The site of work also carries a specific definition. For example, then, a laborer may prefabricate materials for a Davis-Bacon job at an off-site plant used for multiple projects. If too few contractors respond, DOL may resort to using certified payrolls from area projects to determine a prevailing wage. With severely limited information, wage determinations for some construction types or key classes may be incomplete.
Completing WDs do require careful analysis of your past payroll records, but good construction payroll software makes this much easier. The key feature to look for is the ability to produce certified payroll reports retrospectively. Your software can then produce a certified payroll report for each of your non-Davis-Bacon jobs, giving you all the information you would need to complete a Form WD Nothing can teach you the ins and outs of Davis-Bacon like real-world experience, but the resources exist to educate yourself.
Most contractors say the most frustrating part of working with Davis-Bacon wages is trying to find answers. Questions will come up, and the best source will always be the direct source.
If understanding Davis-Bacon wage requirements is half the battle, the other half is compliance. Contractors have to find a way to manage the processes that let them comply with Davis-Bacon wage requirements. Your staff still needs to capture accurate timecards, use complex calculations and complete certified payroll reports. Construction-specific software helps by effectively managing more data, automating more processes, and reducing human error that can otherwise lead to underpayment, overpayment or misreporting.
This means maintaining different rate tables for different geographical areas and projects. So Joe may need one rate as a brush-and-roller painter in the morning and a different rate when spraying in the afternoon. To avoid error, your software should allow you to define those various rate tables along with settings to determine which table it should use to calculate wages and fringes based on information from your timecards.
Davis-Bacon wage regulations allow contractors to pay fringes as cash rather than as bona fide benefits. Many find this easier, but it does amount to greater payroll taxes than if they paid out pre-tax fringe benefits.
Therefore, they may prefer to contribute bona fide fringes to a third-party plan. The ability to reduce fringe rates by the cost of bona fide fringes you already offer is a key feature of the law. And contractors should use it. The good news is there is plenty of help out there for companies working on Davis-Bacon jobs.
If you need more information on performing work on Davis-Bacon jobs and Davis-Bacon pension plans we are happy t o help. Contact us anytime or browse our website to learn more. Email: dbpa davisbacon. Employer Login. What is Davis Bacon Wages? Davis-Bacon Act and Related Act contractors and subcontractors must pay their laborers and mechanics employed under the contract no less than the locally prevailing wages and fringe benefits for corresponding work on similar projects in the area.
The Davis-Bacon Act applies to contractors and subcontractors performing work on federal or District of Columbia contracts.
Final Board determinations on violations and debarment may be appealed to and are enforceable through the federal courts. The Copeland "Anti-Kickback" Act prohibits contractors from in any way inducing an employee to give up any part of the compensation to which he or she is entitled under his or her contract of employment, and requires contractors to submit a weekly statement of the wages paid to each employee performing DBRA covered work.
Contractors on projects subject to DBRA labor standards may also be subject to additional prevailing wage and overtime pay requirements under State and local laws. Under Reorganization Plan No. Appendix , the federal contracting or assistance-administering agencies have day-to-day responsibility for administration and enforcement of the Davis-Bacon labor standards provisions and, in order to promote consistent and effective enforcement, the Department of Labor has regulatory and oversight authority, including the authority to investigate compliance.
This publication is for general information and is not to be considered in the same light as official statements of position contained in the regulations.
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