Prevailing Wage Laws - Federal Work

Does anyone have any experience with the Prevailing Wage Laws of your state, and what the requirements are should you win a federal contract?

What am I required to do for the job? What am I required to do year round?


This probably isn’t much help but I turned down a construction clean at a new elementary school because of this. I simply couldn’t compete having to pay my workers $31 per hour when other contractors were just declaring their workers to be “subs” and paying them normally. Here is a list of things to do that I found when I was working on the bid:

Under the Davis-Bacon and Related Acts (DBRA), covered contractors must maintain payrolls and basic records and submit certified weekly payrolls. Although use of Form WH-347 is optional, the form will satisfy the requirements of Regulations, Parts 3 and 5 (29 CFR, Subtitle A), as to payrolls submitted in connection with contracts subject to the DBRA. Records to be maintained include:
[]Name, address, and social security number of each employee;
]Each employee’s work classification(s);
[]Hourly rate(s) of pay (including rates of contributions or costs anticipated for bona fide fringe benefits or cash equivalents thereof);
]Daily and weekly numbers of hours worked;
[]Deductions made; and
]Actual wages paid.
See 29 CFR 5.5(a)(3) for further information.


What state are you in?

I believe in CA, prevailing wage rates are determined county-by-county and job description/classification-by-job classification/classification.

I have been involved in state-related contracts with prevailing wage requirements, but as a sole owner/operator – without employees or sub-contractors – on the jobs, I was able to simply declare that “…I was aware of the prevailing wage requirement but had no employees…”