
Prevailing Wage and Davis-Bacon Compliance in Florida
eMars provides certified payroll and compliance solutions tailored primarily for federal projects and select state jurisdictions. While many agencies accept the standard WH-347 form, some states will require their own form. For questions about supported jurisdictions, please contact our team directly.
Components of Wage Determinations
Federal wage determinations for Florida 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, retirement plans, and vacation/holiday pay.
- Total Hourly Rate: The sum of the introductory hourly rate and fringe benefits.
For example, if the basic hourly wage is $20 and the fringe benefits are $5, the total hourly rate would be $25. If fringe benefits are not provided, the worker must receive the full $25 in cash.
Compliance for Contractors and Subcontractors
Contractors and subcontractors working on federally funded public works projects in Florida must:
Determine the Applicable Wage Rates
Determine the Applicable Wage Rates
Submit Certified Payroll Reports
Submit Certified Payroll Reports
Pay the Correct Wage
Pay the Correct Wage
Post Wage Determinations On-Site
Post Wage Determinations On-Site
Maintain Accurate Records
Maintain Accurate Records
Penalties for Non-Compliance
While Florida does not have state-specific penalties, federal law imposes strict consequences for Davis-Bacon Act violations, including:
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Fines
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Back wages owed to underpaid workers
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Debarment, preventing the contractor from bidding on future federally funded projects

Unique Aspects of Florida's Public Works System
- No State Prevailing Wage Law: Unlike many states, Florida relies only on federal regulations for prevailing wages on public works projects.
- Local Wage Ordinances: Some municipalities in Florida have their prevailing wage ordinances for public works projects, requiring contractors to meet wage and benefit standards that may differ from federal rules.
- Right-to-work State: Florida is a right-to-work state, which means workers on public projects cannot be compelled to join a union or pay union dues as a condition of employment. This impacts labor practices and workforce organization in public works.

Relevant Resources
- U.S. Department of Labor Davis-Bacon Wage Determinations: Wage Determinations Online
- U.S. Department of Labor Wage and Hour Division: Davis-Bacon and Related Acts
For the most accurate and current information on prevailing wage requirements, consult the U.S. Department of Labor or your state's official workforce or labor-related agency, such as Florida's Department of Economic Opportunity.
Florida Prevailing Wage FAQs
Does Florida have a state-specific prevailing wage law?
No, Florida does not have a state-specific prevailing wage law. However, federally funded public works projects in Florida must comply with the federal Davis-Bacon Act, which requires contractors to pay workers at least the prevailing wage.
How are prevailing wage rates determined in Florida?
For federally funded projects, prevailing wage rates are determined by the U.S. Department of Labor through surveys of wages paid to workers in specific job classifications within the local area. The rates include both a basic hourly wage and fringe benefits, which are published in wage determinations on the SAM.gov portal.
What are the penalties for non-compliance with Davis-Bacon regulations in Florida?
Penalties for non-compliance with Davis-Bacon regulations can include fines for failing to pay the prevailing wage. Contractors may also be required to pay back wages to workers who were underpaid. In more severe cases, non-compliant contractors can face debarment, which prevents them from bidding on future federally funded projects.
How are fringe benefits handled under the Davis-Bacon Act in Florida?
Fringe benefits are part of the total prevailing wage. Contractors can either provide fringe benefits like health insurance or retirement contributions or pay the equivalent value in cash to the workers. If fringe benefits are not provided, the contractor must pay the full wage (basic hourly rate plus fringe benefits) directly to the workers in cash.