Davis Bacon Act
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Are you responsible for payroll or HR compliance on federal or federally funded projects? The recently updated Davis-Bacon Act has introduced significant changes that every payroll professional, HR practitioner, and government contractor needs to understand. From prevailing wage requirements to certified payroll reporting, this law has real-world implications for how you pay workers — and how you protect your organization from costly mistakes.
This informative and practical webinar, designed for professionals at all experience levels, will break down the complexities of Davis-Bacon compliance in plain English, walk through real-life scenarios, and provide actionable steps you can take to prepare and protect your organization. Plus, we’ll answer your most pressing questions live!
Your Benefits For Attending:- Explain the purpose and scope of the Davis-Bacon Act and who it applies to.
- Identify the key payroll compliance requirements, including prevailing wage determinations and certified payroll reporting.
- Apply best practices for maintaining compliance with Davis-Bacon requirements in payroll systems and HR policies.
- Recognize recent updates to the Act and understand their impact on wage calculations, recordkeeping, and employer obligations.
- Prepare for common challenges and audit pitfalls associated with Davis-Bacon compliance — and learn how to avoid them.
You’ll walk away with a clear understanding of the Davis-Bacon Act's purpose, how to apply it correctly, and strategies to avoid costly compliance errors. This session is especially valuable if you’re responsible for payroll, HR policy, or government contracting compliance.
Level: Basic
Format: Live webcast
Instructional Method: Group: Internet-based
NASBA Field of Study: Taxes (2 hours)
Program Prerequisites: None
Advance Preparation: None
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Christine Stolpe
Passionate about furthering an understanding of payroll, Christine Stolpe, CPP has been working in some fashion of payroll for the past 30 years and enjoys watching the profession blossom through emotional intelligence and personal fortitude. In 2019, she opened her own payroll consulting busi [...]
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Aurora Training Advantage is offering continuing education points designed to recognize dedication to training and excellence in payroll.
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This webinar received a total of 3 survey responses. Attendees have given an average rating of 4.8 stars out of a possible 5, reflecting the quality and value of the content presented.
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Frequently Asked Questions
The Davis-Bacon Act is a federal law enacted in 1931 that requires contractors and subcontractors working on federally funded or federally assisted construction projects to pay workers the locally prevailing wages and fringe benefits for the type of work performed on the project. It applies to any construction, alteration, or repair of public buildings or public works contracts where the contract value exceeds $2,000. Federal assistance programs—including grants, loans, insurance, and guarantees—that fund construction work can trigger Davis-Bacon requirements on those projects even if the federal government is not the direct contracting party. The Department of Labor (DOL) administers Davis-Bacon, publishing wage determinations by county, state, and type of construction (building, residential, highway, heavy) that establish the minimum rates contractors must pay. The Act's requirements extend to subcontractors at all tiers—prime contractors are responsible for ensuring their subs also comply. Recent updates to the Davis-Bacon regulations (effective October 2023, the most significant revision since 1982) expanded coverage, updated prevailing wage methodology, and strengthened enforcement. Christine Stolpe, CPP, covers the purpose, scope, and practical application of Davis-Bacon compliance in her Aurora Training Advantage webinar, providing payroll and HR professionals with the foundational knowledge needed to manage compliance on covered projects.
Prevailing wage requirements under the Davis-Bacon Act mandate that workers on covered federal construction projects be paid at least the locally prevailing wage rate for their specific trade or work classification—as determined and published by the Department of Labor in wage determinations specific to the project's county and construction type. The prevailing wage includes both the basic hourly rate and fringe benefits (health insurance, pension contributions, vacation pay, training). Contractors can satisfy the fringe benefit component through bona fide benefit plans, by paying cash in lieu of fringe benefits, or through a combination. The critical first step in any covered project is obtaining the correct wage determination from the DOL's SAM.gov database and incorporating it into the contract—the determination specifies minimum rates by labor classification (electrician, ironworker, laborer, carpenter, etc.). Workers must be classified according to the actual work they perform, not simply by their job title or general employment classification. Misclassification—paying a lower-rated classification to workers performing higher-rated work—is one of the most common Davis-Bacon violations and carries significant back pay liability. The recent regulatory update revised how prevailing wages are calculated, using a methodology that more broadly reflects actual wage levels in the local labor market. Christine Stolpe covers prevailing wage determination, classification, and calculation in her Aurora Training Advantage Davis-Bacon compliance webinar.
Certified payroll reporting is a mandatory weekly documentation and submission requirement for contractors and subcontractors on Davis-Bacon covered projects. Each week of project work requires submission of a certified payroll report—typically using DOL Form WH-347 or an equivalent format—that documents every worker employed on the project, their work classification, hours worked (regular and overtime), rates paid (including fringe benefits), deductions, and net pay. The contractor must certify under penalty of law that the information is accurate and that workers have been paid at least the applicable prevailing wage rates. These reports must be submitted to the contracting agency (the federal or federally-assisted entity overseeing the project) within seven days of the regular payday for the weekly pay period. Certified payroll records must be maintained for three years after project completion. The submission requirement serves as the primary audit mechanism for Davis-Bacon compliance, enabling contracting agencies and DOL investigators to verify compliance without requiring on-site wage reviews. Errors, late submissions, or incomplete records attract investigative attention. Payroll systems used on Davis-Bacon projects must be capable of tracking workers by project, capturing certified payroll data accurately, and generating the required reports—many general payroll systems require configuration or supplementation to meet these specialized requirements. Christine Stolpe covers certified payroll reporting procedures in detail in her Aurora Training Advantage Davis-Bacon compliance webinar.
Davis-Bacon compliance failures are costly—back pay, liquidated damages, debarment from future federal contracts, and civil or criminal liability are all potential consequences. The most common violations include worker misclassification: paying a lower wage classification to workers performing higher-rated work is the leading cause of back pay findings. Using incorrect or outdated wage determinations is another frequent error—contractors must use the wage determination current as of the contract award date and update it when modifications extend the project beyond specified timeframes. Failure to pay the full fringe benefit amount (either through compliant benefit plans or cash in lieu) understates the required compensation. Improper deductions that reduce workers' effective wages below prevailing rates violate both Davis-Bacon and the Copeland Anti-Kickback Act. Late or inaccurate certified payroll submissions trigger additional scrutiny and can result in project withholdings. Prime contractors failing to monitor and enforce subcontractor compliance create derivative liability for the prime. Inadequate recordkeeping—missing time records, incomplete worker classification documentation—prevents contractors from defending against audit findings. Christine Stolpe presents a practical framework for avoiding these pitfalls in her Aurora Training Advantage Davis-Bacon webinar, including real-world scenarios, audit preparation strategies, and compliance system design best practices for payroll professionals managing covered projects.
The Department of Labor's 2023 final rule—the most comprehensive revision to Davis-Bacon regulations since 1982—introduced several significant changes that payroll professionals and HR practitioners on covered projects must understand. The prevailing wage methodology was updated to use a more expansive calculation that raises the applicable prevailing wage floor in many markets, reflecting current labor market rates more accurately than the previous methodology. The rule expanded coverage of the Davis-Bacon Act's requirements to a broader range of federally assisted projects, meaning organizations that previously did not need Davis-Bacon compliance programs may now be covered. The definition of 'site of work' was broadened to include certain prefabrication facilities with a clear nexus to a covered construction project, extending prevailing wage requirements beyond the traditional job site. Recordkeeping requirements were strengthened, with more specific documentation standards for certified payroll submissions. The rule also enhanced anti-retaliation protections for workers who report violations or exercise their rights under the Act. Debarment procedures were clarified, and the threshold for mandatory restitution was addressed. For payroll systems, these changes may require updates to wage rate tables, classification structures, and reporting configurations. Christine Stolpe, CPP, covers these recent regulatory changes and their practical implications for compliance programs in her Aurora Training Advantage Davis-Bacon webinar, providing actionable guidance for affected payroll and HR teams.