Connecticut Prevailing Wage Information
GENERAL INFORMATION
Connecticut’s Prevailing Wage law is codified in Connecticut General Statutes Section Section 31-53 and 31-53a. The law applies to each contract for the construction, remodeling, refinishing, refurbishing, rehabilitation, alteration or repair of any public works project by the State or its agents, or by any political subdivision of the State.
The prevailing rate consists of a base rate and a fringe benefit rate that may be paid in cash or benefits. Conn. Gen. Stat. Section 31-53(d) permits the Labor Commissioner to adopt and use the prevailing wage rate determinations as have been made by the Secretary of Labor of the United States under the provisions of the Davis-Bacon Act, as amended. The agent empowered to let such contract shall contact the Labor Commissioner at least ten, but not more than twenty days, prior to the date such contracts will be advertised for bid, to ascertain the proper prevailing rate.
THRESHOLDS
According to Conn. Gen. Stat. Section 31-53(g), monetary thresholds must be met before the law is applicable. The prevailing wage law does not apply to the following situations:
1) the total cost of all work to be performed by all contractors and subcontractors in connection with new construction of a public works project is less than four hundred thousand ($400,000) dollars;
2) in connection with remodeling, refinishing, refurbishing, rehabilitation, alteration or repair of any public works project under one hundred thousand ($100,000) dollars.
Please visit the following link for a summary of Connecticut Prevailing Wage law
TIMING
Prevailing wage rates are adjusted annually on or before July 1st of each year and new rates are posted on the Department of Labor website (Connecticut General Statutes 31-55a).
These rates can be found at www.ct.gov/dol. Go to “Wage and Workplace Standards Division,” then click “Prevailing Wage Information,” and “Annual Prevailing Wage Rates by Town”
OR visit: http://www.ctdol.state.ct.us/wgwkstnd/prevailing-rates/rates.htm
OR visit: https://www2.ctdol.state.ct.us/WageRatesWeb/
It is the contractor’s responsibility to obtain the annual adjusted prevailing wage rate increases directly from the DOL’s website. The DOL will issue the initial prevailing wage rate schedule to the Contracting Agency for the project. Subsequent annual adjustments are posted to the DOL website for the contractor’s access.
INCREASES
In Connecticut, the United States Section of Labor determines the prevailing wage rates. To date, most rates are union rates. Thus, whenever the union rate increases, so does the Connecticut prevailing wage rate.
Contracting Agencies are not obligated under Connecticut Prevailing Wage law to pay any increase based on annual adjustments.
OVERTIME
In Connecticut, there is no daily overtime for prevailing wages per trade. Overtime is only paid after forty hours actually worked weekly.
WORKING ON WEEKENDS
In Connecticut, employees do not receive a special weekend rate of pay per trade classification for working on the weekend. The same premium rate (of 1.5 times the employee’s base rate) would apply on a weekend if more than 40 hours had already been worked in a given work-week (e.g., if a contractor begins work on Wednesday and works throughout the weekend, he does not get paid a separate rate for working on the weekend; he only gets overtime if he works more than forty hours that week).
WORKING ON LEGAL HOLIDAYS
Connecticut prevailing wage law does recognize various legal holidays for different trade classification. Below is a list of the recognized holidays per trade:
Bricklayers, Cement Masons, Cement Finishers, Concrete Finishers, Stone Masons (Building Construction) AND (Residential- Hartford, Middlesex, New Haven, New London and Tolland Counties):
Paid Holiday: Employees shall receive 4 hours for Christmas Eve holiday provided the employee works the regularly scheduled day before and after the holiday. Employers may schedule work on Christmas Eve and employees shall receive pay for actual hours worked in addition to holiday pay.
Elevator Constructors: Mechanics
Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day,Veterans’ Day, Thanksgiving Day, Christmas Day, plus the Friday after Thanksgiving.
Vacation: Employer contributes 8% of basic hourly rate for 5 years or more of service or 6% of basic hourly rate for 6 months to 5 years of service as vacation pay credit.
Glaziers
Paid Holidays: Labor Day and Christmas Day.
Power Equipment Operators (Heavy and Highway Construction & Building Construction)
Paid Holidays: New Year’s Day, Good Friday, Memorial day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day, provided the employee works 3 days during the week in which the holiday falls, if scheduled, and if scheduled, the working day before and the working day after the holiday. Holidays falling on Saturday may be observed on Saturday, or if the employer so elects, on the preceding Friday.
Iron Worker
Paid Holidays: Labor Day provided employee has been on the payroll for the 5 consecutive work days prior to Labor Day.
Laborers (Tunnel Construction)
Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day. No employee shall be eligible for holiday pay when he fails, without cause, to work the regular work day preceding the holiday or the regular work day following the holiday.
Roofers
Paid Holidays: July 4th, Labor Day, and Christmas Day provided the employee is employed 15 days prior to the holiday.
Sprinkler Fitters
Paid Holidays: Memorial Day, July 4th, Labor Day, Thanksgiving Day and Christmas Day, provided the employee has been in the employment of a contractor 20 working days prior to any such paid holiday.
Truck Drivers (Heavy and Highway Construction & Building Construction)
Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas day, and Good Friday, provided the employee has at least 31 calendar days of service and works the last scheduled day before and the first scheduled day after the holiday, unless excused.
Please visit the following link for a complete list of legal holidays paid in Connecticut
SHIFT DIFFERENTIALS
Connecticut prevailing wage law does not require different prevailing wage rates to be paid to employees that work different shifts.
FRINGE BENEFITS
Connecticut prevailing wage law requires payment of an hourly base rate plus fringe benefits. Bone fide benefits to approved plans, funds, or programs, except those required by Federal/State Law (unemployment tax, worker’s compensation, income taxes ect.) are compensable. Examples of benefits include the following: 1) medical/hospital care; 2) pension/retirement; 3) life insurance; 4) disability; 5) vacation/holiday; and 6) other bone fide fringe benefits.
TRAINING CONTRIBUTION
Connecticut prevailing wage law does not address training contribution.
APPRENTICE REQURIEMENTS
Apprentices must be registered with the Connecticut Department of Labor Apprenticeship Division. Please visit the following website for the proper forms and regulations.
TRAVEL & SUBSISTENCE
Connecticut prevailing wage law does not include travel and subsistence pay requirements.
CONTRACTOR LICENSING
In Connecticut, each prevailing rate schedule lists the type of licenses required for the trade (e.g., Electrical Worker lists “E1, E2, L5-6, C5-6, T1-2, L1-2, V-1, 2, 7, 8, 9”)
Below is a list of some of the primary trades requiring an occupational license. Lists of Licensed Trades, their applications and requirements may be found under the Department of Consumer Protection.
An electrician is required to obtain an occupational license for employment. Please visit this link for details on electrical licensing requirements and applications.
Elevator apprentice trainees are required to obtain a occupational license. Please visit the following site for more information on applications and requirements.
Mechanical contractors are required to obtain an occupational license. Please visit the following site for information on applications and requirements.
Operating stationary engineers are required to obtain an occupational license. Please visit the following site for information on applications and requirements.
Plumbing, pipefitting and well-dwelling employees are required to obtain an occupational license. Please visit the following link for more information on requirements and applications.
Welding, valves, and machinist trade licensing is also required in Connecticut. Please visit the following link for additional information on requirements and applications.
Connecticut also requires licensing for heating, cooling, and sheet metal work. Please visit the following site for details on requirements and applications.
Please visit the following link for information on what trades require licensing in Connecticut.
For a complete list of license types and fee schedule, please visit the following site:
http://www.ct.gov/dcp/lib/dcp/pdf/forms/license_types_prefix_&_fees2011.pdf
PENALTIES
Various civil, criminal and administrative penalties exists for violations of the prevailing wage law:
1) Failure to pay the prevailing wage rate is a crime and may qualify as a felony depending on the amount of unpaid wages. Knowingly filing a false certified payroll or failure to file a certified payroll is Class D felony for which an employer may be fined up to $5,000, imprisoned for up to 5 years, or both
2) Disregarding obligations under Conn. Gen. Stat. Section 31-35 may result in administrative debarment that may preclude any firm, corporation, partnership, or association in which such person or firms have an interest from receiving n award of a contract until a period of up to 3 years have elapsed
3) Civil penalties of $300 per violation may be accessed upon the employer
Withholding payments
If a contracting officer representing the state/political subdivision finds that there was a failure to pay the required prevailing rate to a mechanic/laborer/workman employed on the site, the state/political subdivision can withhold payment of money to the contractor/subcontractor.
Failure to file certified payroll
Employers must file weekly-certified payroll on a monthly basis with the contracting agency by mail, first class postage prepaid. Failure to file a certified payroll under Section 31-53(f)(2) is a class D felony, thus the employer may be fined up to five thousand dollars, imprisoned up to 5 years, or both.
Contracting agency can withhold contractor’s payment
If the prevailing wage has not been paid, the contracting agency is authorized to withhold payment of money owed to any contractor and subcontractor.
DEBARMENT
Each contractor and subcontractor must certify in writing to the general/prime contractor/construction manager that they are not debarred. Any contractor/subcontractor that performs work on prevailing wage project while debarred will be fined $1,000 per day.
The link below lists persons/firms that have been debarred in accordance with Section 31-53(a) of Connecticut General Statutes:
http://www.ctdol.state.ct.us/wgwkstnd/wgdisbar.htm
HELPFUL LINKS
Guide to prevailing wage laws in Connecticut.
Connecticut Department of Labor Prevailing Wage Information.
Section 31-53(b) (Construction safety and health course—proof of completion requirement for employees on public building projects).
10hr OSHA Construction Safety and Health Course, Program, or Training.
Regulations of Connecticut State Agencies Department of Labor Construction Safety
Annual Prevailing Wage rates by town
Summary of Connecticut’s Prevailing Wage law
Prevailing Wage Law Poster
Prevailing Wage Rate Schedules issued monthly
Contracting Agency Original Request for Prevailing Wage Rate Form Options
Sample Payroll Certification for Public Works Projects
Federal Davis-Bacon Act
Debarment Lists
Occupational Classification Bulletin
Connecticut DOL Wage and Workplace Standards Division Footnotes
CONTACT INFORMATION
Holly Carter
Connecticut Department of Labor, Division of Wage and Workplace Standards
Public Contract Compliance (prevailing wage)
200 Folly Brook Boulevard
Wethersfield, CT 06109
Phone: (860) 263-6790
Fax: (860) 263-6791
Email: dol.webhelp@ct.gov
Connecticut’s Prevailing Wage law is codified in Connecticut General Statutes Section Section 31-53 and 31-53a. The law applies to each contract for the construction, remodeling, refinishing, refurbishing, rehabilitation, alteration or repair of any public works project by the State or its agents, or by any political subdivision of the State.
The prevailing rate consists of a base rate and a fringe benefit rate that may be paid in cash or benefits. Conn. Gen. Stat. Section 31-53(d) permits the Labor Commissioner to adopt and use the prevailing wage rate determinations as have been made by the Secretary of Labor of the United States under the provisions of the Davis-Bacon Act, as amended. The agent empowered to let such contract shall contact the Labor Commissioner at least ten, but not more than twenty days, prior to the date such contracts will be advertised for bid, to ascertain the proper prevailing rate.
THRESHOLDS
According to Conn. Gen. Stat. Section 31-53(g), monetary thresholds must be met before the law is applicable. The prevailing wage law does not apply to the following situations:
1) the total cost of all work to be performed by all contractors and subcontractors in connection with new construction of a public works project is less than four hundred thousand ($400,000) dollars;
2) in connection with remodeling, refinishing, refurbishing, rehabilitation, alteration or repair of any public works project under one hundred thousand ($100,000) dollars.
Please visit the following link for a summary of Connecticut Prevailing Wage law
TIMING
Prevailing wage rates are adjusted annually on or before July 1st of each year and new rates are posted on the Department of Labor website (Connecticut General Statutes 31-55a).
These rates can be found at www.ct.gov/dol. Go to “Wage and Workplace Standards Division,” then click “Prevailing Wage Information,” and “Annual Prevailing Wage Rates by Town”
OR visit: http://www.ctdol.state.ct.us/wgwkstnd/prevailing-rates/rates.htm
OR visit: https://www2.ctdol.state.ct.us/WageRatesWeb/
It is the contractor’s responsibility to obtain the annual adjusted prevailing wage rate increases directly from the DOL’s website. The DOL will issue the initial prevailing wage rate schedule to the Contracting Agency for the project. Subsequent annual adjustments are posted to the DOL website for the contractor’s access.
INCREASES
In Connecticut, the United States Section of Labor determines the prevailing wage rates. To date, most rates are union rates. Thus, whenever the union rate increases, so does the Connecticut prevailing wage rate.
Contracting Agencies are not obligated under Connecticut Prevailing Wage law to pay any increase based on annual adjustments.
OVERTIME
In Connecticut, there is no daily overtime for prevailing wages per trade. Overtime is only paid after forty hours actually worked weekly.
WORKING ON WEEKENDS
In Connecticut, employees do not receive a special weekend rate of pay per trade classification for working on the weekend. The same premium rate (of 1.5 times the employee’s base rate) would apply on a weekend if more than 40 hours had already been worked in a given work-week (e.g., if a contractor begins work on Wednesday and works throughout the weekend, he does not get paid a separate rate for working on the weekend; he only gets overtime if he works more than forty hours that week).
WORKING ON LEGAL HOLIDAYS
Connecticut prevailing wage law does recognize various legal holidays for different trade classification. Below is a list of the recognized holidays per trade:
Bricklayers, Cement Masons, Cement Finishers, Concrete Finishers, Stone Masons (Building Construction) AND (Residential- Hartford, Middlesex, New Haven, New London and Tolland Counties):
Paid Holiday: Employees shall receive 4 hours for Christmas Eve holiday provided the employee works the regularly scheduled day before and after the holiday. Employers may schedule work on Christmas Eve and employees shall receive pay for actual hours worked in addition to holiday pay.
Elevator Constructors: Mechanics
Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day,Veterans’ Day, Thanksgiving Day, Christmas Day, plus the Friday after Thanksgiving.
Vacation: Employer contributes 8% of basic hourly rate for 5 years or more of service or 6% of basic hourly rate for 6 months to 5 years of service as vacation pay credit.
Glaziers
Paid Holidays: Labor Day and Christmas Day.
Power Equipment Operators (Heavy and Highway Construction & Building Construction)
Paid Holidays: New Year’s Day, Good Friday, Memorial day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day, provided the employee works 3 days during the week in which the holiday falls, if scheduled, and if scheduled, the working day before and the working day after the holiday. Holidays falling on Saturday may be observed on Saturday, or if the employer so elects, on the preceding Friday.
Iron Worker
Paid Holidays: Labor Day provided employee has been on the payroll for the 5 consecutive work days prior to Labor Day.
Laborers (Tunnel Construction)
Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day. No employee shall be eligible for holiday pay when he fails, without cause, to work the regular work day preceding the holiday or the regular work day following the holiday.
Roofers
Paid Holidays: July 4th, Labor Day, and Christmas Day provided the employee is employed 15 days prior to the holiday.
Sprinkler Fitters
Paid Holidays: Memorial Day, July 4th, Labor Day, Thanksgiving Day and Christmas Day, provided the employee has been in the employment of a contractor 20 working days prior to any such paid holiday.
Truck Drivers (Heavy and Highway Construction & Building Construction)
Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas day, and Good Friday, provided the employee has at least 31 calendar days of service and works the last scheduled day before and the first scheduled day after the holiday, unless excused.
Please visit the following link for a complete list of legal holidays paid in Connecticut
SHIFT DIFFERENTIALS
Connecticut prevailing wage law does not require different prevailing wage rates to be paid to employees that work different shifts.
FRINGE BENEFITS
Connecticut prevailing wage law requires payment of an hourly base rate plus fringe benefits. Bone fide benefits to approved plans, funds, or programs, except those required by Federal/State Law (unemployment tax, worker’s compensation, income taxes ect.) are compensable. Examples of benefits include the following: 1) medical/hospital care; 2) pension/retirement; 3) life insurance; 4) disability; 5) vacation/holiday; and 6) other bone fide fringe benefits.
TRAINING CONTRIBUTION
Connecticut prevailing wage law does not address training contribution.
APPRENTICE REQURIEMENTS
Apprentices must be registered with the Connecticut Department of Labor Apprenticeship Division. Please visit the following website for the proper forms and regulations.
TRAVEL & SUBSISTENCE
Connecticut prevailing wage law does not include travel and subsistence pay requirements.
CONTRACTOR LICENSING
In Connecticut, each prevailing rate schedule lists the type of licenses required for the trade (e.g., Electrical Worker lists “E1, E2, L5-6, C5-6, T1-2, L1-2, V-1, 2, 7, 8, 9”)
Below is a list of some of the primary trades requiring an occupational license. Lists of Licensed Trades, their applications and requirements may be found under the Department of Consumer Protection.
An electrician is required to obtain an occupational license for employment. Please visit this link for details on electrical licensing requirements and applications.
Elevator apprentice trainees are required to obtain a occupational license. Please visit the following site for more information on applications and requirements.
Mechanical contractors are required to obtain an occupational license. Please visit the following site for information on applications and requirements.
Operating stationary engineers are required to obtain an occupational license. Please visit the following site for information on applications and requirements.
Plumbing, pipefitting and well-dwelling employees are required to obtain an occupational license. Please visit the following link for more information on requirements and applications.
Welding, valves, and machinist trade licensing is also required in Connecticut. Please visit the following link for additional information on requirements and applications.
Connecticut also requires licensing for heating, cooling, and sheet metal work. Please visit the following site for details on requirements and applications.
Please visit the following link for information on what trades require licensing in Connecticut.
For a complete list of license types and fee schedule, please visit the following site:
http://www.ct.gov/dcp/lib/dcp/pdf/forms/license_types_prefix_&_fees2011.pdf
PENALTIES
Various civil, criminal and administrative penalties exists for violations of the prevailing wage law:
1) Failure to pay the prevailing wage rate is a crime and may qualify as a felony depending on the amount of unpaid wages. Knowingly filing a false certified payroll or failure to file a certified payroll is Class D felony for which an employer may be fined up to $5,000, imprisoned for up to 5 years, or both
2) Disregarding obligations under Conn. Gen. Stat. Section 31-35 may result in administrative debarment that may preclude any firm, corporation, partnership, or association in which such person or firms have an interest from receiving n award of a contract until a period of up to 3 years have elapsed
3) Civil penalties of $300 per violation may be accessed upon the employer
Withholding payments
If a contracting officer representing the state/political subdivision finds that there was a failure to pay the required prevailing rate to a mechanic/laborer/workman employed on the site, the state/political subdivision can withhold payment of money to the contractor/subcontractor.
Failure to file certified payroll
Employers must file weekly-certified payroll on a monthly basis with the contracting agency by mail, first class postage prepaid. Failure to file a certified payroll under Section 31-53(f)(2) is a class D felony, thus the employer may be fined up to five thousand dollars, imprisoned up to 5 years, or both.
Contracting agency can withhold contractor’s payment
If the prevailing wage has not been paid, the contracting agency is authorized to withhold payment of money owed to any contractor and subcontractor.
DEBARMENT
Each contractor and subcontractor must certify in writing to the general/prime contractor/construction manager that they are not debarred. Any contractor/subcontractor that performs work on prevailing wage project while debarred will be fined $1,000 per day.
The link below lists persons/firms that have been debarred in accordance with Section 31-53(a) of Connecticut General Statutes:
http://www.ctdol.state.ct.us/wgwkstnd/wgdisbar.htm
HELPFUL LINKS
Guide to prevailing wage laws in Connecticut.
Connecticut Department of Labor Prevailing Wage Information.
Section 31-53(b) (Construction safety and health course—proof of completion requirement for employees on public building projects).
10hr OSHA Construction Safety and Health Course, Program, or Training.
Regulations of Connecticut State Agencies Department of Labor Construction Safety
Annual Prevailing Wage rates by town
Summary of Connecticut’s Prevailing Wage law
Prevailing Wage Law Poster
Prevailing Wage Rate Schedules issued monthly
Contracting Agency Original Request for Prevailing Wage Rate Form Options
Sample Payroll Certification for Public Works Projects
Federal Davis-Bacon Act
Debarment Lists
Occupational Classification Bulletin
Connecticut DOL Wage and Workplace Standards Division Footnotes
CONTACT INFORMATION
Holly Carter
Connecticut Department of Labor, Division of Wage and Workplace Standards
Public Contract Compliance (prevailing wage)
200 Folly Brook Boulevard
Wethersfield, CT 06109
Phone: (860) 263-6790
Fax: (860) 263-6791
Email: dol.webhelp@ct.gov