Not only is recordkeeping very critical for tracking pertinent data on employees, there are also legal requirements that must be followed to avoid compliance issues. Good recordkeeping makes the tracking easier for everyone involved from HR to Accounting and can be used for everything from ROI to performance evaluations.

Typical Recordkeeping needs include:

  • Tracking Employee Information
  • Forecasting/Anticipating Trends
  • Computerized Systems (HRIS/HRMS)

LMECHR Inc. can help simplify Recordkeeping by:

  • Auditing employee records to determine the efficiency, accuracy, and legality of personnel files
  • Evaluating various forms for compliance
  • Assessing appropriate computerized solutions for tracking employee records

Davis Bacon/Prevailing Wage and Related Acts

LMECHR, Inc. compliance monitoring services help ensure payment of prevailing wages on all federal stimulus / ARRA-funded projects — the LMECHR team understands how to navigate the complex system of federal regulations related to Davis Bacon and Related Acts. The firm proactively monitors projects and coordinates with contracting officers, contractors labor unions and the US Department of Labor on hundreds of projects, representing billions of dollars in jobs!

In providing these services, LMECHR:

• Monitors projects and job sites
• Prepares appropriate forms for investigation of any complaints
• Provides Davis-Bacon and Related Acts training
• Identifies of and continuously monitors non-compliant contractors. Identifies and continuously    monitors economic stimulus (ARRA) related jobs.
· LMECHR partners with Davis Bacon/Prevailing Wage Software companies and can assist with electronic reporting.

The Davis-Bacon and Related Acts apply to contractors and subcontractors performing on federally funded or assisted contracts in excess of $2,000 for the construction, alteration or repair (including painting and decorating) of public buildings or public works.

The Act requires that all contractors and subcontractors performing on federal contracts (and contractors or subcontractors performing on federally assisted contracts under the related Acts) pay their laborers and mechanics not less than the prevailing wage rates and fringe benefits, as determined by the Secretary of Labor, for corresponding classes of laborers and mechanics employed on similar projects in the area. Some of the issues that you may face include:

• Is the wage determination incorporated into the contract the proper one?
• Type of construction
• Date of decision
• Geographical area encompassed
• Have you read the wage determination correctly, particularly when it requires holidays, vacation or percentage fringe benefits?
• Have you classified your laborers and mechanics by proper trade based upon the area practice?

Apprentices may be employed at less than the wage determination rates, however:

• Are they enrolled in an apprenticeship program registered with the Department of Labor or with a state apprenticeship agency recognized by the Department?
• Are you complying with the job site ratio?
• Do you pay wages in accordance with indentureship agreement?
• How does the agreement impact fringe benefits?

Contractors and subcontractors on prime contracts in excess of $100,000 are also required, pursuant to the Contract Work Hours and Safety Standards Act, to pay employees one and one-half times their basic rates of pay for all hours over 40 worked on covered contract work in a workweek.

Covered contractors and subcontractors are also required to pay employees weekly and to submit weekly certified payroll records to the contracting agency. Beware of independent contractors and subcontractor compliance. The Wage and Hour Division of the U.S. Department of Labor has organized many links that will help you find regulations and tools that will help you comply with Davis Bacon.