
Prevailing Wage and Davis-Bacon Compliance in Idaho
Components of Wage Determinations
Federal wage determinations for Idaho 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 rate is $25 and fringe benefits are valued at $7, the total hourly rate would be $32. If fringe benefits are not provided, the contractor must pay the full $32 in wages.
Compliance for Contractors and Subcontractors
Contractors and subcontractors working on federally funded public works projects in Idaho must:
Determine the Applicable Wage Rate
Determine the Applicable Wage Rate
Submit Certified Payroll Reports
Submit Certified Payroll Reports
Handle Fringe Benefits
Handle Fringe Benefits
Post Wage Rates On-Site
Post Wage Rates On-Site
Maintain Proper Documentation
Maintain Proper Documentation
Penalties for Non-Compliance
While Idaho does not have state-specific penalties, federal law imposes strict consequences for Davis-Bacon Act violations, including:
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Fines for failure to pay the correct prevailing wage
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Back pay to workers who were underpaid
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Debarment from bidding on future federally funded public works projects
Unique Aspects of Idaho's Public Works System
1. No State Prevailing Wage Law: Idaho does not have its own state prevailing wage law, meaning public works projects only need to comply with federal Davis-Bacon Act requirements if federal funding is involved.
2. Low Bid Requirement: Idaho mandates that public works contracts are awarded to the lowest responsible bidder, ensuring cost-effective project completion while meeting minimum performance standards.
3. Right-to-Work State: Idaho's right-to-work laws prevent workers on public projects from being required to join or financially support a union, which impacts labor practices and workforce organization on public works projects.
Relevant Resources
- U.S. Department of Labor: Wage Determinations Online (WDOL): SAM.gov - Wage Determinations
Certified Payroll Form WH-347: U.S. Department of Labor Certified Payroll Form
Idaho Prevailing Wage FAQs
Does Idaho have a state-specific prevailing wage law?
No, Idaho does not have a state-specific prevailing wage law. Federally funded public works projects in Idaho are required to comply with the Davis-Bacon Act, which mandates prevailing wages. State-funded projects do not have prevailing wage requirements unless specified by local ordinances or project contracts.
How are prevailing wage rates determined in Idaho?
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. These rates include a basic hourly wage and fringe benefits and are published on the SAM.gov portal.
What are the penalties for non-compliance with Davis-Bacon regulations in Idaho?
Penalties for non-compliance can include fines for failing to pay the correct prevailing wage. Contractors may also be required to provide back pay to workers who were underpaid. In severe cases, non-compliant contractors may face debarment, preventing them from bidding on future federally funded public works projects.
How are fringe benefits handled under the Davis-Bacon Act in Idaho?
Fringe benefits are part of the total prevailing wage. Contractors can provide fringe benefits, such as health insurance and retirement contributions, or pay the equivalent value in cash to the workers. If no fringe benefits are provided, the contractor must pay the full amount (basic hourly wage plus fringe benefits) as wages directly to the worker.