Resources for Pennsylvania prevailing wage contractors

Increases may vary depending on collective bargaining agreements for specific trades. However, wage rates are issued on a project-by-project basis.

Under the Pennsylvania Prevailing Wage Act, contractors are not mandated to pay different overtime rates for different work classifications. There are also no different rates for working on the weekend, on legal holidays, and for working different shifts throughout the day.

No. The prevailing wage law does not require the payment of travel and subsistence pay.

Prevailing wage law in Pennsylvania does not compensate for training contribution. The employee benefit added to the base wage rate can be based on apprenticeship and training contributions which can vary by trade.
In order to obtain an apprentice classification, a person must: Be employed and working under a bona fide apprenticeship program, which should be directly related to the craft involved in the construction industry
Be registered with approval by the Pennsylvania Apprenticeship and Training Council
Have training and employment in full compliance with the provisions of The Apprenticeship and Training Act
Additional information on apprenticeship and training can be sought from (717) 787-4671 or (800) 932-0665 for the Harrisburg Central Office, 1301 Labor and Industry Building, 651 Boas St., Harrisburg, PA 17121

There is no state licensure requirement for public works in Pennsylvania. However, there are certain requirements for public works contractors mandated by the Department of Transportation. A certificate or license is also required to perform asbestos abatement work.

You can find more details online on the Certificate of License to Asbestos Abatement work and Pennsylvania’s Contractor Licensing Policy.

Pennsylvania prevailing wage contractors and subcontractors have the obligation to post a notice or notices in the form and manner prescribed under the law. The notice should be clearly legible and posted in a prominent and easily accessible place at the worksite and at places where payment of wages is made.
Aside from the postage of notices, government contractors and subcontractors are also required to keep and preserve an accurate record of employment and wage payments. These records should include the name, address and social security number of each worker.

If you are found to have committed unintentional failure to pay the prevailing wages, you will be given a reasonable time and opportunity to adjust the pay by making payment or providing adequate security for the payment. However, if you are found to have intentionally underpaid or failed to pay the prevailing wages, you or your firm would become liable for liquidated damages. You will also be liable for damages for breach of contract, in the amount of the underpaid wages that is due to workers engaged in performance of the contract.
Aside from this, all public bodies will be notified of the person or firm’s name who committed the intentional failure to underpay. These persons and firms, and any firm, corporation or partnership they have an interest in, will no longer be awarded a contract for 3 years.
The Secretary of Labor and Industry can use the following evidence as support or proof for intentional failure to pay prevailing wages:
Any act of omission or commission done willfully or disregarding the rights of the workers, which resulted in the payment of less the prevailing wage determination
The person or firm fails to pay the prevailing wage rate or a subsequent failure to comply with the opportunity to adjust afforded by the secretary, in the instance after the person or firm is aware or made aware of the failure