Davis Bacon Related Acts

Prevailing wage rates in Connecticut are updated annually, on or before the 1st of July. The new and updated rates are posted in the Department of Labor website. These rates are found at www.ct.gov/dol, under Wage and Workplace Standards Division > Prevailing Wage Information > Annual Prevailing Wage Rates by Town.
As a contractor, it is your duty to obtain the updated and latest schedule of prevailing wage rates from the DOL. The agency will issue the applicable prevailing wage rates upon awarding of contract, but subsequent annual adjustments should be obtained by the contractor.
The prevailing wage rates are mostly based on union rates, so an increase in union rates will mean an increase in the Connecticut prevailing wage rates. Contracting agencies, however, are not responsible for paying any increase on the prevailing wage rates based on the annual adjustment.

There is no daily overtime rate for prevailing wage workers in Connecticut. Overtime is paid after forty hours of work for the week.

Prevailing wage workers in Connecticut do not receive a special weekend rate, for any job or trade classification. The same premium rate of 1.5 times the employee’s prevailing wage will be applied on a weekend if more than 40 hours of work has been incurred.

The Prevailing Wage law in Connecticut recognizes legal holidays for different trade or job classifications. Below are the recognized holidays for some of the job classifications:

Bricklayers, Cement Masons, Cement Finishers, Stone Masons, Concrete Finishers
Paid Holidays: Prevailing wage employees in these classifications will receive 4 hours of Christmas Eve holiday provided the worker works on the regular day before and after the holiday. If the employee works on Christmas Eve, he will receive his regular prevailing wage plus the holiday pay.

Elevator Constructors: Mechanics
Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Veterans’ Day, Thanksgiving Day, Christmas Day, plus the Friday after Thanksgiving.
Vacation: Employer contributes 8% of basic hourly rate for 5 years or more of service or 6% of basic hourly rate for 6 months to 5 years of service as vacation pay credit.

Glaziers
Paid Holidays: Labor Day and Christmas Day.

Power Equipment Operators (Heavy and Highway Construction & Building Construction)
Paid Holidays: New Year’s Day, Good Friday, Memorial day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day, provided the employee works 3 days during the week in which the holiday falls, if scheduled, and if scheduled, the working day before and the working day after the holiday. Holidays falling on Saturday may be observed on Saturday, or if the employer so elects, on the preceding Friday.

Iron Worker
Paid Holidays: Labor Day provided employee has been working with the company for 5 consecutive work days prior Labor Day.

Laborers (Tunnel Construction)
Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day. No employee shall be eligible for holiday pay when he fails, without cause, to work the regular work day preceding the holiday or the regular work day following the holiday.

Roofers
Paid Holidays: July 4th, Labor Day, and Christmas Day given the employee is employed for at least15 days prior to the holiday.

Sprinkler Fitters
Paid Holidays: Memorial Day, July 4th, Labor Day, Thanksgiving Day and Christmas Day, provided the employee has been working with the contractor at least 20 working days prior to any such paid holiday.

Truck Drivers (Heavy and Highway Construction & Building Construction)
Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas day, and Good Friday, provided the employee has worked for at least 31 calendar days and works the last scheduled day before and the first scheduled day after the holiday, unless excused.

No, the prevailing wage law in Connecticut does not mandate a different rate for shifting employees in public works projects.

The prevailing wage law in Connecticut requires that an employer pays his prevailing wage workers with the hourly base rate plus fringe benefits. You can make direct payments to bona fide fringe benefits plans that are approved by the federal and state law. These benefits can include but are not limited to: medical/hospital care, pension/retirement, life insurance, disability, and vacation/holiday pay.

The following penalties are enforced on contractors who violate the prevailing wage law:
a. Failure to pay the prevailing wage rates is considered as a felony depending on the amount of unpaid wages. Filing a false certified payroll knowingly or failure to submit a certified payroll is Class D felony and you can be fined up to $5,000, imprisoned for a maximum of 5 years, or both.
b. Ignoring obligations a contractor can cause debarment from any public works bidding of up to 3 years.
c. Civil penalties of $300 per violation
d. The state or the contracting agency is authorized to withhold payment for the project if the contractor fails to pay the required prevailing wage rates to his prevailing wage workers.
e. Debarred contractors who perform work for prevailing wage projects will be fined $1000 for each day worked for the project.