- (248) 521-4496
- info@labor-compliance.com
- P.O. Box 460 Milford, MI 48381
Navigate the complexities of Davis-Bacon with ease and free your project teams from overwhelming reports and meticulous record-keeping.
Federally-funded construction projects must adhere to strict wage and labor standards under Davis-Bacon and related acts (DBRA). Davis-Bacon establishes prevailing wages to ensure fair pay for workers but also brings significant administrative challenges to prime contractors who are ultimately responsible for compliance to these regulations.
From verifying employee wage rates of each subcontractor, to inputting, collecting and submitting certified payrolls; getting the job done correctly requires nuance and know-how. Non-compliance risks costly penalties and can put a contractor at risk when it comes to being considered for future federal contract opportunities. Our compliance services regarding Davis-Bacon and Related Acts is streamlined to make sure everything is done on-time and correctly, with absolutely minimal input needed from the prime contractor. This means that the focus of your project team can stay centered on construction and progress rather than paperwork.
On Davis-Bacon projects, every contractor is required to submit weekly certified payrolls to ensure every worker on-site is accounted for and is being paid correct wages for all hours worked.
Our compliance monitoring services on Davis-Bacon jobs include certified payroll review which consists of reminding subcontractors to submit on a timely basis, assisting subcontractors with difficulties, auditing the incoming payrolls, and submitting them to the correct oversight agencies with all the required documentation. This ongoing monitoring process is provided throughout the length of the project and ensures detailed record-keeping and accuracy in wage and fringe benefit reporting.
Before construction, your project receives a wage determination that establishes prevailing wages to each worker based on their worker classification. Our team reviews the wage determination assigned to your project and on behalf of the subcontractors on the project, submits additional classification requests with the U.S. Department of Labor for any worker roles that will exist on-site that are not sufficiently covered within the wage determination.
Taking care of this process early on a prevailing wage project is crucial to preventing back wages which can become very costly if a worker is misclassified for a long span of the project. This review ultimately mitigates the potential for audit as well. When all workers are properly classified for the tasks they perform, properly paid for all hours worked, and records of payroll reports, DOL/HUD letters of approval are maintained, you essentially eliminate all vulnerabilities to an audit and avoid penalties altogether. This is our foremost purpose when it comes to monitoring your project – indisputable evidence of total compliance, every step of the way.
We can help prime contractors or housing agencies and commissions verify worker classifications and adherence to prevailing wage rates with on-site interviews. This involves logging worker observations and interviewing employees from each subcontractor on-site periodically and at-random to make sure workers are being paid fair to their duties on-site and their identities, paystubs and hours worked correspond to the records that are being submitted.
Interviews are conducted by our compliance specialists that know the regulations and compliance goals of the project. Interview records are kept and maintained for handover at project closeout. These interviews are designed to catch potential problems before they become trouble.
