Maryland Prevailing Wage

Information for Maryland Government Contractors

Each state has its own distinctive features when it comes to prevailing wage law. Prevailing wage contractors and subcontractors need to abide by the prevailing wage rate before getting into a state-funded construction project in Maryland.

This article aims to provide brief information about Maryland’s prevailing wage law.

Between Davis Bacon Act and Maryland’s Prevailing Wage Law

The Davis-Bacon Act (DBA) refers to construction projects awarded by a federal agency. On the other hand, Maryland’s prevailing wage law does not monitor projects that are exclusive to the DBA. The law applies to public works contracts awarded by either the state, a political division of the state, or a regional board which includes roads, dams, bridges, a sewer system and public buildings.

Maryland’s Prevailing Wage Rates

The Division of Labor & Industry – Prevailing Wage Unit issued the rates separately for building and highway projects on a per county and by-craft basis. The registered contracting Public Body Procurement Officers or registered agents may request the Prevailing Wage Determination for each worker’s class.

This is to be done before the public body advertises bids. Contract value should be $500,000 or greater with state funding of 50% or more except for school construction where the state funding is 25% or more.

Prevailing Wage Determination

Wage determinations for each locality are issued in the 23 counties and Baltimore City. They are in effect for a year from the date they become final. Public works employees must be paid overtime for hours in excess of 10 hours in a day, and for work done on a Sunday or a legal holiday.

Anyone who pays less is subject to a fine of $20 per day for each worker paid less. Laborers or “apprentices” who do the work of a “mechanic” are covered. In order to be paid at the “apprentice” wage rate, this worker must be registered with the Maryland Apprenticeship and Training Program.

Certified Payroll and Penalties

Prevailing wage contractors are required to submit certified payroll statements. Wages paid for both straight time and overtime must not be less than the prevailing wage rate for a specific class of worker. It must also include the type of work performed per worker’s class.

Certified payrolls must be filed and submitted 14 days after the end of the payroll period. Otherwise, penalties for late submission of payrolls total $10 for each calendar day the records are late.                                                                                                                                                                                                             

 

ARCHER JORDAN is here to Simplify State Prevailing Wage Laws for You

We understand that there are too many rules to abide by. That is why at ARCHER JORDAN, we see to it that you are in tune with existing state laws.

Our team helps simplify state requirements to ease your way in managing your public works project and workers. Contact ARCHER JORDAN today and know more about state prevailing wage laws in a more simplified way.

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

   
           
   

Categories

ACA
AD & D
Affordable Care Act
AHCA
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
COBRA
Compliance Tips
Critical Illness
CT Prevailing Wage
Davis Bacon Act
DE Prevailing Wage
Department of Labor
Disability Insurance
Education
Employee Benefits
Employee Training
Employer Tips
ERISA
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
Hospitality Benefits
Hourly Seasonal Workers
Hourly Workforce
Human Resources
ID Prevailing Wage
IL Prevailing Wage
IN Prevailing Wage
IO Prevailing Wage
IRS
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
MEC
MEC and MVP
MEC MVP
MI Prevailing Wage
MN Prevailing Wage
MO Prevailing Wage
MS Prevailing Wage
MT Prevailing Wage
MVP
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
OSHA
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
SDVOB
SDVOSB
Seasonal Workers
Service Contract Act
Small Business
Staffing
State Prevailing Wage
SUB Plan
Supplemental Benefits
Supplemental Unemployment
Third Party Administrator
TN Prevailing Wage
Trust Services
TX prevailing wage
Uncategorized
UT Prevailing Wage
VA Prevailing Wage
Violations – SCA
Voluntary Benefits
WA Prevailing Wage
Wellness
WI Prevailing Wage
Workplace Health
Workplace Safety
WV Prevailing Wage
WY Prevailing Wage