Kansas Prevailing Wage Information
Kansas does not currently have any state statutes that establish specific prevailing wage requirements. However, any jurisdiction in Kansas that receives federal funding for public construction projects within the state -- such as those funded by the American Recovery & Reinvestment Act -- is required to ensure those projects are managed to the requirements outlined in the federal prevailing wage laws. (Davis-Bacon)
On Tuesday April 23, 2013, Governor Sam Brownback signed House Bill 2069 into law, officially banning local governments from requiring private employers to pay "prevailing wages" greater than the minimum wage for workers on public construction projects. Cities, counties and local governments in Kansas no longer will be allowed to pass measures requiring private employers to pay a wage higher than the state or federal minimum wage. The law, will go into effect July 1, and also bans local governments from requiring private employers to provide any employee benefits or pay compensation for leave. State and federal prevailing wages requirements are still in place under the new law. Kansas repealed its state prevailing wage law in 1987. Two counties, Sedgwick and Wyandotte, will have their local prevailing wage laws currently on the books overturned.
Even when federal dollars are not involved, many public agencies choose to implement labor compliance programs to minimize the myriad of risks involved with public works projects:
CCMI works with jurisdictions in Kansas to achieve these objectives. We review certified payrolls and:
Please note that some cities and counties within this state may have imposed their own prevailing wage requirements. The fact that the state does not have its own prevailing wage requirement does not prevent a local government entity from imposing its own local prevailing wage requirements.
On Tuesday April 23, 2013, Governor Sam Brownback signed House Bill 2069 into law, officially banning local governments from requiring private employers to pay "prevailing wages" greater than the minimum wage for workers on public construction projects. Cities, counties and local governments in Kansas no longer will be allowed to pass measures requiring private employers to pay a wage higher than the state or federal minimum wage. The law, will go into effect July 1, and also bans local governments from requiring private employers to provide any employee benefits or pay compensation for leave. State and federal prevailing wages requirements are still in place under the new law. Kansas repealed its state prevailing wage law in 1987. Two counties, Sedgwick and Wyandotte, will have their local prevailing wage laws currently on the books overturned.
Even when federal dollars are not involved, many public agencies choose to implement labor compliance programs to minimize the myriad of risks involved with public works projects:
- High profile projects under intense public scrutiny
- Concerns from local labor groups and unions
- As an alternative to Project Labor Agreements (PLA's)
- Desire to ensure all contractors are competing fairly
- Desire to ensure all workers are paid proper wages
CCMI works with jurisdictions in Kansas to achieve these objectives. We review certified payrolls and:
- Verify for proper wage classification
- Confirm contractor's eligibility to work (debarment)
- Check overtime calculations
- Verify proper use of apprentices
- Confirm proper apprenticeship ratios and supervision
- Conduct onsite interviews (as requested)
- Investigation and Reports relating to noncompliance by contractors
- Verification of Restitution to workers and proper corrected paperwork submittal
Please note that some cities and counties within this state may have imposed their own prevailing wage requirements. The fact that the state does not have its own prevailing wage requirement does not prevent a local government entity from imposing its own local prevailing wage requirements.
