Maine Prevailing Wage Information
THRESHOLD
Maine prevailing wage law applies to public works construction projects led by a state agency of a value that exceeds $50,000 and is funded with state money. Each wage determination includes the minimum hourly wages and benefits the construction workers are to receive while working on that particular project.
TIMING & INCREASES
In Maine, prevailing wages are determined by an annual survey. The Maine Bureau of Labor Standards is required to conduct an annual survey of wages and benefits paid to a number of construction-related trades and occupations in various localities throughout the state, during the second and third weeks of September. There must be at least ten workers in each trade or occupational category within the state for a prevailing wage and benefit level to be established. The surveys are the basis for establishing prevailing wages and benefits for four different categories of construction, for each county in the state. Prevailing wage rates are fall under one of the following categories:
1) Building 1 - One or two family homes
2) Building 2 - Other than one or two family homes
3) Highway and Earthwork
4) Heavy and Bridge
Moreover, the survey is a population survey for all construction companies that work in the State of Maine (no necessarily a Maine company). The wages for all companies with five or more employees are entered into a database per county. The benefits are set the same way apart from the wages.
The surveys determine rise or declines in the wage for a particular. Thus, sometimes there may not be an increase. To view current wage rates in construction please visit: http://www.maine.gov/labor/labor_stats/publications/wagerateconst/
*Please note--The rate sets published on this website are for reference only and are not meant to substitute for project-specific, formal rate determinations. Bidders should obtain the project-specific, formal wage determination from the agency soliciting bids for the project. Do not use the rates on this web site to substitute for formal wage determinations.
OVERTIME
Workers must be paid overtime for any hours worked on a project in excess of forty hours per week.
WORKING ON THE WEEKEND
Maine prevailing wage law does not require payment of different wages for working on the weekend.
WORKING ON LEGAL HOLIDAYS
Maine prevailing wage law does not require payment of different wages for working on legal holidays. Payment due to working on a legal holiday is determined by the company employer (not the state of Maine).
SHIFT DIFFERENTIALS
According to Maine prevailing wage law, prevailing wage does not increase or decrease depending on the shift worked (e.g., graveyard) until overtime kicks in. If the employee works overtime (hours worked in excess of forty hours per week), then he or she must be compensated at time and one half.
FRINGE BENEFITS
Pursuant to Maine prevailing wage law, a prevailing wage rate includes an hourly base rate plus fringe benefits. “Benefits” means health and welfare contributions, pension or individual retirement account contributions, and vacation and annuity contributions, per diem in lieu of wages and any other form of payment, except for wages, made to or on behalf of the employee. If a defined contribution amount is not established, the most accurate estimated value of contributions must be included.
TRAINING CONTRIBUTION
Maine prevailing wage law does not require payment of training contribution. However, training may be considered a benefit if the training in beneficial to the employee and employer (e.g., licensing program).
APPRENTICE REQUIREMENTS
According to Title 27, Chapter 37, to qualify as an apprentice in the state of Maine, an individual must:
1) be at least 16 years of age (higher minimum age standard of 18 years is required by the sponsor/is fixed by the law)
2) employed to learn and apprenticeship occupation that is approved by the department
3) and is registered with the Maine Apprenticeship Program (MAP)
Information on the Maine Apprenticeship Program
Apprenticeship Forms
1) Tuition Authorization Form
2) In-House Training Authorization Form
3) Instructor Training Application
4) Vendor Form
5) Vendor Form Instructions
6) Tuition Reimbursement Form
7) In-House Training Reimbursement Form
8) Apprentice Cancellation Form
9) Certificate of Completion Request Form
10) Apprentice Registration Form
11) Employer/Sponsor Questions
12) Apprentice Questions
13) Pre-Apprentices-Student/Sponsor Questions
14) 2013 Apprenticeship Annual Report (PDF)
TRAVEL AND SUBSISTENCE
According to Maine prevailing wage law, the employer determines travel and subsistence rates.
CONTRACTOR LICENSING
In Maine, general building contractors are not required to obtain a license. A license is required for the following trades/occupations/work:
1) Asbestos abatement work.
2) Electrician
3) Plumber
4) Oil/fuel burner servicer/installer
5) Propane/natural gas service/installer
To determine if an electrical contractor is licensed, please call (207) 624-8610.
Search for a Licensed Plumber or Electrician Online
Search for an Asbestos Abatement Contractor
Maine's Contractor Licensing Policy
DUTIES OF CONTRACTORS
Certified payrolls
Certified payroll information must be submitted each payroll period by those companies required to pay State of Maine Prevailing Wage. Covered contractors and subcontractors performing work on state funded projects must furnish a statement with respect to the wages paid each employee during the preceding pay period. Contractors must submit a copy of all payrolls to the general contractor and the Maine State letting agency, accompanied by a signed “Statement of Compliance” indicating that the payrolls are correct and complete proving each laborer or mechanic has been paid not less than the proper Prevailing Wage rate for the work performed.
The proper completion and submission of the Certified Payroll Form meets that requirement. The Bureau of Labor Standards reviews the information to determine that employees have received legally required wages and fringe benefits.
Download Certified Payroll Form
PENALTIES
Underpayment of wages
Any contractor who knowingly and willfully violates this section is subject to affine of not less than $250 per employee violation. Each day that any contractor employs a laborer at less than the wage and benefit minimum stipulated in this section constitutes a separate violation of this section.
Any laborer, worker or mechanic engaged in construction of public works let to contract, who is paid less than the posted fair minimum rate of wages and benefits applicable, may recover from such a contractor or subcontractor the difference between the same and the posted fair minimum rate of wages and benefits a penalty equal in amount to the difference and reasonable attorney's fees; however, the surety for the contractor or subcontractor is not liable for the penalty or attorney's fees.
DEBARMENT
Maine prevailing wage law does not maintain a debarment list or provision.
HELPFUL LINKS
Maine prevailing wage statute
Apprenctice Regulations: Title 26, Chapter 37
Online course and training video on the Maine Prevailing Wage Rate Law
Counties included in the wage determination rate sets.
Wage Survey
Maine prevailing wage data series
Labor posters
CONTACT INFORMATION
Jan Spencer
Maine Department of Labor, Wage and Hour Division
Bureau of Labor Standards, Research & Statistics Unit
Prevailing Wage Examiner
State House Station 45
Augusta, ME 04333-0045
Phone: (207) 623-7906
Fax: (207) 623-7937
Maine prevailing wage law applies to public works construction projects led by a state agency of a value that exceeds $50,000 and is funded with state money. Each wage determination includes the minimum hourly wages and benefits the construction workers are to receive while working on that particular project.
TIMING & INCREASES
In Maine, prevailing wages are determined by an annual survey. The Maine Bureau of Labor Standards is required to conduct an annual survey of wages and benefits paid to a number of construction-related trades and occupations in various localities throughout the state, during the second and third weeks of September. There must be at least ten workers in each trade or occupational category within the state for a prevailing wage and benefit level to be established. The surveys are the basis for establishing prevailing wages and benefits for four different categories of construction, for each county in the state. Prevailing wage rates are fall under one of the following categories:
1) Building 1 - One or two family homes
2) Building 2 - Other than one or two family homes
3) Highway and Earthwork
4) Heavy and Bridge
Moreover, the survey is a population survey for all construction companies that work in the State of Maine (no necessarily a Maine company). The wages for all companies with five or more employees are entered into a database per county. The benefits are set the same way apart from the wages.
The surveys determine rise or declines in the wage for a particular. Thus, sometimes there may not be an increase. To view current wage rates in construction please visit: http://www.maine.gov/labor/labor_stats/publications/wagerateconst/
*Please note--The rate sets published on this website are for reference only and are not meant to substitute for project-specific, formal rate determinations. Bidders should obtain the project-specific, formal wage determination from the agency soliciting bids for the project. Do not use the rates on this web site to substitute for formal wage determinations.
OVERTIME
Workers must be paid overtime for any hours worked on a project in excess of forty hours per week.
WORKING ON THE WEEKEND
Maine prevailing wage law does not require payment of different wages for working on the weekend.
WORKING ON LEGAL HOLIDAYS
Maine prevailing wage law does not require payment of different wages for working on legal holidays. Payment due to working on a legal holiday is determined by the company employer (not the state of Maine).
SHIFT DIFFERENTIALS
According to Maine prevailing wage law, prevailing wage does not increase or decrease depending on the shift worked (e.g., graveyard) until overtime kicks in. If the employee works overtime (hours worked in excess of forty hours per week), then he or she must be compensated at time and one half.
FRINGE BENEFITS
Pursuant to Maine prevailing wage law, a prevailing wage rate includes an hourly base rate plus fringe benefits. “Benefits” means health and welfare contributions, pension or individual retirement account contributions, and vacation and annuity contributions, per diem in lieu of wages and any other form of payment, except for wages, made to or on behalf of the employee. If a defined contribution amount is not established, the most accurate estimated value of contributions must be included.
TRAINING CONTRIBUTION
Maine prevailing wage law does not require payment of training contribution. However, training may be considered a benefit if the training in beneficial to the employee and employer (e.g., licensing program).
APPRENTICE REQUIREMENTS
According to Title 27, Chapter 37, to qualify as an apprentice in the state of Maine, an individual must:
1) be at least 16 years of age (higher minimum age standard of 18 years is required by the sponsor/is fixed by the law)
2) employed to learn and apprenticeship occupation that is approved by the department
3) and is registered with the Maine Apprenticeship Program (MAP)
Information on the Maine Apprenticeship Program
Apprenticeship Forms
1) Tuition Authorization Form
2) In-House Training Authorization Form
3) Instructor Training Application
4) Vendor Form
5) Vendor Form Instructions
6) Tuition Reimbursement Form
7) In-House Training Reimbursement Form
8) Apprentice Cancellation Form
9) Certificate of Completion Request Form
10) Apprentice Registration Form
11) Employer/Sponsor Questions
12) Apprentice Questions
13) Pre-Apprentices-Student/Sponsor Questions
14) 2013 Apprenticeship Annual Report (PDF)
TRAVEL AND SUBSISTENCE
According to Maine prevailing wage law, the employer determines travel and subsistence rates.
CONTRACTOR LICENSING
In Maine, general building contractors are not required to obtain a license. A license is required for the following trades/occupations/work:
1) Asbestos abatement work.
2) Electrician
3) Plumber
4) Oil/fuel burner servicer/installer
5) Propane/natural gas service/installer
To determine if an electrical contractor is licensed, please call (207) 624-8610.
Search for a Licensed Plumber or Electrician Online
Search for an Asbestos Abatement Contractor
Maine's Contractor Licensing Policy
DUTIES OF CONTRACTORS
Certified payrolls
Certified payroll information must be submitted each payroll period by those companies required to pay State of Maine Prevailing Wage. Covered contractors and subcontractors performing work on state funded projects must furnish a statement with respect to the wages paid each employee during the preceding pay period. Contractors must submit a copy of all payrolls to the general contractor and the Maine State letting agency, accompanied by a signed “Statement of Compliance” indicating that the payrolls are correct and complete proving each laborer or mechanic has been paid not less than the proper Prevailing Wage rate for the work performed.
The proper completion and submission of the Certified Payroll Form meets that requirement. The Bureau of Labor Standards reviews the information to determine that employees have received legally required wages and fringe benefits.
Download Certified Payroll Form
PENALTIES
Underpayment of wages
Any contractor who knowingly and willfully violates this section is subject to affine of not less than $250 per employee violation. Each day that any contractor employs a laborer at less than the wage and benefit minimum stipulated in this section constitutes a separate violation of this section.
Any laborer, worker or mechanic engaged in construction of public works let to contract, who is paid less than the posted fair minimum rate of wages and benefits applicable, may recover from such a contractor or subcontractor the difference between the same and the posted fair minimum rate of wages and benefits a penalty equal in amount to the difference and reasonable attorney's fees; however, the surety for the contractor or subcontractor is not liable for the penalty or attorney's fees.
DEBARMENT
Maine prevailing wage law does not maintain a debarment list or provision.
HELPFUL LINKS
Maine prevailing wage statute
Apprenctice Regulations: Title 26, Chapter 37
Online course and training video on the Maine Prevailing Wage Rate Law
Counties included in the wage determination rate sets.
Wage Survey
Maine prevailing wage data series
Labor posters
CONTACT INFORMATION
Jan Spencer
Maine Department of Labor, Wage and Hour Division
Bureau of Labor Standards, Research & Statistics Unit
Prevailing Wage Examiner
State House Station 45
Augusta, ME 04333-0045
Phone: (207) 623-7906
Fax: (207) 623-7937