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CONNECTICUT PREVAILING WAGE

FREQUENTLY ASKED QUESTIONS ON STATE PREVAILING WAGE

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!

Connecticut has its own prevailing wage laws. The law applies to 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 Connecticut.

How much should a public construction project cost in Connecticut, so that prevailing wage regulations will apply?
The total cost of all work to be performed by the contractors and subcontractors on the construction of the public works project must be more than $400,000 for the prevailing wage laws to apply. In the case of projects that involve remodeling, refinishing, refurbishing, rehabilitation, alteration, or repair of any existing public works projects, total cost must be more than $100,000.
How often is the schedule of prevailing wage updated for Connecticut?
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.

Is there a fixed rate for overtime incurred in prevailing wage projects in Connecticut?
There is no daily overtime rate for prevailing wage workers in Connecticut. Overtime is paid after forty hours of work for the week.
Is there a different rate for work incurred during weekends for public construction projects in Connecticut?
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.
Are legal holidays recognized by the Connecticut Prevailing Wage Law?

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.

Are different rates required for shifting employees working for public works contracts in Connecticut?
No, the prevailing wage law in Connecticut does not mandate a different rate for shifting employees in public works projects.
What are the allowed fringe benefits for prevailing wage workers in Connecticut?
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.
Are there penalties for violating and erring contractors?
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.

ARCHER JORDAN CAN HELP WITH YOUR PREVAILING WAGE CONNECTICUT CONCERNS

Knowing the prevailing wage laws of each state can be exhausting for you. Let ARCHER JORDAN help you in navigating the prevailing wage laws that govern public works contracts in the state of Connecticut.

We are a team of benefits experts. Our decades of experience can assure you that the benefit plans we give your employees are compliant to state and federal laws. Call us today and let us help your company save thousands of dollars, while giving your prevailing wage workers the benefits that suit their needs.