Maintaining Compliance<\/strong><\/h4>\n\n\n\nTo ensure Davis-Bacon compliance, contractors are advised to be vigilant and follow these guidelines:<\/p>\n\n\n\n
\u2022 <\/em>Determine if the prevailing wage applies.<\/em><\/strong> Some projects, such as a federal office building, are clearly subject to Davis-Bacon. However, other projects might not be as obvious. For example, a private building project might be covered by Davis-Bacon if part of it will be leased to a federal agency.<\/p>\n\n\n\n\u2022 Do not assume that union rates are enough.<\/strong> Union contractors still need to check the prevailing wage rates for their projects. This is especially true if they operate in multiple jurisdictions. Usually, the collective bargaining rate will match the prevailing rate, but not in every case.<\/p>\n\n\n\n\u2022 Keep an eye on subcontractors.<\/strong> General contractors are responsible for their own compliance, as well as that of their subcontractors. It is critical to double-check that subs are paying the prevailing rate.<\/p>\n\n\n\n\u2022 Remember independent contractors.<\/strong> The prevailing wage applies to all workers, not just employees. Employers must ensure that independent contractors are paid accordingly.<\/p>\n\n\n\n\u2022 Document everything.<\/strong> Keeping up with workers\u2019 hours, breaks, and responsibilities can be challenging. However, contractors and subcontractors must carefully record everything on their payroll forms, including job information, work classification, hours worked, and wage rate paid for every worker.<\/p>\n\n\n\nContractors and subcontractors who fail to follow Davis-Bacon stipulations may see their contracts terminated. They may also be ineligible for future contracts for up to three years. In addition, if payroll forms are inaccurate, the person who signs those documents can be charged with perjury.<\/p>\n\n\n\n