Ask the Expert: July 2026
Aliecia Taormina, CCEP, MCA has over 20 years of experience in construction (including a role as a Senior Compliance Manager of a Fortune 300 contractor),
Welcome to our monthly Ask the Expert series with our very own Davis-Bacon and prevailing wage subject matter expert, Aliecia Taormina! Have a burning question about labor compliance that you’ve been eager to ask? Submit it anonymously to our live submission form and you might just see it answered in a future entry of our monthly Ask the Expert series!
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Aliecia Taormina has over 20 years of experience in the construction industry. Her previous roles include Payroll Manager, Business Manager, Compliance Officer, and Senior Compliance Manager for the corporate office of a Fortune 300 Prime Contractor. Aliecia is currently the Director of Client Education and Compliance for LCPtracker. Aliecia has extensive expertise in the various nuances of prevailing wage and Davis-Bacon compliance. She holds a Certified Compliance & Ethics Professional certification with the SCCE and a Master Compliance Administrator certification from the ACCA.
Aliecia Taormina, CCEP, MCA has over 20 years of experience in construction (including a role as a Senior Compliance Manager of a Fortune 300 contractor),
Aliecia Taormina, CCEP, MCA has over 20 years of experience in construction (including a role as a Senior Compliance Manager of a Fortune 300 contractor),
This month, explore our expert guidance on travel time compensation, employing minors on prevailing wage projects and managing prevailing wage obligations discovered after project completion.
This month, explore expert guidance on reporting gross wages, determining apprentice fringe benefits and resolving prevailing wage obligations discovered after a project has been completed.
Aliecia Taormina, CCEP, MCA has over 20 years of experience in construction (including a role as a Senior Compliance Manager of a Fortune 300 contractor),
Aliecia Taormina, CCEP, MCA has over 20 years of experience in construction (including a role as a Senior Compliance Manager of a Fortune 300 contractor),
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)
At least twice every calendar month, with some exceptions
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.