Compliance
Compliance Isn't Optional.
Neither Is Fairness.
Neither Is Fairness.
iBuild operates under two primary U.S. Department of Labor compliance frameworks. Understanding these obligations helps our workers know their rights, helps our clients understand our commitment to responsible contracting, and helps our apprentices understand the protections built into their program.
Prevailing Wage Act (Davis-Bacon)
DOL Registered Apprenticeship
29 CFR Part 29 & Part 30
Framework
Prevailing Wage Act
The Prevailing Wage Act requires that contractors and subcontractors performing work on federally funded or federally assisted construction projects pay their laborers and mechanics no less than the local prevailing wages and fringe benefits for corresponding work on similar projects in the area.
What prevailing wage means in practice.
The U.S. Secretary of Labor publishes wage determinations for each trade classification and geographic area. These determinations set the minimum hourly wage and fringe benefit rate that must be paid for each type of work. iBuild reviews applicable wage determinations for every project.
Fringe benefits.
PWA compliance includes not just wage rates but fringe benefit requirements — including health insurance, pension contributions, vacation, and other benefits. iBuild satisfies fringe benefit obligations through a combination of bona fide benefit plans and cash equivalents as permitted under the Act.
Certified payroll.
Federal contractors subject to Davis-Bacon are required to submit certified payroll records to the contracting agency on a weekly basis. iBuild maintains certified payroll documentation for all covered projects and submits these records in compliance with DOL Form WH-347 requirements.
Worker rights under PWA.
If you believe you are being paid less than the applicable prevailing wage on a federal project, you have the right to file a complaint with the U.S. Department of Labor's Wage and Hour Division.
Framework
Registered Apprenticeship
iBuild's apprenticeship program is registered with the U.S. Department of Labor under 29 CFR Part 29, which governs registration standards for apprenticeship programs, and 29 CFR Part 30, which governs equal opportunity requirements.
29 CFR Part 29
Registration Standards
Governs how apprenticeship programs are registered with the DOL — including requirements for program quality, OJT ratios, wage progression, and related technical instruction.
29 CFR Part 30
Equal Opportunity
Governs equal opportunity and affirmative action requirements for registered apprenticeship programs. Prohibits discrimination based on race, sex, national origin, disability, and other protected characteristics.
info
This page does not constitute legal advice. Workers with specific questions about their wage rights, apprenticeship rights, or both should contact the U.S. Department of Labor directly or consult a qualified employment attorney.