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Resources for Wyoming prevailing wage contractors
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!
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If you are a Wyoming based contractor looking forward to take on government funded construction projects, read on below to orient yourself with the prevailing wage regulations of the state. For help with fully compliant fringe benefit plans in Wyoming please get in-touch via email or give us a call today!
How much should a public construction cost in Wyoming so that prevailing wage regulations will apply?
Can increases occur for the established prevailing wage rates?
Is there a regulation regarding overtime in the WPWA?
Is there a different rate for work incurred on weekends?
Is there a different rate for work incurred on legal holidays?
Is there a different rate for each working shift?
What are fringe benefits?
Fringe benefits are the usual and customary benefits paid to the prevailing wage worker on top of his basic hourly rate. Fringe benefits must include the following:
- medical and dental payments or hospital care
- pensions on retirement or death
- disability benefits and life insurance
- vacation and holiday pay
- apprenticeship or other US Bureau of Apprenticeship and Training approved training program or as approved by DOT and federal highway administration
- Annuity or other 401K plans
Am I required to contribute to a training fund?
I want to hire apprentices in my prevailing wage project in Wyoming. What should I know before hiring one?
The apprentice must be registered in an apprenticeship program approved by the US Department of Labor, or a training program approved by the DOT.
Registered/approved training/apprenticeship programs are paid as follows:
a) during the first half of the training period, the apprentice is paid at a rate not less than 60% of the appropriate minimum journeyman’s wage rate specified within the employment contract;
b) during the period commencing upon completion of the first half of the training program and ending upon completion of 75% of the program, the apprentice is paid at a rate not less than 75% of the appropriate minimum journeyman’s wage rate specified within the employment contract
c) during the remaining portion and until completion of the training program, at a rate not less than 90% of the appropriate minimum journeyman’s wage rate specified in the employment contract.
Do I need to pay for travel and subsistence of my prevailing wage workers?
What are the licensing requirements that I need to note as a contractor in Wyoming?
What are my duties as a contractor?
What are the penalties to erring and violating contractors?
BE COMPLIANT WITH WYOMING PREVAILING WAGE LAWS WITH HELP FROM ARCHER JORDAN.
In every project you undertake with the state of Wyoming, let us help you be compliant with the state’s prevailing wage law. ARCHER JORDAN’s team of fringe benefits experts will help you with WPWA compliance, and at the same time help your company save thousands of dollars.
Call ARCHER JORDAN today, and find out why our bona fide fringe benefit plans are the perfect plans for your prevailing wage employees!