Davis-Bacon Act Compliance: Payroll Obligations and Common Mistakes

The Davis-Bacon Act requires that all contractors and subcontractors performing construction, alteration and repair (including painting and decorating) work under federal or District of Columbia contracts in excess of $2,000 pay their laborers and mechanics not less than the prevailing wage and fringe benefits for the geographic location. Davis-Bacon requirements may be extended to federal financial assistance programs by the terms of other statutes (collectively referred to as Davis-Bacon and Related Acts). This law has been in effect for almost one century. It was also modified in 2023 and 2024 by the DOL and Federal Courts
 
Compliance, however, can be complicated. As a Public Works General Contractor, it is up to you to make sure your company and all subcontractors are in compliance or face severe consequences such as disbarment. You should understand what makes a public works contract. Know where to find prevailing wages in your area. Properly classify the types of workers who are covered, and those that are not.
 
The main report required to submit to DOL on a weekly basis is the WH-237. It reports the contractor information about employees – their description, wages, fringe benefits and deductions. But knowing how to complete this form is only a start. You must know other detailed information which should be kept in your database and/or files. You also need to know other obligations such as interviews, spotchecks, posters and overtime provisions.

  • Do I fully understand the DBA’s rules and regulations, both federally and in the States I operate in? Am I up to date on recent rulings?
  • Do I know which contracts are covered by the Act?
  • What are the specifics of prevailing wages? To what jobs and employees to they apply?
  • Do I know both the payroll related and HR related obligations required by the Act?
  • What are the ramifications of non-compliance and how to avoid them?

Join Mark Schwartz in this informative webinar to be up to date on industry standards and compliance.

Key Areas

  • DBA Origin and Purpose – The basics of DBA regulations. 2026 updates on legislative proposals.
  • Coverage- The Types of Contracts Covered:
    • Contract Threshold
    • Nature of the Contract
    • What is a Public Works Contract
  • Prevaling Wage – What are its ingredients and obligations
  • Applicability
    • Descriptions of Jobs Covered
    • Exclusions
    • Worksite specifications
  • Contractor Obligations
    • Interviews and spotchecks
    • Wages and recordkeeping generalities
    • Posters
    • Overtime
    • Subcontractor Compliance
  • Wage Determination – The 2 main types. Finding and Reading the DOL regulations concerning hourly pay and Fringe Benefits.
  • Compliance Issues
    • Common Errors
    • Enforcement and Conseaquences
  • The DOL 2023 Final Rule and 2024 Federal Court restriction
  • Key Recordkeeping Information- Information about contractors, subcontractors, employees and payroll needed to complete the WH-347 and comply with regulatory authorities.
  • Certified Payroll – Step by Step Completion of the WH-347.

Who Should Attend

  • Companies who have Public Works Contracts
  • Payroll and HR Management
  • Contract writers
  • Subcontractors
  • Bidders for public works contracts
  • Certified Payroll Processors.

 

Instructor

Instructor

Mark Schwartz

Payroll Consultant

Mark Schwartz is an employment tax specialist and has over 15 years of employment tax experience as an independent consultant and as a payroll tax auditor with the State of California. He has managed an audit caseload of 20 ongoing audits, from small home-based businesses to large multi-national corporations. He is an expert at defining regulatory and statutory requirements from local, State, and Federal government agencies, and helping the average businessperson understand what that means to their business. He has processed weekly and bi-weekly payroll checks, plus tax forms for businesses with hourly as well as exempt workers, a multistate operation, and a wide variety of benefits. Mr. Schwartz provides consulting services encompassing payroll processing and payroll tax issues. These include payroll tax minimization, payroll tax compliance reviews, independent contractor studies, use of electronic transfers, deductions, benefits, etc. Mark has represented both clients and the State in front of the State Appeals Board. He understands the complexities of local wage laws, unemployment and disability claims, and other wage and benefit issues affecting your employees. Mark prides himself on his outstanding customer service skills. He listens attentively to his clientele, helping them bridge the gap between the small business world and Government bureaucracy. He eagerly assists with clients needs and feels that educating clients toward faster, accurate and more complete payroll processes provide the most value. Mark is a participating member of the American Payroll Association. He earned his BA and MBA in Finance at Santa Clara University. He has held Certified Internal Auditor and Certified Investment and Derivatives Auditor Credentials. Mark is currently pursuing a Certified Payroll Fundamentals Credential with the American Payroll Association.

Credits

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Davis-Bacon Act Compliance: Payroll Obligations and Common Mistakes

icon Course Type HR & Payroll
icon Date & Time Aug 19th 2026 01:00 PM ET
icon Duration 60 Minutes
icon Instructior Mark Schwartz

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