Quick-Guide

SECTION 3 COMPLIANCE – PROJECT ROADMAP

Section 3 compliance can be challenging to manage across multiple contractors, reporting requirements, and project phases. Developed in collaboration with Bayard Management Group, this quick-reference roadmap provides a step-by-step approach to identifying eligible workers and businesses, tracking labor hours, assigning compliance responsibilities, and maintaining the documentation needed for HUD-funded projects. This guide covers key topics such as:

Who qualifies as a Section 3 Worker or Targeted Section 3 Worker?
How should agencies, prime contractors, and subcontractors divide compliance responsibilities?
What labor hours must be tracked to meet HUD benchmarks?
What steps can project teams take if Section 3 benchmarks are not met?

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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.