What public agencies rely on for Davis-Bacon / labor compliance management

LCPtracker Professional is a cloud-based system that allows government agencies to help manage labor compliance and meet Davis-Bacon, state, and/or local requirements on their prevailing wage projects. Enforce and monitor the compliance of your contractors, manage the collection of certified payroll reports, track your workforce goals – all while saving time and reducing the overall administrative costs to run a labor compliance program.

Increase Administrative Efficiency

Enforce and monitor compliance of all contractors from one centralized system

Reduce Overall Costs

Reduce the overall administrative costs to run an effective labor compliance program

Gain Meaningful Insights on Hiring

Generate detailed reports to gain insights on workforce hiring goals, such as local hires, gender, and disadvantaged classifications

Electronic Submission

Allows submission of CPRs electronically and runs over 90 validation checks before contractors can certify/e-sign

Built-In Standard Reports

Over 100 standard reports to help agencies stay compliant with federal, state, and local compliance reporting

Workforce Reporting

Workforce demographics tracking and reporting, including EEO, Disadvantaged, Local Hire/Residency, and Workforce Analysis

Electronic Storage

Allows the upload and archive of required labor compliance documentation through the e-documents feature

Integrated Apps

Fully integrated with other LCPtracker modules, like OnSite and Daily Reporter, for a complete compliance management system

Training and Support

Dedicated project management and support teams to ensure successful implementation and on-going support

Watch a quick video to see how the nation’s top organizations are streamlining their compliance process, reducing costs, and mitigating their risk.

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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.