Buyer’s Guide

WHAT TO LOOK FOR IN A LABOR COMPLIANCE SOLUTION

Whether you’re brand new or well acquainted with Davis-Bacon, prevailing wage, and certified payroll, most administrative teams eventually reach a point where manual processes — or a limited system — start holding them back. This Buyer’s Guide is designed to help you determine when it’s time to move to an electronic solution (or upgrade to a new one) and what you should be looking for… so that you can evaluate options with confidence.

Inside this guide, you’ll find answers to key questions such as:

Which types of organizations have the most to gain from updating their compliance
processes?
What are the most common pain points that force teams to make a change?
Which features matter most for collecting and reviewing certified payroll efficiently?
How can I best set my team up for successful audits and investigations?

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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.