Davis Bacon Related Acts

Resources for New Jersey 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!

Since New Jersey has its own prevailing wage law, the federal Davis-Bacon Act is not going to be applied in public works projects in New Jersey. Instead, prevailing wage contractors in New Jersey are expected to work under the regulations set by the New Jersey Prevailing Wage Law.
The Division of Wage and Hour Compliance division in the New Jersey Department of Labor and Workforce Development governs the compliance of prevailing wage contractors to the state prevailing wage laws.
To know more, here are some details about Prevailing Wage New Jersey. For help with fully compliant fringe benefit plans in New Jersey please get in-touch via email or give us a call today!

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What do I need to know about prevailing wage contributions in New Jersey?
In New Jersey, contributions will not lose its ‘bona fide’ status even if they remain under the control of prevailing wage contractors. In order to receive credit for prevailing wage purposes, all contributions to plans must be annualized. These contributions must also be as consistent as payroll, and must be included in the certified payroll report.
Does New Jersey have a specialized certified payroll report form?

According to the New Jersey Prevailing Wage Act, contractors and subcontractors must submit certified payroll reports for each employee to the public body within 10 days of payment of wages. The certified payroll reports must be received, filed, and made available by the public body during business hours. The original signature that certifies the accuracy of the payroll records must also be submitted together with the certified payroll report.

When should fringe benefit statements be filed in New Jersey?
The fringe benefit statement should be filed every time contributions to plans are changed or altered.
What are the apprenticeship regulations in New Jersey?
In New Jersey, a worker can only be paid an apprentice wage rate if s/he meets two qualifications. First, the worker must have a documentation of the enrollment in an approved apprenticeship program. The approval must come from the United States Department of Labor – Bureau of Apprenticeship and Training.
Second, the proof of cost and coverage must be maintained and provided if the prevailing wage contractors claims credit for the given fringe benefits. If the prevailing wage worker is not working under an approved apprenticeship program, prevailing wage contractors must pay journeyman rates to the worker.
Are there pre-determined increases on prevailing wage rates in New Jersey?
New Jersey Prevailing Wage Rates may still change from the time of issuance of the wage rate determination to the award of the public works project. To ensure that the prevailing wage rates you are using are accurate, prevailing wage contractors are advised to verify the wage rate for their particular contract with the Department of Labor and Workforce Development.
If, upon the expiration date of the determination, the new rate has not been published, the previous rate will be considered as the prevailing wage rate. The increases in the pre-determined wage rates listed during the contract must be also be paid to the workers, starting from the specified dates in the contract.
What should I know about the method of determining New Jersey prevailing wage rates?
Prevailing Wage New Jersey rates are determined based on the collective bargaining agreement established for trades and crafts within a specific location. To acquire the latest New Jersey prevailing wage rates for a project, prevailing wage contractors must contact the contracting agency.
A copy of the wage determination issued for a particular project must be provided by the public body upon the awarding of the contract. The failure of the public body to post the prevailing wage rate does not excuse contractors from paying the prevailing wage to their workers. Prevailing wage contractors are also required to post the scale of wages in areas where they can be easily seen by their workers.


Prevailing wage contractors must know the difference between the Davis-Bacon Act and New Jersey’s own prevailing wage law in order to effectively apply the regulations in their companies. To ensure strict compliance in prevailing wage laws, the New Jersey Department of Labor and Workforce Development will enforce and administer audits and inspections to contractors doing business with contracting agencies.
Let ARCHER JORDAN help you understand the New Jersey Prevailing Wage law with our years of experience in the field. For inquiries, contact our capable team today!

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