Prevailing Wage and Davis-Bacon Compliance in Connecticut

Connecticut's Public Works Regulations

Connecticut has a dual system of prevailing wage laws:

• State Law: Connecticut's own prevailing wage laws apply to state-funded public works projects.
• Federal Law: The Davis-Bacon Act (DBA) applies to Connecticut's federally funded or assisted construction projects.

Key points:

• State prevailing wage laws apply to:
  • New construction valued at $1 million or more
  • Renovation or remodeling valued at $100,000 or more

Definition of "Public Works" in Connecticut

In Connecticut, "public works" encompasses:

• Construction, repair, or alteration of public infrastructure funded by the state or local government
• Projects including roads, bridges, schools, state buildings, and other infrastructure

Important note: Public works projects receiving federal funding must comply with Davis-Bacon Act regulations.

Prevailing Wage Determinations: Federal and State Requirements

Federal Davis-Bacon Act

• This applies to federally funded or assisted projects
• U.S. Department of Labor sets wage rates
• Includes basic hourly wage and fringe benefits

Connecticut's Prevailing Wage Law

• Applies to state or local government-funded projects
• The Connecticut Department of Labor (CTDOL) determines rates
• Often mirrors federal Davis-Bacon wage rates

Components of Wage Determinations

Both federal and state wage determinations in Connecticut include:

• Basic Hourly Rate: The minimum wage rate paid directly to workers in a specific job classification.
• Fringe Benefits: Non-cash benefits include health insurance, pensions, and vacation pay.
• Total Hourly Rate: The sum of the basic hourly rate and fringe benefits.

For example, if the basic hourly rate is $25 and fringe benefits are $10, the total hourly rate would be $35. If the contractor does not provide fringe benefits, the worker must receive the entire $35 as wages.

Compliance for Contractors and Subcontractors

Contractors and subcontractors working on public works projects in Connecticut must:

1. Determine Applicable Wage Rates:
   • For federal projects: Use the U.S. Department of Labor's Wage Determinations Online (WDOL) portal via SAM.gov
   • For state projects, Refer to the Connecticut Department of Labor's Wage and Workplace Standards Division
2. Submit Certified Payroll Reports:
   • For federal projects: Use U.S. Department of Labor's Form WH-347
   • For state projects: Submit to the Connecticut Department of Labor
3. Handle Fringe Benefits:
   • Either provide the fringe benefits as specified or pay the equivalent value in cash to workers
4. Post Wage Rates On-Site:
   • Display the prevailing wage determinations in a conspicuous place on the job site
5. Maintain Accurate Records:
   • Keep detailed payroll records available for inspection by CTDOL or U.S. Department of Labor

Penalties for Non-Compliance

Failure to comply with prevailing wage laws in Connecticut can result in:

• Back pay requirements
• Fines and financial penalties
• Contract termination
• Debarment from future public works projects

Unique Aspects of Connecticut's Prevailing Wage System

• Dual System: Connecticut maintains its own prevailing wage law alongside federal Davis-Bacon requirements
• Project Thresholds: State law applies to projects meeting specific value thresholds
• Mirrored Rates: State wage determinations often mirror federal Davis-Bacon rates

Relevant Resources

• U.S. Department of Labor Wage Determinations Online (WDOL): SAM.gov - Wage Determinations
• Connecticut Department of Labor - Prevailing Wage Information: Connecticut DOL Prevailing Wage
• U.S. Department of Labor Certified Payroll Form: Form WH-347

For the most current and detailed information, always refer to the Connecticut Department of Labor website and consult with legal counsel familiar with Connecticut labor laws and federal Davis-Bacon requirements.