Davis Bacon wages / ratios

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Greg Swartz

Greg Swartz

Senior Member
Location
Colorado Springs, Colorado
We just got in on a Davis Bacon job at one of the local bases. This is my first time as a business owner, in such an industry.

Right now, the DB wage for a J-man is $40.55 (I think...)
My question is: How do I calculate residential wages from that?
Am I required to have a certain wage for each level?

Everyone I am asking has no clue.

Also, In Colorado, the J-man / Apprentice ration is 1:3 unless you are on a federal / state job. Then it is 1:1.

Would this apply to a job on the base?

We do not need a permit, and the Army Corps of Engineers is the inspector.
 
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sgeers

Member
Location
Vernon, NJ
Res. rate is about 20 dollars less an hour here in NJ. The prevailing wage is usually the going union JW rate so that is what everyone has to get paid unless they are an indentured apprentice i believe.
 
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sgeers

Member
Location
Vernon, NJ
right iwire; im pretty sure even the data/comm guys got JW rate on the last prevailing wage job i was on, but the apprentices did not perhaps because of something with the JATC or the union, i never got a straight answer.

the ratio is 3:1
 
iwire

iwire

Moderator
Staff member
Location
Massachusetts
sgeers said:
but the apprentices did not perhaps because of something with the JATC or the union, i never got a straight answer.
Click to expand...

If I recall it has to do with them being in a State approved training class or not, be it union or private but I am not really sure.
 
mdshunk

mdshunk

Senior Member
Location
Right here.
Greg Swartz said:
Right now, the DB wage for a J-man is $40.55 (I think...)
My question is: How do I calculate residential wages from that?
Am I required to have a certain wage for each level?
Click to expand...
You don't really calculate anything as much as you simply look at the chart for a certain trade class. An electrician is an electrician.

My biggest gripe with the DBA wages is the fact that they're 15-20% higher than what the BLS shows as the "real" prevailing wage. Couple that with the substantial changes made to the WD10 form in the mid 90's, contractors can misreport the hours worked pretty easily and get away with it. They do this by telling the men a false DBA wage, then under reporting on the WD10 as a total group of workers (easier to hide misreporting in a big group).
 
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emahler

Senior Member
Greg, best bet is to get an official determination from your Dept of Labor...a quick search puts your county at the following:

Building Electrician - $27.80/hr wage + benefits of 3%+$12.55 ....total package $41.18

Residential (single family and apartments up to 4 stories)
if contract is over $150k......$26.59/hr wage + $10.90/benes....total package $37.85
under $150k....$22.44/hr + $10.77/benes..... total package $33.21

i couldn't find anything about your ratios nor what projects actually qualified...i didn't even see anything about apprentice wages...

however, you will probably need to provide certified payroll and make sure that any apprentices (if paid apprentice wages) are in a state registered apprenticeship program. Additionally, make sure that if you pay benefits (medical, 401k, etc) that they are approved..if they are, you can credit them towards the benefits portion. If they aren't, you have to pay the benefits portion in the check as well as the benefits you offer.

one last neat thing, if your guys work OT, just multiply the wage, not the benefits....
 
growler

growler

Senior Member
Location
Atlanta,GA
emahler said:
one last neat thing, if your guys work OT, just multiply the wage, not the benefits....
Click to expand...


There is one other area where you can save a dollar or two. You are allowed to use laborers for unskilled work ( no tools ). So if you need a guy to sweep up and stock materials or act as a general gofer then this person can be paid laborer rates. Just make sure this person/persons does no actual electrical work or you would end up paying them as electricians.
 
charlie

charlie

Senior Member
Location
Indianapolis
iwire said:
. . . State approved training class . . .
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Are you sure it is not a federally approved training class? I taught for eight years and it was a BAT (Bureau of Apprenticeship Training) approved course. The state also had requirements that had to be met but the BAT people actually approved the curriculum. :smile:
 
ElectronDance

ElectronDance

Member
Location
SE Arizona
Db is relatively simple in usage. For starters, there is no calculation to be done, as they have broken out residential wiremen into a seperate catagory. Check book on it and go with that. You also have exactly two classes of employee to deal with. Jw's are one rate, apprentices are another (50% I believe.) To classify as an apprentice, the employee must be in a recognized apprenticeship program, otherwise you have to treat them as a JW wage wise. The DB system does not recognize helpers, IJ's, CW's or CE's. there is also no designation for telcom/systems techs. You can pay loborer rates in some cases. But if an employee picks up anything more complicated than a broom, paying laborer rates will get you in trouble.
 
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ElectronDance

ElectronDance

Member
Location
SE Arizona
celtic said:
Really?

I just read the EXACT opposite:


Overcoming Prevailing Wage Adversity
Click to expand...

Yes really. Now if you work in multiple jurisdictions it gets more complicated. But, the federal DB is what it is, and in a fixed jurisdiction the rates easy enough to find and follow. Further, if you don't know your own states laws, up to and including any state prevailing rules, then you are not doing your due diligance. Admittadly, there are some complications for the contractor facing this for the first time, as is true when dealing with any new set of regulations. Bt once you've done it a time or two, it becomes second nature.

Finding the information is easy enough, applying the information is easy enough, and while the certified payroll reporting is a nuisance, it is also relatively easy.
 
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charlie

charlie

Senior Member
Location
Indianapolis
ElectronDance said:
. . . I couldn't help but notice that the article you referenced is little more than a "merit shop" whine fest. Me thinks the source is a tad bit biased in opinion.
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This thread has done well to keep the union versus merit controversy to a minimum. We are now approaching the ragged edge or controversy and it is time to back away a little. :smile:
 
P

pvitt

Member
Location
Colorado
Hey Greg, I work for a government contractor here in the Springs and there are different scales depending on the contract date. I have not had a raise in four years because of when and how the contract was drawn. There are apprentices in the company who make more than me.
 
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