Prevailing Wage Law: An Understanding of the Davis-Bacon Act

Duration: 90 minutes

Speaker: Susan Fahey Desmond

Available On-Demand

PURCHASE OPTIONS

Individual Purchase Options
On-Demand Available On-Demand. Watch the webinar recording multiple times for 30 days.	$179
Recording Download link will be emailed for single user access with handouts. Available in 3-5 business days, after Live Event. Never Expires.	$199

ABOUT THE EVENT

Those who want the privilege of doing business with the Federal Government and offer services on federally funded or assisted construction projects must comply with the Davis Bacon Act. The DBA requires these companies to pay at least the locally “prevailing wage” to laborer and mechanics employed on the contract. But how do you determine that “prevailing wage”? The DOL is increasing its enforcement of the DBA – don’t be caught violating the DBA – you may face having to pay millions of dollars of damages and attorneys’ fees! We will also cover recently Executive Orders issued by President Obama that impacts how you pay your employees.

Learning Objectives:

Overview of the Davis Bacon Act
Contractors and subcontractors covered
Key Differences between the DBA and state prevailing wage laws
Calculating the prevailing wage
Classifications of Work and the Conformance Process for Missing Classifications
What are bona fide fringe benefits and self funded benefits?
Recordkeeping
New pay requirements for federal contractors

Who will Benefit:

All companies performing work for the federal government; human resource professionals; payroll clerks

Speaker(s)

Susan Fahey Desmond

For more than 35 years, Susan Fahey Desmond has helped companies – hospitals, banks and credit unions, manufacturing companies, offshore oil companies, school districts, and others – minimize the cost and disruption of employment disputes. She defends wage and hour, wrongful discharge, non-compete, Family and Medical Leave (FMLA), and other claims. Clients seek her litigation counsel for age, sex, disability, race, religion, and sexual harassment discrimination lawsuits, as well as class actions. She helps employers dispute Equal Employment Opportunity Commission (EEOC) charges and other administrative complaints and navigate the administrative and judicial process. And, perhaps most importantly, she works with management and HR to resolve issues before they develop into contentious litigation.

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