DBA/DBRA Compliance Principles
Coverage and Compliance Principles
This section provides basic information regarding major aspects of compliance with the Davis-Bacon labor standards and CWHSSA overtime requirements. It addresses frequently asked questions such as:
- Who are the "laborers and mechanics" to whom the Davis-Bacon prevailing wage requirements apply?
- What is the "site of the work" where workers are covered by Davis-Bacon prevailing wage requirements?
- How are truck drivers affected by the "site of the work" limit on Davis-Bacon coverage?
- When can apprentices or trainees work on a Davis-Bacon project at less than the wages listed in the Davis-Bacon wage determination?
- Can helper classifications be used on Davis-Bacon covered projects?
- What happens if there is a dispute over how a worker should be classified?
- Does the Davis-Bacon prevailing wage include fringe benefits?
- How can a contractor's fringe benefit costs count towards Davis-Bacon prevailing wages?
- How do you compute fringe benefit costs as an hourly rate that can count towards fulfilling your prevailing wage obligation?
Consulting Services We Provide
- Review public works preconstruction contracts
- Monitor DIR contractor/subcontractor certified payrolls
- Audit labor classification for each worker employed
- Review DIR pre-DAS 140/142 submissions
- Review CAC training fund contributions form CAC-2
- Review DIR Fringe Benefits Statement PW-26
- Monitor DIR wage determinations
- Audit fringe benefits allowances
- Review DIR holiday payment requirements
- Audit DIR travel & subsistence requirements
- Caltrans Labor Compliance
- County of Sacramento Labor Compliance
- City of Los Angeles Labor Compliance
- Los Angeles Unified School District Labor Compliance
- Federal Davis-Bacon Project Monitoring
- Federal DBE Implementation & Review
- Federal FAA AIP Goal Setting
- DIR & Davis-Bacon Training
- DIR Civil Wage Penalty Review
- Local-Hire Review (e.g., San Francisco)
- Skilled and Trained Workforce
Give us a call to discuss your labor compliance requirements.
This email is intended for general information purposes only and should not be construed as legal advice
or legal opinions on any specific facts or circumstances.