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MASSACHUSETTS 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!

In Massachusetts, both the issuing of prevailing wage rates and the administering of the Prevailing Wage Law fall under the jurisdiction of the Massachusetts Executive Office of Labor and Workforce Development. Prevailing wage contractors who fail to comply with the standards set by the Prevailing Wage Law will be reported to the Massachusetts Attorney General’s Fair Labor Division, and may face fines and penalties, depending on the degree of non-compliance.

To know more about Prevailing Wage Massachusetts, here are some of the most asked questions by prevailing wage contractors like you:

What should I know before bidding on a Massachusetts Davis-Bacon Act public works project?
Prevailing wage contractors interested in bidding for public works projects must first obtain the latest prevailing wage rates from the Department of Labor Standards. The rates acquired are applicable at a per project basis, and shall be effective for 90 days from the issuance date.

If projects with the issued rates have not been awarded within 90 days, new prevailing wage rates must be requested. Prevailing wage contractors should note that maintenance or repairs involving additions or altercations are also covered under the prevailing wage law.

How long do Massachusetts prevailing wage rates last?
Prevailing wage rates are applicable for the duration of the project, except in cases of projects that are targeted to last for years. A project with a duration of more than one year must request annual prevailing wage rate updates.
What documentary requirements are required in a prevailing wage Massachusetts public works project?
Prevailing wage contractors must submit certified payroll records every week to the awarding authority through electronic or traditional mail. The forms and statements of compliance required can be downloaded at the Department of Labor Standards’ website. If prevailing wage contractors fail to submit the weekly certified payroll report, it can result to fines of up to $10 000.
Where can I acquire the prevailing wage rates for a project?
Since the law requires awarding authorities to include the prevailing wage rate sheet in every bid document, you can acquire these rates as soon as you enter the bidding process. Alternatively, you can go to the Department of Labor Standards’ website and request an “Example Rate Sheet”. Prevailing wage contractors must pay their workers the rates stated at the prevailing wage rate sheet provided by the awarding authority. If you have questions about the classifications in the rate sheet, visit the Topical index of the Department of Labor Standards or contact them by calling (617) 626-6952.
What are the benefits included in the prevailing wage rate?
Some of the benefits included in the prevailing wage rate include payments by prevailing wage contractors to welfare and health plans, pension plans, and supplemental unemployment benefits plans. These benefits are decided through collective bargaining and discussions between prevailing wage contractors and organized labor representatives.
Why are percentages and dollar figures for apprentice rates included in the rate sheet?
Since prevailing wage contractors contribute to health and welfare plans, supplementary unemployment plans, and pensions, they can deduct the contributed amount both from the journeyman rates and the apprentice wage rates. Even though percentages may still appear on some rate sheets, prevailing wage contractors should no longer use the percentage as the barometer for calculating apprentice wage rates. Instead, contractors must pay the dollar figure wage rate listed on the rate sheet.
What are the responsibilities of general contractors for annual updates?
Updated schedules must be obtained by general contractors for awarding authorities. Both general and sub-contractors must also pay nothing less than the prevailing wage rates issued to the workers. These rates must be posted in accessible areas through the duration of the whole project.

ARCHER JORDAN CAN HELP YOU COMPLY WITH MASSACHUSETTS PREVAILING WAGE LAW

Prevailing wage contractors are mandated to comply with the rules and regulations set by the Massachusetts Prevailing Wage Law. Failure to do so can amount to fines and penalties sanctioned by Massachusetts Attorney General’s Fair Labor Division.

To be on the safe side, it is advisable for prevailing wage contractors like you to seek the help of experienced advisors like ARCHER JORDAN. We have years of experience when it comes to dealing with business transactions with government agencies, and we can help you comply with these rules and use them to your advantage. Contact ARCHER JORDAN for more details!