial Relations. Special prevailing wage determination requests must be made at least 45 days prior to the bid advertisement date.

Does the publishing of a new wage decision affect my bid?

For bidding purposes, generally-speaking, contractors should rely upon the bid advertisement date in order to determine what wage rates will be used for the job they are bidding.

What is the effective date for California prevailing wage determinations?

10 days after the issue date of the prevailing wage determination by the Director of the California Department of Industrial Relations.

What is an issue date for California Prevailing Wage?

The issue date is the date upon which copies of the prevailing wage determination are deposited in the mail by the Director or California’s Department of Industrial Relations.

How often does California publish general prevailing wage determinations?

Twice a year, general California prevailing wage determinations are released.

Is the method for determining California’s Prevailing Wage rate the same as the Federal Government?

The California Department of Industrial Relations establishes the prevailing wage rate, derived from the hourly rate paid on public works projects to the  majority of a particular craft’s, workforce 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 prevails.

What is the Division of Labor Standards Enforcement?

The Division of Labor Standards Enforcement (DLSE) is the auditing and enforcement organization that ensures compliance with California’s prevailing wage regulations.