http://www.ctdol.state.ct.us/wgwkstnd/3153smry.htm
Connecticut General Statute Section
31-53
Summary of Connecticut's Prevailing Wage Law
Connecticut’s prevailing wage law is codified in Connecticut
General Statutes Section
31-53 and 31-53a.
The law applies to each contract for the construction, remodeling, refinishng, refurbishing, rehabilitation, alteration or
repair of any public works project by the State or its agents, or by any
political subdivision of the State.
Coverage
Conn. Gen. Stat. Section 31-53(g)
provides monetary thresholds which must be met before the law is applicable.
The prevailing wage law does not apply where the total cost of all work to
be performed by all contractors and subcontractors in connection with new
construction of a public works project is less than four hundred thousand
($400,000) dollars. The prevailing wages law does not apply in connection with
remodeling, refinishng, refurbishing, rehabilitation,
alteration or repair of any public works project under one hundred thousand ($100,000)
dollars.
Prevailing Rate
The prevailing rate consists of a
base rate and a fringe benefit rate which may be paid in cash or benefits.
Conn. Gen. Stat. Section 31-53(d)
permits the Labor Commissioner to adopt and use the prevailing wage rate
determinations as have been made by the Secretary of Labor of the United States under the provisions of the Davis-Bacon Act, as
amended. The agent empowered to let such contract shall contact the Labor
Commissioner at least ten, but not more than twenty days, prior to the date
such contracts will be advertised for bid, to ascertain the proper prevailing
rate. Under Public
Act 02-69 the rates will be adjusted annually on or before July 1st of each
year. These new rates will be on Department of Labor website.
Certifications
Both the Contractor and the
Contracting Agent must provide certifications to the Labor Commissioner. Prior
to the award of any contract subject to the prevailing wage law, the
contracting agent shall certify in writing to the Labor Commissioner the total
dollar amount of work to be done in connection with the public works project,
regardless of whether such project consists of one or more contracts. Upon the
award of a contract subject to the prevailing wage law, the contractor who is
awarded the contract shall also certify, under oath, to the Labor Commissioner
the pay scale to be used by the contractor and any of his subcontractors for
the work to be performed under the contract. Additionally, each employer
subject to the prevailing wage law must file certified payrolls with the
contracting agent including information, including but not limited to, employee
names; occupations; hours worked; rates paid; and the employers compliance with
various provisions of law.
Penalties
There are various civil, criminal and
administrative penalties for violations of the prevailing wage law. Failure to
pay the prevailing rate is a crime which may be a felony depending upon the
amount of unpaid wages. Knowingly filing a false certified payroll or failure
to file a certified payroll is a Class D felony for which an employer may be
fined up to five thousand dollars, imprisoned for up to five years, or both.
Disregarding obligations under Conn. Gen. Stat. Section 31-53 may result in an
administrative debarment which may preclude any firm, corporation, partnership
or association in which such person or firms have an interest from receiving an
award of a contract until a period of up to three years have elapsed.
Additionally, civil penalties of $300 per violation of law may also be assessed
upon the employer.
For additional information contact:
Wage and Workplace Standards Division
Public Contract Compliance
(860) 263-6790