Idaho Prevailing Wage

Vital Information for ID Prevailing Wage Contractors

Prevailing wage contractors in Idaho must comply with prevailing wage requirements when working on construction projects receiving federal funding. For other projects funded by state departments and agencies, there are no specific prevailing wage requirements. However, some state public agencies still choose to implement labor compliance programs for some public works projects that government contractors have to comply to.

To remain competitive when bidding and to ensure that you meet all requirements, you should know more about Idaho prevailing wage.

What You Should Know About Idaho Prevailing Wage

Government authorities determine a prevailing wage rate after taking into account the particular geographic area for a given class of labor and project type. These determinations are made using local data. Prevailing wage contractors are expected to provide the proper prevailing wage rate, which includes hourly pay and fringe benefits, to their employee.

  • Federal Prevailing Wage in Idaho

Federal prevailing wage regulations were enacted to encourage fairness among competing businesses when bidding for government contractors. For example, prevailing wage laws ensure that nonunion employers do not get a bidding advantage by paying wages lower than the union rate. 

Different laws govern prevailing wage for public works projects funded by federal agencies. One of these is the Davis-Bacon Act, which covers federal construction contracts.

Another statute to remember is the McNamara-O’Hara Service Contract Act, which covers contracts providing services to the federal government.

  • Compliance with the Davis-Bacon and Related Acts

Prevailing wage contractors should always refer to the bid spec when checking for the correct wage determination for the prevailing wage job. The US Government Printing Office also publishes a list of Davis-Bacon wage determinations by state, which can be viewed here. You can also request a project wage determination from the US Department of Labor.

Contractors are then required to complete a weekly Certified Payroll report as part of the filing requirements of the Davis Bacon Act.

Compliance with the Davis Bacon Act is handled by the contracting public agency. If you still cannot maintain compliance, the Wage and Hour Division of the Department of Labor would step in and conduct further investigation.

  • Project Regulations in the State of Idaho

As mentioned, any jurisdiction in Idaho that receives federal funding for construction projects within the state is subject to Davis Bacon and related acts.

Some public agencies also choose to implement labor compliance programs even when federal dollars are not involved. This may be due to the high profile nature of the project, the desire to ensure fair competition and proper labor compensation, and out of concerns from local labor unions.

ARCHER JORDAN Will Help You Comply with Idaho Prevailing Wage Law

As a third party administrator providing fringe benefits to government contractors and hourly hires, ARCHER JORDAN can help you comply with the Davis Bacon Act as well as with any Idaho labor regulations. We can help you provide competitive and proper compensation packages to your employees. Contact us today at +1 888-745-0754!

5-Easy Steps to Fringe Benefit Compliance

In this FREE guide we’ll show you how to create a fringe benefit plan that secures your business



AD & D
Affordable Care Act
AK Prevailing Wage
AL Prevailing Wage
AR Prevailing Wage
AZ Prevailing Wage
CA Prevailing Wag
CA Prevailing Wage
CA Prevailing Wage 401k
Call Centers
CO Prevailing Wage
Compliance Tips
Critical Illness
CT Prevailing Wage
Davis Bacon Act
DE Prevailing Wage
Department of Labor
Disability Insurance
Employee Benefits
Employee Training
Employer Tips
Farm Labor Plan
Fixed Indemnity
FL Prevailing Wage
Fringe Benefits
GA Prevailing Wage
Government Contracting
Government Contractors
Health and Welfare Wrap
Healthcare Benefits
HI Prevailing Wage
Hospitality Benefits
Hourly Seasonal Workers
Hourly Workforce
Human Resources
ID Prevailing Wage
IL Prevailing Wage
IN Prevailing Wage
IO Prevailing Wage
KS Prevailing Wage
KY Prevailing Wage
LA Prevailing Wage
Limited Medical
MA Prevailing Wage
Major Medical Insurance
McNamara-O’Hara Act
MD Prevailing Wage
ME Prevailing Wage
MI Prevailing Wage
MN Prevailing Wage
MO Prevailing Wage
MS Prevailing Wage
MT Prevailing Wage
NC Prevailing Wage
ND Prevailing Wage
NE Prevailing Wage
NH Prevailing Wage
NJ Prevailing Wage
NM Prevailing Wage
NSRMCA Members
NV Prevailing Wage
NY prevailing wage
OH Prevailing Wage
OK Prevailing Wage
OR Prevailing Wage
PA Prevailing Wage
Part Time Employees
Podcast Guest Appearances
Prevailing Wage
Prevailing Wage Workers
Restaurant Group Benefits
Retirement Plans
RI Prevailing Wage
SC Prevailing Wage
SCA Audits
SCA Compliance
SD Prevailing Wage
Seasonal Workers
Service Contract Act
Small Business
State Prevailing Wage
SUB Plan
Supplemental Benefits
Supplemental Unemployment
Third Party Administrator
TN Prevailing Wage
Trust Services
TX prevailing wage
UT Prevailing Wage
VA Prevailing Wage
Violations – SCA
Voluntary Benefits
WA Prevailing Wage
WI Prevailing Wage
Workplace Health
Workplace Safety
WV Prevailing Wage
WY Prevailing Wage