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Resources for Delaware prevailing wage contractors



Whether you are just starting out as a prevailing wage contractor or just looking to keep yourself updated, we have compiled these resources about state prevailing wage. Here are the most common questions of prevailing wage contractors and workers to help expand your knowledge!

Delaware has its own prevailing wage laws that apply to any public contracts for construction, remodeling, refurbishing, rehabilitation or repair of any public works projects by the State or any of its agencies. Read on below to learn more about the prevailing wage laws that govern public construction projects in Delaware. For help with fully compliant fringe benefit plans in Delaware please get in-touch via email or give us a call today!

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How much should a public construction project cost in Delaware, so that prevailing wage regulations will apply?
Prevailing wage rates must be paid for new construction projects that cost more than $100,000, and for alteration, repair, renovation, rehabilitation, reconstruction, or demolition jobs that cost more than $15,000.
How often is the schedule of prevailing wage updated for Delaware?
The Department of Labor publishes the prevailing wage determination on or before the 15th of March, every year. The schedule of rates is valid for one year, or until the DOL issues some changes and amendments. The prevailing wage rates are based on survey results done by the DOL. Every February 15, you, contractors, are allowed to submit your recommendations and opinions to the DOL of Delaware for the reconsideration of the prevailing wage rates.
Is there a fixed rate for overtime incurred in prevailing wage projects in Delaware?
There is no daily overtime rate for prevailing wage workers in Connecticut. Overtime is paid after forty hours of work for the week. There is no separate daily overtime rate per job classification.
Is there a different rate for work incurred during weekends for public construction projects in Delaware?
The prevailing wage law of Delaware does not mandate different wages for weekend work. The same overtime rules will apply for work incurred in a weekend.
Should prevailing wage workers have a holiday pay?
The prevailing wage law of Delaware has no provisions on holiday pay. It is up to you if you will give your workers holiday pay.
Are prevailing wage employees who work on different shifts paid with different rates?
Prevailing wages are the same across all shifts in Delaware.
What fringe benefits are allowed by the Delaware DOL?

Part of your employees’ prevailing wages are their fringe benefits. The following are the only fringe benefits allowed by the Delaware DOL:

a. Health
b. Welfare
c. Retirement
d. Vacation
e. Holiday
f. Sick leave pay
g. Educational Benefits (Apprenticeship and Training Programs)

Am I required to contribute to Training Funds?
No, the prevailing wage law of Delaware does not mandate payment of training contributions.
What are the requirements if my company should employ apprentices?
There are two requirements for apprentices: (1) they must be registered in a bona fide apprenticeship program and (2) they must be individually registered with the Delaware DOL.
Most apprenticeships last for four years or a total of 8000 hours of on-the-job training. Upon completion of the training, the apprentice is now eligible to become a journey person (a person nationally recognized as having a well-rounded ability in all phases of trade)
Am I required to pay my prevailing wage workers for their travel and subsistence?
No, you are not required by Delaware’s prevailing wage law to pay for travel and subsistence.
Am I and my prevailing wage workers required to apply for certain licenses when working for public construction projects in Delaware?
If your are bidding for contracts worth more than $50,000, then you must apply for a license. Plumber’s license is necessary, but if you do not have one, you can secure a license to hire contractors.
What are the penalties for contractors who violate the prevailing wage law of Delaware?
Contractors who do not pay their employees the required prevailing wage rates, or those who fail to submit their certified payrolls and failure to post the notice of the prevailing wage rates that apply to the public works project will pay a civil penalty that range from $1000 to $5000. Within three years after you have been found guilty of any violations, you cannot bid on public works projects, and you cannot be awarded with contracts.


Prevailing wage laws were created to ensure that prevailing wage workers who work for public construction projects receive the right compensations and benefits. Violation of the prevailing wage law can result to a fine, or worse, debarment from taking on any government bidding.
ARCHER JORDAN is team of fringe benefit experts who can help you be compliant with state and federal laws. Let us take the worries off your mind so you can focus on your projects and winning more bids. Contact us now!

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