Missouri Prevailing Wage Information
GENERAL INFORMATION
Missouri's Prevailing Wage Law establishes a minimum wage rate that must be paid to workers on public works construction projects in Missouri, such as bridges, roads, and government buildings. The prevailing wage rate differs by county and for different types of work. The Prevailing Wage Law applies to all public works projects constructed by or on behalf of state and local public bodies.
The Missouri prevailing wage is established based on participation of public bodies, commercial contractors, labor organizations, and interested parties. As hours of work are completed, a contractor should submit a “Contractor’s Wage Survey” to the Division of Labor Standards.
Prevailing wage determination in first and second class counties
If hours are submitted for a calendar year through the Contractor’s Wage Survey, DLS will select the wage rate that is used the most to set the prevailing wage for each occupational title in each county.
If no hours are submitted for an occupational title in first and second counties (with populations outside the range of 58,000-65,000), the current CBA will be the prevailing wage for the occupational title in that county.
Prevailing wage determination in third and fourth class counties and second class counties with populations between 58,000 and 65,000:
If hours are submitted for an occupational title, the DLS must separate the hours by CBA and non-CBA. Based on the grouping with the most submitted hours, the DLS will determine the prevailing wage based on the mode.
If no hours are submitted for an occupational title, the DLS must review the previous six years of hours submitted for the occupational title. If the most recent prevailing wage was determined by the CBA, then the current CBA is the prevailing wage. If the most recent prevailing wage was determined by a non-CBA, then that rate becomes the prevailing wage.
If no hours have been submitted during the previous six years for an occupational title, then the DLS must review all hours submitted by all third and fourth class counties that share a border. The most recently reported wage rate in the adjacent county with the most reported hours is used to determine the prevailing wage rate based on:
1) if the most recent prevailing wage was determined by the CBA, then the CBA is the prevailing wage
2) If the most recent prevailing wage was determined by a non-CBA, then the most recent years most commonly reported non-CBA will become
prevailing wage.
If no hours have been submitted for an occupational title within an adjacent county during the previous six years, then the current CBA becomes the prevailing wage for that occupational title in that county.
Annual Wage Order
All public bodies of Missouri contemplating construction work must get an Annual Wage Order from Labor Standards. The Annual Wage Order lists the prevailing wage rates on public construction projects in each county. The rates must be incorporated into the contract specifications for the job. This is the minimum prevailing wage rate required for the project. Employees are free to bargain for a higher rate of pay. Employers are free to pay a higher rate of pay.
THRESHOLD
Missouri does not have a minimum monetary threshold requirement for prevailing wage laws to apply to public works projects.
TIMING OF WAGE DETERMINATIONS & INCREASES
The Missouri Department of Labor Standards enforces the Prevailing Wage Law (Chapter 290.210-290.340). From time to time, as it deems necessary, it will investigate and determine the prevailing hourly rate of wages in the localities. A determination applicable to every locality to be contained in a general wage order is made annually on or before July first of each year for the Missouri state highways and transportation commission and remains in effect until superseded by a new general wage order. In determining prevailing rates, the department will ascertain and consider the applicable wage rates established by collective bargaining agreements, if any, and the rates that are paid generally within the locality. The rate determinations are final for each locality unless reviewed under the provisions of sections 290.210 to 290.340.
Any annual wage order made for a particular occupational title in a locality may be altered once each year, as provided in this subsection. The prevailing wage for each such occupational title may be adjusted on the anniversary date of any collective bargaining agreement which covers all persons in that particular occupational title in the locality in accordance with any annual incremental wage increases set in the collective bargaining agreement. If the prevailing wage for an occupational title is adjusted, the employee's representative or employer in regard to such collective bargaining agreement shall notify the department of this adjustment, including the effective date of the adjustment. The adjusted prevailing wage shall be in effect until the next final annual wage order is issued. The wage rates for any particular job, contracted and commenced within sixty days of the contract date, which were set as a result of the annual or revised wage order, shall remain in effect for the duration of that particular job.
OVERTIME
In Missouri, pursuant to Section 290.505, any employee must receive overtime compensation for work any hours in excess of forty hours in a workweek at a rate not less than one and one-half times the regular rate at which he is employed.
WORKING ON WEEKENDS
Missouri prevailing wage law does not provide a different rate for working on the weekend, thus the same overtime regulations apply (any employee that works in excess of forty hours must be paid overtime).
WORKING ON LEGAL HOLIDAYS
Missouri prevailing wage law does recognize various legal holidays.
SHIFT DIFFERENTIALS
Under Missouri prevailing wage law, some trades have shift differential rates. Please refer to the following link for shift differential rates:
Prevailing Wage Rates
FRINGE BENEFITS
According to Missouri prevailing wage law, “prevailing wage” is comprised of a base hourly wage rate plus fringe benefits. “Fringe benefits” are contributions irrevocably made to a fund, plan or program, and the amount of the rate of costs to the contractor/subcontractor which may be reasonably anticipated in providing benefits to workmen and mechanics pursuant to an enforceable commitment to carry out a financially responsible plan/program which was communicated in writing to the workmen affected, for:
1) medical or hospital care;
2) pensions on retirement or death;
3) compensation for injuries or illness resulting from occupational activity;
4) or insurance to provide: unemployment benefits, life insurance, disability and sickness insurance, accident insurance;
5) vacation and holiday pay;
6) for defraying costs of apprenticeship or other similar programs;
7) OR for other bona fide fringe benefits, but only where the contractor/subcontractor is not required by other federal or state law to provide any
of the benefits.
TRAINING CONTRIBUTION
An employer may take credit for the hourly cost of fringe benefits provided to an employee, such as health insurance, pension plans, vacation, and training programs.
APPRENTICE REQUIREMENTS
Apprentices are employees enrolled in a skilled and registered training program. Only apprentices registered with the Federal Bureau of Apprenticeship Training (BAT) are recognized by the Division. The program must be certified by BAT.
Apprentices may work for less than the prevailing wage rate. However, they must be individually registered with the Office of Apprenticeship. They may not be employed on the project over the allowed ratio in the Office of Apprenticeship standards.
TRAVEL & SUBSISTENCE
Pay for travel, mileage, meals or other expenses are not fringe benefits and cannot be considered part of the prevailing wage rate. Pursuant to RSM § 290.315, all contractors and subcontractors required in RSM § 290.210 to 290.340 to pay not less than the prevailing rate of wages must make full payment of such wages in legal tender, without any deduction for food, sleeping accommodations, transportation, use of small tools, or any other thing of any kind or description. However, this section does not apply if the employer and employee have entered into an agreement in writing at the beginning of said term of employment covering deductions for food, sleeping accommodations, or other similar items, provided such agreement is submitted by the employer to the public body awarding the contract and the same is approved by such public body as fair and reasonable.
However, there is one exception to this requirement, which occurs if there is compliance with RSM § 290.315.
Moreover, when the hauling of materials or equipment includes some phase of construction other than the mere transportation to the site of the construction, workmen engaged in this dual capacity are deemed employed directly on public works.
CONTRACTOR LICENSING
The state of Missouri doesn't license construction contractors. Please visit, Missouri's contractor licensing policy for more detailed information.
GUIDELINES FOR CONTRACTORS, PUBLIC BODIES, AND WORKERS
Guidelines for contractors
1) Request a copy of Occupational Title Rule.
2) Your bids should be based on the rate for the scope of work defined for each occupational title (classification).
3) Incorporate prevailing wages into your bid.
4) Pay employees proper wage/fringe rate for the type of work performed.
5) Submit certified payroll records to the public entity involved in the project showing all employees work classifications (occupational title), hours
worked and rate of pay.
6) Submit an Affidavit of compliance form to the public entity at project completion to receive final payment.
7) Contractors, public bodies and others submit wage information on Wage Survey Forms to the Division. The information includes actual hours worked on commercial or heavy and highway projects in Missouri. The Occupational Title (classification) of workers must be identified. The highest number of survey hours received for an hourly wage rate paid is the prevailing wage rate for each individual Occupational Title in each county. Hours worked during the calendar year are used to set the prevailing wage rates in the annual wage order issued in March of the following year.
Forms:
Prevailing wage project notification (Contractor information)
Request for wage determination
Affidavit-Compliance with the prevailing wage law
Prevailing wage complaint form
Contractor payroll records
Instruction sheet for contractors payroll form
Contractors report of construction wage rates
Additional resources for contactors/public bodies
Guidelines for public bodies
1) Submit a request form to the Division of Labor Standards to receive the Annual Wage Order (PW-3 form).
2) Incorporate a complete copy of the most current Annual Wage Order in all bid specs.
3) Submit a Project Notification - Contractor Notification Form (PW-2 form) prior to beginning any work. Also, by using the same form, submit a list of all project contractors.
4) During the course of the project, review all payroll records to ensure prevailing wage law requirements are being met. Please do not hesitate to contact the Division with any questions at 573-751-3403.
5) At the completion of the project, acquire a completed Affidavit of Compliance form from all contractors and subcontractors before making final payments. Please send a copy of the Affidavit(s) to the Division of Labor Standards, PO Box 449, Jefferson City, MO 65102-0449 or fax to 573-751-3721.
6) Contractors, public bodies and others submit wage information on Wage Survey Forms to the Division. The information includes actual hours worked on commercial or heavy and highway projects in Missouri. The Occupational Title (classification) of workers must be identified. The highest number of survey hours received for an hourly wage rate paid is the prevailing wage rate for each individual Occupational Title in each county. Hours worked during the calendar year are used to set the prevailing wage rates in the annual wage order issued in March of the following year.
Guidelines for workers
1) You must be paid at least the correct prevailing wage rate for the type of work performed, regardless of your skill level.
2) Prevailing wage rates must be posted on the project for you to see.
3) You must be paid the total prevailing wage for all hours worked on the project site. The total prevailing wage rate equals the basic hourly rate plus fringe benefits.
4) Your employer may take credit for the hourly cost of fringe benefits provided to you, such as health insurance, pension plans, vacation, and training programs.
5) If your employer does not offer fringe benefits, you should receive the full fringe benefit amount in cash or on your paycheck.
6) Pay for travel, mileage, meals or other expenses are not fringe benefits. They cannot be considered part of the prevailing wage rate. The exception occurs if there is compliance with RSM § 290.315
7) Your employer cannot deduct for loss, theft, debts, damage, etc. without your permission.
8) Apprentices may work for less than the prevailing wage rate. However, they must be individually registered with the Office of Apprenticeship. They may not be employed on the project over the allowed ratio in the Office of Apprenticeship standards.
9) Make sure you receive the proper prevailing wage rate for the work you perform. Fill out your time cards daily. The time cards should include the number of hours worked in each occupational classification, the type of duties performed or equipment operated, and the time you started and ended work. Keep a personal time record, also.
10) If you have not been paid the correct wages, you have the right to sue for double the amount owed you plus your attorney's fees.
If you are working on a public works project and not receiving prevailing wage rates,
file a prevailing wage complaint.
PENALTIES
Pursuant to Section 290.340, any officer, official, member, agent or representative of any public body, contractor or subcontractor who willfully violates and omits to comply with any of the provisions and requirements of sections 290.210 to 290.340 is punished for each violation by a fine not exceeding five hundred dollars, or by imprisonment not exceeding six months, or by both such fine and imprisonment. Each day such violation or omission continues constitutes a separate offense.
DEBARMENT
Contractors who have been prosecuted and convicted of violating the Missouri Prevailing Wage Law (sections 290.210 to 290.340) are placed on a debarment list. Contractors on the debarment list are prohibited from contracting with any public body for the construction of any public works or from performing any work on any public construction project during the term of the debarment (for a period of one year from the date of the first conviction for such violation and for a period of three years from the date of each subsequent violation and conviction). The debarments are published in the Missouri Register by the Office of Secretary of State for the term of debarment. The above debarment list is provided to help public bodies avoid awarding a contract for public works to any contractor or subcontractor who is prohibited from working on any public works projects due to a conviction for violating the Prevailing Wage Law.
To access the current debarment list, please visit the debarment link under the “Helpful Links” section below.
HELPFUL LINKS
Missouri prevailing wage law
Occupational Title Rule
Summary of how prevailing wages are determined
Public Works Guidebook
Wage Survey Forms
Current Debarment List
Request prevailing wage enforcement records
Project Notification Reports
FAQ
Project Notification Reports
CONTACT INFORMATION
Missouri Department of Labor and Industrial Relations
Division of Labor Standards
Prevailing Wage Program
3315 W. Truman Blvd., Room 205
P.O. Box 449
Jefferson City, MO 65102-0449
Phone: 573-751-3403
Fax: 573-751-3721
E-mail: [email protected]
Website: www.dolir.mo.gov/ls/prevailingwage
Missouri's Prevailing Wage Law establishes a minimum wage rate that must be paid to workers on public works construction projects in Missouri, such as bridges, roads, and government buildings. The prevailing wage rate differs by county and for different types of work. The Prevailing Wage Law applies to all public works projects constructed by or on behalf of state and local public bodies.
The Missouri prevailing wage is established based on participation of public bodies, commercial contractors, labor organizations, and interested parties. As hours of work are completed, a contractor should submit a “Contractor’s Wage Survey” to the Division of Labor Standards.
Prevailing wage determination in first and second class counties
If hours are submitted for a calendar year through the Contractor’s Wage Survey, DLS will select the wage rate that is used the most to set the prevailing wage for each occupational title in each county.
If no hours are submitted for an occupational title in first and second counties (with populations outside the range of 58,000-65,000), the current CBA will be the prevailing wage for the occupational title in that county.
Prevailing wage determination in third and fourth class counties and second class counties with populations between 58,000 and 65,000:
If hours are submitted for an occupational title, the DLS must separate the hours by CBA and non-CBA. Based on the grouping with the most submitted hours, the DLS will determine the prevailing wage based on the mode.
If no hours are submitted for an occupational title, the DLS must review the previous six years of hours submitted for the occupational title. If the most recent prevailing wage was determined by the CBA, then the current CBA is the prevailing wage. If the most recent prevailing wage was determined by a non-CBA, then that rate becomes the prevailing wage.
If no hours have been submitted during the previous six years for an occupational title, then the DLS must review all hours submitted by all third and fourth class counties that share a border. The most recently reported wage rate in the adjacent county with the most reported hours is used to determine the prevailing wage rate based on:
1) if the most recent prevailing wage was determined by the CBA, then the CBA is the prevailing wage
2) If the most recent prevailing wage was determined by a non-CBA, then the most recent years most commonly reported non-CBA will become
prevailing wage.
If no hours have been submitted for an occupational title within an adjacent county during the previous six years, then the current CBA becomes the prevailing wage for that occupational title in that county.
Annual Wage Order
All public bodies of Missouri contemplating construction work must get an Annual Wage Order from Labor Standards. The Annual Wage Order lists the prevailing wage rates on public construction projects in each county. The rates must be incorporated into the contract specifications for the job. This is the minimum prevailing wage rate required for the project. Employees are free to bargain for a higher rate of pay. Employers are free to pay a higher rate of pay.
THRESHOLD
Missouri does not have a minimum monetary threshold requirement for prevailing wage laws to apply to public works projects.
TIMING OF WAGE DETERMINATIONS & INCREASES
The Missouri Department of Labor Standards enforces the Prevailing Wage Law (Chapter 290.210-290.340). From time to time, as it deems necessary, it will investigate and determine the prevailing hourly rate of wages in the localities. A determination applicable to every locality to be contained in a general wage order is made annually on or before July first of each year for the Missouri state highways and transportation commission and remains in effect until superseded by a new general wage order. In determining prevailing rates, the department will ascertain and consider the applicable wage rates established by collective bargaining agreements, if any, and the rates that are paid generally within the locality. The rate determinations are final for each locality unless reviewed under the provisions of sections 290.210 to 290.340.
Any annual wage order made for a particular occupational title in a locality may be altered once each year, as provided in this subsection. The prevailing wage for each such occupational title may be adjusted on the anniversary date of any collective bargaining agreement which covers all persons in that particular occupational title in the locality in accordance with any annual incremental wage increases set in the collective bargaining agreement. If the prevailing wage for an occupational title is adjusted, the employee's representative or employer in regard to such collective bargaining agreement shall notify the department of this adjustment, including the effective date of the adjustment. The adjusted prevailing wage shall be in effect until the next final annual wage order is issued. The wage rates for any particular job, contracted and commenced within sixty days of the contract date, which were set as a result of the annual or revised wage order, shall remain in effect for the duration of that particular job.
OVERTIME
In Missouri, pursuant to Section 290.505, any employee must receive overtime compensation for work any hours in excess of forty hours in a workweek at a rate not less than one and one-half times the regular rate at which he is employed.
WORKING ON WEEKENDS
Missouri prevailing wage law does not provide a different rate for working on the weekend, thus the same overtime regulations apply (any employee that works in excess of forty hours must be paid overtime).
WORKING ON LEGAL HOLIDAYS
Missouri prevailing wage law does recognize various legal holidays.
SHIFT DIFFERENTIALS
Under Missouri prevailing wage law, some trades have shift differential rates. Please refer to the following link for shift differential rates:
Prevailing Wage Rates
FRINGE BENEFITS
According to Missouri prevailing wage law, “prevailing wage” is comprised of a base hourly wage rate plus fringe benefits. “Fringe benefits” are contributions irrevocably made to a fund, plan or program, and the amount of the rate of costs to the contractor/subcontractor which may be reasonably anticipated in providing benefits to workmen and mechanics pursuant to an enforceable commitment to carry out a financially responsible plan/program which was communicated in writing to the workmen affected, for:
1) medical or hospital care;
2) pensions on retirement or death;
3) compensation for injuries or illness resulting from occupational activity;
4) or insurance to provide: unemployment benefits, life insurance, disability and sickness insurance, accident insurance;
5) vacation and holiday pay;
6) for defraying costs of apprenticeship or other similar programs;
7) OR for other bona fide fringe benefits, but only where the contractor/subcontractor is not required by other federal or state law to provide any
of the benefits.
TRAINING CONTRIBUTION
An employer may take credit for the hourly cost of fringe benefits provided to an employee, such as health insurance, pension plans, vacation, and training programs.
APPRENTICE REQUIREMENTS
Apprentices are employees enrolled in a skilled and registered training program. Only apprentices registered with the Federal Bureau of Apprenticeship Training (BAT) are recognized by the Division. The program must be certified by BAT.
Apprentices may work for less than the prevailing wage rate. However, they must be individually registered with the Office of Apprenticeship. They may not be employed on the project over the allowed ratio in the Office of Apprenticeship standards.
TRAVEL & SUBSISTENCE
Pay for travel, mileage, meals or other expenses are not fringe benefits and cannot be considered part of the prevailing wage rate. Pursuant to RSM § 290.315, all contractors and subcontractors required in RSM § 290.210 to 290.340 to pay not less than the prevailing rate of wages must make full payment of such wages in legal tender, without any deduction for food, sleeping accommodations, transportation, use of small tools, or any other thing of any kind or description. However, this section does not apply if the employer and employee have entered into an agreement in writing at the beginning of said term of employment covering deductions for food, sleeping accommodations, or other similar items, provided such agreement is submitted by the employer to the public body awarding the contract and the same is approved by such public body as fair and reasonable.
However, there is one exception to this requirement, which occurs if there is compliance with RSM § 290.315.
Moreover, when the hauling of materials or equipment includes some phase of construction other than the mere transportation to the site of the construction, workmen engaged in this dual capacity are deemed employed directly on public works.
CONTRACTOR LICENSING
The state of Missouri doesn't license construction contractors. Please visit, Missouri's contractor licensing policy for more detailed information.
GUIDELINES FOR CONTRACTORS, PUBLIC BODIES, AND WORKERS
Guidelines for contractors
1) Request a copy of Occupational Title Rule.
2) Your bids should be based on the rate for the scope of work defined for each occupational title (classification).
3) Incorporate prevailing wages into your bid.
4) Pay employees proper wage/fringe rate for the type of work performed.
5) Submit certified payroll records to the public entity involved in the project showing all employees work classifications (occupational title), hours
worked and rate of pay.
6) Submit an Affidavit of compliance form to the public entity at project completion to receive final payment.
7) Contractors, public bodies and others submit wage information on Wage Survey Forms to the Division. The information includes actual hours worked on commercial or heavy and highway projects in Missouri. The Occupational Title (classification) of workers must be identified. The highest number of survey hours received for an hourly wage rate paid is the prevailing wage rate for each individual Occupational Title in each county. Hours worked during the calendar year are used to set the prevailing wage rates in the annual wage order issued in March of the following year.
Forms:
Prevailing wage project notification (Contractor information)
Request for wage determination
Affidavit-Compliance with the prevailing wage law
Prevailing wage complaint form
Contractor payroll records
Instruction sheet for contractors payroll form
Contractors report of construction wage rates
Additional resources for contactors/public bodies
Guidelines for public bodies
1) Submit a request form to the Division of Labor Standards to receive the Annual Wage Order (PW-3 form).
2) Incorporate a complete copy of the most current Annual Wage Order in all bid specs.
3) Submit a Project Notification - Contractor Notification Form (PW-2 form) prior to beginning any work. Also, by using the same form, submit a list of all project contractors.
4) During the course of the project, review all payroll records to ensure prevailing wage law requirements are being met. Please do not hesitate to contact the Division with any questions at 573-751-3403.
5) At the completion of the project, acquire a completed Affidavit of Compliance form from all contractors and subcontractors before making final payments. Please send a copy of the Affidavit(s) to the Division of Labor Standards, PO Box 449, Jefferson City, MO 65102-0449 or fax to 573-751-3721.
6) Contractors, public bodies and others submit wage information on Wage Survey Forms to the Division. The information includes actual hours worked on commercial or heavy and highway projects in Missouri. The Occupational Title (classification) of workers must be identified. The highest number of survey hours received for an hourly wage rate paid is the prevailing wage rate for each individual Occupational Title in each county. Hours worked during the calendar year are used to set the prevailing wage rates in the annual wage order issued in March of the following year.
Guidelines for workers
1) You must be paid at least the correct prevailing wage rate for the type of work performed, regardless of your skill level.
2) Prevailing wage rates must be posted on the project for you to see.
3) You must be paid the total prevailing wage for all hours worked on the project site. The total prevailing wage rate equals the basic hourly rate plus fringe benefits.
4) Your employer may take credit for the hourly cost of fringe benefits provided to you, such as health insurance, pension plans, vacation, and training programs.
5) If your employer does not offer fringe benefits, you should receive the full fringe benefit amount in cash or on your paycheck.
6) Pay for travel, mileage, meals or other expenses are not fringe benefits. They cannot be considered part of the prevailing wage rate. The exception occurs if there is compliance with RSM § 290.315
7) Your employer cannot deduct for loss, theft, debts, damage, etc. without your permission.
8) Apprentices may work for less than the prevailing wage rate. However, they must be individually registered with the Office of Apprenticeship. They may not be employed on the project over the allowed ratio in the Office of Apprenticeship standards.
9) Make sure you receive the proper prevailing wage rate for the work you perform. Fill out your time cards daily. The time cards should include the number of hours worked in each occupational classification, the type of duties performed or equipment operated, and the time you started and ended work. Keep a personal time record, also.
10) If you have not been paid the correct wages, you have the right to sue for double the amount owed you plus your attorney's fees.
If you are working on a public works project and not receiving prevailing wage rates,
file a prevailing wage complaint.
PENALTIES
Pursuant to Section 290.340, any officer, official, member, agent or representative of any public body, contractor or subcontractor who willfully violates and omits to comply with any of the provisions and requirements of sections 290.210 to 290.340 is punished for each violation by a fine not exceeding five hundred dollars, or by imprisonment not exceeding six months, or by both such fine and imprisonment. Each day such violation or omission continues constitutes a separate offense.
DEBARMENT
Contractors who have been prosecuted and convicted of violating the Missouri Prevailing Wage Law (sections 290.210 to 290.340) are placed on a debarment list. Contractors on the debarment list are prohibited from contracting with any public body for the construction of any public works or from performing any work on any public construction project during the term of the debarment (for a period of one year from the date of the first conviction for such violation and for a period of three years from the date of each subsequent violation and conviction). The debarments are published in the Missouri Register by the Office of Secretary of State for the term of debarment. The above debarment list is provided to help public bodies avoid awarding a contract for public works to any contractor or subcontractor who is prohibited from working on any public works projects due to a conviction for violating the Prevailing Wage Law.
To access the current debarment list, please visit the debarment link under the “Helpful Links” section below.
HELPFUL LINKS
Missouri prevailing wage law
Occupational Title Rule
Summary of how prevailing wages are determined
Public Works Guidebook
Wage Survey Forms
Current Debarment List
Request prevailing wage enforcement records
Project Notification Reports
FAQ
Project Notification Reports
CONTACT INFORMATION
Missouri Department of Labor and Industrial Relations
Division of Labor Standards
Prevailing Wage Program
3315 W. Truman Blvd., Room 205
P.O. Box 449
Jefferson City, MO 65102-0449
Phone: 573-751-3403
Fax: 573-751-3721
E-mail: [email protected]
Website: www.dolir.mo.gov/ls/prevailingwage
