Davis Bacon Act Resources for Idaho Prevailing Wage Contractors

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Though prevailing wage law does not exist specifically for the state of Idaho, prevailing wage laws are still determined and enforced on a federal level. All public works projects contracted by state entities in Idaho fall under the federal Davis-Bacon Act, and are governed by the Department of Labor. Click below for detailed information regarding Prevailing Wage law in Idaho

Calculating Idaho Prevailing Wage

Obtaining Rates may be complex, but the math is simple

$_____ / hr fringe   +  $______ / hr cash   =   $________ minimum prevailing wage

To find specific wage rates or obtain wage determinations for your contracts visit

What you Need to Know about Fringe

Fringe dollars may be counted towards meeting the minimum prevailing wage requirement. For example, let’s say the prevailing wage for a certain worker is $27/hour. You may pay them $17.00/hour in cash and $10.00/hour in fringe benefits. Why not simply pay the employee $27/hour in cash? Because that $27 is subject to payroll taxes such as FICA, FUTA, state unemployment and workers comp. Leverage fringe benefits and you are only getting taxed on $17.00/hour. You are also investing in keeping your workforce healthy and prepared for the future.

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How can I know the current Davis-Bacon wage determinations in Idaho, and are there any increases or special determinations to consider?
The Department of Labor determines prevailing wage based on the hourly rate paid to the majority of workers on public works projects in a certain classification or trade and labor market area. The US Government Printing Office does publish a list of wage determinations by state. The DBRA Wage decisions, which should be contained within the bid documents, can be found here.
General determinations have no pre-determined increases and are good for the duration of the public works project. Always refer to the bid spec to make sure that you are using the appropriate wage determination for the job in question.
Special determinations, on the other hand, are specific to the job you are working on, and could contain pre-determined increases. These determinations for missing or unlisted classifications are made following a conformance procedure under the Davis-Bacon Act. The contracting agency will provide these special determinations.
What are my obligations given a Special Prevailing Wage Determination under the Davis-Bacon Act?
For unlisted or missing job classifications, you are obligated to pay no less than the wage and benefits listed for the lowest specialized trade most similar to the classification in question.
Take an example where you are a carpentry contractor. If carpentry cannot be found as a trade listed in the wage decision, you need to find a similar specialized trade, such as plumbing, and use the wage decision listed for plumbing. You cannot pay less than the prevailing wage listed for that trade.
After receiving a special determination, you need to correct your payroll accordingly. This means that if you paid lower than the special determination decided upon, you need to compensate in the next pay.
The contracting agency can request for a special determination from the Wage and Hour Division of the Federal Department of Labor. This request is made by the contracting agency. There is a specific conformance procedure contained in the Davis-Bacon Act, which is meant to establish an enforceable wage and benefit rate for unlisted or missing classifications.
The process for requesting a special determination takes at least 30 days.
Where and how can I request a project wage determination?
A project wage determination can be requested after completing and submitting a Standard Form 308, “Request for Determination and Respond to Request”. This form should be sent to the Branch of Construction Wage Determinations, Wage and Hour Division, Employment Standards Administration, of the U.S. Department of Labor, Washington, D.C. 20210.
These project decisions are applicable only to the particular project they were issued for, and are effective for only 180 days. They become void if not used within 180 days. You can initiate a request by completing and sending a SF1444 “Request for Authorization of Additional Classification and Rate” to the contracting agency.
What are the filing requirements for Prevailing Wage in Idaho?
You must complete and send Certified Payroll Reports weekly for jobs covered by the Davis-Bacon Act. Some Idaho contracting agencies can also ask for additional paperwork. You will need to confirm with the contracting agency if there are other required paperwork you should accomplish.
Where should paperworks for Idaho Prevailing Wage be filed?
Sub-contractors must file their paperwork with the project’s General Contractor, who has the responsibility to submit all paperwork together. The General Contractor must then submit all the relevant paperwork to the contracting agency.
Are there rules governing apprentices in Idaho for a Davis-Bacon project?
There are no mandates on apprenticeship regulation, requirement to request apprentices, or a general training fund in the state of Idaho. However, in the instance an Idaho contractor is contracted with a specific apprenticeship committee, the contractor must follow that committee’s apprenticeship regulations. They must also contribute to their training fund.
Remember that the wages in Davis-Bacon apprenticeships are set not part of the general wage decision. Instead, they are set by the specific apprentice.
Who supervises compliance for Housing and Urban Development Davis-Bacon projects in Idaho?
If your job is financed by the US Department of Housing and Urban Development, they are responsible for HUD’s overall compliance with the Federal prevailing wage requirements, given all of their projects. They do operate a local office in Idaho as well.
Remember that the wages in Davis-Bacon apprenticeships are set not part of the general wage decision. Instead, they are set by the specific apprentice.
Is there a branch of Associated General Contractors (AGC) in Idaho?

Yes, Associated General Contractors does have a branch in the state of Idaho. AGC is an excellent resource for help in compliance with Davis-Bacon requirements for contractors in Idaho. You can refer here for their website.


Compliance to the Davis-Bacon and Related Acts in Idaho is initially handled by the contracting agency. The contracting agency or office hires DBRA inspectors who would perform the on-site inspections, interviews, assessments and audit of payroll records. The DOL Wage and Hour Division later investigates if the contractors refuse to maintain compliance, and when extreme errors are found in the inspection.
Failing or refusing to comply can mean disastrous consequences for the success for your business. To avoid penalties, work with a trusted and professional team. With ARCHER JORDAN, you can be assured of compliance regarding prevailing wage and benefits.

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