Quick Guide

7 PREVAILING WAGE QUESTIONS SUBCONTRACTORS SHOULD ASK BEFORE BIDDING

Prevailing wage requirements can affect far more than the hourly wage rate, particularly when labor classifications, fringe benefits, apprenticeship rules, and reporting obligations factor into project costs. This guide outlines seven questions subcontractors should consider to better understand project requirements and develop a more informed estimate. Download this guide for insight into:

How to identify the labor standards and wage determination that apply
How worker classifications, fringe benefits, and apprentices can affect labor costs
What certified payroll, recordkeeping, and reporting responsibilities to expect
Which additional project requirements may affect staffing, administration, and cost

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California

How are wages/fringes met? As a �total package� or individually?

Individually. CA law does not allow for use of credits of Employer Payments to reduce hourly ST or OT wage obligation. Cal. Lab. Code �� 1771 and 1773.1; see WSB Elec., Inc. v. Curry, 88 F.3d 788 (9th Cir. 1996)

How often must employees be paid?

At least twice every calendar month, with some exceptions

At what point is overtime compensation required?

Depends on classification (minimum wage OT after 8, DT after 12), with 4 exceptions (listed in comments)

Disclaimer: The information on LCPtracker�s interactive prevailing wage state map is provided for general informational purposes only. While we strive to maintain accurate and up-to-date data, LCPtracker cannot assure the accuracy, reliability, or availability of the information, as these details are subject to updates. Overtime (OT) and double time (DT) requirements may be subject to additional rules in your state or vary based on contract funding. Users are encouraged to verify all information with the relevant government agencies before making decisions based on the provided data.