The certified payroll reporting form for CA is the A-1-131 form. The certified payroll reporting form for Davis Bacon & Related Acts projects is the WH-347 form.
Every 7 days
Every 30 days
eCPR must be uploaded to the DIR within 30 days. Please be advised, AB1023 went into effect on 1.1.22, which states contractors that do not submit eCPR in the specified timeframe (every 30 days) will be subject to a $100/day penalty.
We recommend regularly submitting valid DAS 142 forms to all applicable halls with 72 business hours notice in order to demonstrate a good faith effort. We also recommend that a copy of each submitted DAS form along with proof of submission via Certified USPS receipt, fax transmittal verification sheet, or email confirmation is saved in order to verify a good faith effort.
Apprentices are required on all state public works projects with a total construction contract of $30,000 or more when utilizing and apprenticeable craft. At the end of the project, 20% of straight time hours worked on the project are required to be apprentice hours for each apprenticeable craft employed.
Overtime is owed when an employee works over 8 hours in a day or 40 hours in a week. Overtime is owed at time and a half the prevailing wage rate. Double time may be owed depending on how many hours the employee has worked that day. It is important to refer to the footnotes for the applicable classification for any additional overtime provisions.
Marking Box 3 indicates that a contractor will adhere to the general apprenticeship standards governed by the CAC (which is not a specific committee, but an administrator of all apprenticeship standards). Training payments will thus be paid to the CAC.
Marking Box 2 indicates that a contractor will adhere to the standards set by a specific committee (this would include the standards they set on their CBA/MLA). Training payment will thus be paid to this specific committee.
Apprentices are not required on DBA/DBRA projects. However, if a contractor chooses to utilize apprentices on the project they must be registered with the Department of Labor as an apprentice. If a worker is not a registered apprentice, the journeyman rate will be owed.
Overtime is owed when an employee works over 40 hours in a week. Overtime is owed at time and a half the prevailing wage rate. Double time is not required on DBA/DBRA projects.
The stricter of the two requirements will apply on projects with both funding.
California State Prevailing Wage- Public Works Manual
Davis-Bacon Prevailing Wage- Chapter 15 – Field Operations Handbook
Signed into law on August 16, 2022, the Inflation Reduction Act (IRA) invests in domestic energy production, promoting the clean energy market. It includes provisions for increased clean energy tax credits or deduction amounts if prevailing wage and apprenticeship requirements are satisfied. This investment will impact clean energy projects starting on January 29th, 2023.
The Infrastructure Bill is a Bipartisan deal that sets to rebuild roads, bridges, and rails all over the United States. In addition, the Bill will increase access to clean drinking water, fight against climate change, and supply funds to communities in need. Projects that are funded through this Bill will be subject to prevailing wage and apprenticeship requirements under the Davis-Bacon Related Acts.
Assembly Bill (AB) 2143 was signed in September of 2022 and will go into effect starting January 1st, 2024. This bill will impact Solar and Renewable Energy Contractors in California, as it will require certain installation of renewable electrical generation and construction of battery storage facilities to meet prevailing wage requirements. These projects that were previously exempt from prevailing wage requirements will now be required to meet this standard or risk not being able to receive service from customer-generators under contract or tariff for net energy metering.
DISCLAIMER: The information found below are not comprehensive and is not intended to amend, interpret, or make specific any existing law or regulation for purposes of complying with prevailing wage. Any opinions expressed are solely those of the author/speaker and are not necessarily the official position of the governing law, its Director, or any related public entity. It is not intended as legal advice, and does not guarantee any outcome in specific enforcement or coverage proceedings within the governing jurisdiction. Please contact Alliant Consulting with specific questions.