Prevailing Wage Requirements

Walker Blue supports navigating the complexities of prevailing wage requirements, including those governed by the Davis-Bacon Act and applicable state labor standards and apprenticeship requirements. We make sure prevailing wage compliance is documented, accurate, and defensible.

We work alongside your team to:

Interpret and apply the correct wage determinations based on trade, location, and project type
Align worker classifications with actual job site activities
Support certified payroll reporting and documentation standards
Flag compliance risks early, so you avoid delays, penalties, or rework

Avoid violations. Speak with a Walker Blue Advisor Today.

What is Prevailing Wage?

1. Wage Determinations

Prevailing wage rates are set by the U.S. Department of Labor (DOL) under the Davis-Bacon Act for federal projects, or by state agencies for state-funded work. These determinations specify the minimum hourly base rates and required fringe benefits by job classification and geographic region.

2. Certified Payroll

Contractors must submit weekly certified payroll reports (typically via Form WH-347) detailing hours, pay rates, benefits, and job classifications.

3. Apprenticeship and Ratio Requirements

Some jurisdictions require a certain percentage of apprentices on-site and regulate the ratio of apprentices to journeymen. Apprentices must be enrolled in approved programs.

4. On-Site Postings

Wage determination posters and compliance information must be posted visibly at the job site.

5. Record-keeping

Contractors must retain payroll and compliance records (usually for at least 3 years) for auditing purposes.

6. Worker Classification

Workers must be paid according to the correct trade classification (e.g., electrician vs. general laborer), based on the actual work performed not just job titles.