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the classification of work they perform. Note that there are no exceptions to the prevailing wage <br />requirements for relatives or for self-employed laborers and mechanics. <br />See also Labor Relations Letter LR-96-01, Labor standards compliance requirements for self- <br />employed laborers and mechanics. <br />c. Apprentices and Trainees. The only workers who can be paid less than the wage rate on the wage <br />apprenticeship or training programs, including Set-Up apprenticeship programs designed for Davis- <br />Bacon construction work. Approved programs (bona fide programs) are those which have been <br />registered with DOL or DOL-recognized State Apprenticeship Council (SAC). <br />1) Probationary apprentice. A person in the first 90 days of probationary employment as an <br />apprentice in a bona fide apprenticeship program but who has not yet been formally registered in <br />such a program may be considered an "apprentice" provided that the BAT or SAC has certified <br />that such person is eligible for probationary employment as an apprentice. <br /> <br />2) Pre-apprentice. A -person who has not been DOL or SAC certified for <br />f work they perform. <br />3) Ratio of apprentices and trainees to journey man. The maximum number of apprentices or <br />trainees that you can use on the job site cannot exceed the ratio of apprentices or trainees to <br />journeymen allowed in the approved program. <br /> <br />d. Prevailing Wages. The term "wages" means the basic hourly rate of pay plus any contribution <br />irrevocably made by an employer to a bona fide fringe benefit fund, plan or program. All laborers <br />and mechanics employed or working on the site of the work shall be paid unconditionally and not less <br />often than once a week the full amount of wages and bona fide fringe benefits computed at rates not <br />less than those contained in the wage determination. Employers who do not make contributions or <br />payments to bona fide fringe benefit funds, plans, or programs shall pay an amount equivalent to the <br />fringe benefit rate (if any) required on the wage determination directly to the employee added to the <br />basic hourly rate of pay. <br /> <br />e. Piece-work. Some employees are hired on a piece- <br />be based <br />upon the number of units painted. Employers may calculate weekly earnings based upon piece rates <br />provided the weekly earnings are sufficient to satisfy the wage requirement based upon actual hours, <br />including any overtime, worked. If the weekly piece rate earnings are not sufficient, the employer <br />shall re-compute weekly earnings based upon actual hours worked and the rate on the wage decision <br />for the work classification(s) involved. <br /> <br />f. Fringe benefits include medical or hospital care, pensions on retirement or death, compensation for <br />injuries or illness resulting from occupational activity, or insurance to provide any of the above; <br />unemployment benefits, life insurance, vacation or holiday pay; defraying costs of apprenticeship or <br />similar programs; or other bona fide fringe benefits. In addition to contributions, fringe benefits may <br />reflect the rate of costs to the employer that may be reasonably anticipated in providing bona fide <br />fringe benefits pursuant to an enforceable commitment to carry out a financially responsible program. <br />Fringe benefits do not include benefits required by other Federal, State or local law, such as the <br /> Security or some disability insurance payment. <br /> Page 28 of 58 <br /> <br />