SCA.2 Tab10SCACompliance

User Manual: SCA.2

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U.S.

DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

SCA COMPLIANCE

PRINCIPLES

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

INTRODUCTION

DISCHARGING WAGE AND FRINGE BENEFIT

OBLIGATIONS

EMPLOYEE NOTIFICATION AND POSTER

TIMELY PAYMENT OF WAGES AND FRINGE

BENEFITS

HOURS WORKED

“BONA FIDE” FRINGE BENEFITS

FRINGE BENEFIT REQUIREMENTS –

HEALTH AND WELFARE BENEFITS

FRINGE BENEFIT REQUIREMENTS –

VACATION BENEFITS

FRINGE BENEFIT REQUIREMENTS –

HOLIDAY BENEFITS

EQUIVALENT BENEFITS

TEMPORARY AND PART-TIME EMPLOYMENT

PAYMENT OF OVERTIME UNDER FLSA/CWHSSA

RECORDKEEPING

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

INTRODUCTION

Service Contract Act (SCA) wage determinations set forth the prevailing wages and benefits

that are to be paid to service employees working on covered contracts exceeding $2,500.

◊ Wages

◊◊ Wages are the monetary compensation provided employees. The minimum

monetary wages required under the SCA are usually listed in wage

determinations applied to covered contracts exceeding $2,500, as hourly wage

rates for the various classes of service employees. 29 C.F.R. § 4.161.

◊◊ Where no SCA wage determination applies to a covered service contract, such as

those valued at $2,500 or less, the SCA requires payment of not less than the

minimum wage under section 6(e)(1) of the FLSA to service employees engaged

in contract work. 29 C.F.R. § 4.159.

◊◊ If an employee works in different capacities in the performance of a covered

contract, then the time spent the employee spends in work properly related to

each classification should be segregated and paid according to the wage rate

specified for each class of work . If the contractor cannot provide affirmative

proof (employer records) of the hours spent in each class of work, then the

contractor must pay the employee the highest of such rates in the applicable wage

determination for all hours worked in the workweek. 29 C.F.R. § 4.169.

◊◊ Workers with disabilities and apprentices that meet certain criteria may work on

SCA-covered contracts at wage rates below those contained in the applicable

SCA wage determination under an “administrative exemption” pursuant to

section 4(b) of SCA. 29 C.F.R. §§ 4.6(o) – 4.6(p).

◊ Fringe Benefits

◊◊ As provided in section 2(a)(2) of the SCA, fringe benefits include:

[M]edical or hospital care, pensions on retirement or death, compensation

for injuries or illness resulting from occupational activity, or insurance to

provide any of the foregoing, unemployment benefits, life insurance,

disability and sickness insurance, accident insurance, vacation and holiday

pay, costs of apprenticeship or other similar programs and other bona fide

fringe benefits not otherwise required by Federal, State, or local law to be

provided by the contractor or subcontractor. 29 C.F.R. § 4.162.

◊◊ Fringe benefits listed above are illustrative of those that may be furnished.

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

◊ Two Separate Requirements – Monetary Wages and Fringe Benefits

◊◊ The SCA monetary wage requirement and the fringe benefit requirement are two

separate requirements in the SCA. SCA §§ 2(a)(1) and 2(a)(2).

◊◊ SCA wage determinations generally state the fringe benefit requirements after the

listing of monetary wage rates that apply to each classification of service

employee.

◊◊ The fringe benefits required under the SCA must be furnished, separately from

and in addition to the specified monetary wages, by the contractor/subcontractor

to the employees engaged in the performance of a covered contract. 29 C.F.R.

§ 4.170.

◊◊ An employer must keep appropriate records separately showing amounts paid for

wages and amounts paid for fringe benefits.

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

EMPLOYEE NOTIFICATION AND POSTER

SCA § 2(a)(4), 29 C.F.R. § 4.6(e) and FAR, 48 C.F.R. § 52.222-41(g)

◊ The SCA contract clauses require contractors on covered contracts to notify each

service employee commencing work the contract of the minimum monetary wage and

any fringe benefits required to be paid under the contract (in accord with the SCA wage

determination in the contract), or post the wage determination.

◊ Contractors are also required to post the “Notice to Employees Working on

Government Contracts” (WH Publication 1313) in a prominent and accessible place at

the worksite. WH 1313 is available at:

http://www.dol.gov/whd/regs/compliance/posters/sca.htm

TIMELY PAYMENT OF WAGES AND FRINGE BENEFITS

◊ Wages

◊◊ The SCA does not permit pay periods longer than semi-monthly (twice a

month). Wage payments at greater intervals are not proper payments in

compliance with SCA. 29 C.F.R. §§ 4.6(h) and 4.165(b).

◊◊ Failure to pay for certain hours of work at the required rate cannot be offset

by reallocating excess payments made for other hours. 29 C.F.R. § 4.166.

◊ Fringes

◊◊ Payments to employees in cash for fringe benefits must be made promptly

on the regular payday for wages. 29 C.F.R. § 4.165(a)(1).

◊◊ Payments to “bona fide” fringe benefit plans may be made on a periodic

payment basis that is not less often than quarterly. 29 C.F.R. § 4.175(d)(1).

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

HOURS WORKED

◊ The hours worked by employees on an SCA-covered service contract are determined in

accordance with the principles established under the Fair Labor Standards Act (FLSA),

as set forth in 29 C.F.R. Part 785. 29 C.F.R § 4.178.

◊ In general, FLSA hours worked by an employee include all periods in which the

employee is “suffered or permitted” to work, whether or not required to do so, and for

all periods of time during which the employee is required to be on duty or to be on the

employer’s premises or to be at a prescribed workplace.

◊ Hours worked subject to the compensation provisions of the SCA are those in which

the employee is engaged in performing work on SCA-covered.

◊◊ In any workweek where the contractor/subcontractor is not exclusively engaged

in work on a covered service contract, the contractor should identify separately

and accurately in its records, or by other means, those periods during which its

employees are engaged in work on a covered service contract. 29 C.F.R. § 4.179.

◊◊ In the absence of records that adequately segregate periods of covered contract

work from non-covered work, all employees working in the establishment or

department where such covered work is performed shall be presumed to have

worked on or in connection with the contract during the period of contract

performance. 29 C.F.R. § 4.179.

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

“BONA FIDE” FRINGE BENEFITS

◊ An employer may discharge his/her obligation to provide SCA fringe benefits by

paying the specified fringe benefit contributions to an trustee or third person pursuant

to a “bona fide” fund, plan, or trust on behalf of covered employees. Examples are life

or health insurance, pension plan or retirement plans. 29 C.F.R. §§ 4.170 and 4.171.

◊ To be considered a “bona fide” fringe benefit for purposes of the SCA, a fringe benefit

plan, fund or program must constitute a legally enforceable obligation which meets the

following criteria. 29 C.F.R. § 4.171(a).

◊◊ The fringe benefit plan, fund or program must be specified in writing and must be

communicated in writing to the affected employees.

◊◊ The primary purpose of the plan must be to provide systematically for the

payment of benefits to employees on account of death, disability, advanced age,

retirement, illness, medical expenses, hospitalization, supplemental

unemployment benefits, and the like.

◊◊ The plan must contain a definite formula for determining the amount to be

contributed by the contractor and a definite formula for determining the benefits

for each of the employees participating in the plan.

◊◊ Contributions must be made pursuant to the terms of such plan, fund, or program.

Any contributions made by employees must be voluntary, and if such

contributions are made through payroll deductions, such deductions must be

made in accordance with 29 C.F.R. § 4.168. (No contribution towards fringe

benefits made by the employees themselves or provided from monies deducted

from their wages may be included or used by an employer in satisfying any part

of any SCA fringe benefit obligation.)

◊◊ Generally, the contractor’s contributions must be paid irrevocably to a trustee or

third person, no less often than quarterly, pursuant to an insurance agreement,

trust or other funded arrangement (except as indicated below with regard to

certain “unfunded” fringe benefit plans).

◊◊ Unfunded fringe benefit plans:

With the exception of fringe benefit plans to provide vacations and holidays,

unfunded "self-insured" plans under which a contractor typically pays insurance

claims out of pocket to cover fringe benefit obligations are normally not

considered “bona fide” plans or equivalent benefits for purposes of SCA.

29 C.F.R. § 4.171(b). A contractor must request approval by the WHD

Administrator for an unfunded self-insured plan. 29 C.F.R. § 4.171(b)(2).

◊ The following are not “bona fide” fringe benefits (nor can they be considered

equivalent benefits for SCA purposes):

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

◊◊ Benefit plans or trusts which are disapproved by the Internal Revenue Code as

not satisfying the requirements of the Internal Revenue Code or which do not

meet the requirements of the Employee Retirement Income Security Act of 1974.

29 C.F.R. § 4.171(a)(5).

◊◊ Any benefit required by any other federal law or by any State or local law, such

as unemployment compensation, workers’ compensation, or social security.

29 C.F.R. § 4.171(c).

◊◊ Board, lodging or other facilities for which the cost or value, determined in

accordance with regulations under the FLSA contained in 29 C.F.R. Part 531, is

creditable toward the monetary wages specified under the SCA. 29 C.F.R.

§§ 4.167 and 4.171(d).

◊◊ Facilities primarily for the benefit or convenience of the contractor or the cost of

which is properly a business expense of the contractor, such as relocation

expenses, travel and transportation expenses incident to employment; incentive or

suggestion awards, recruitment bonuses; tools and other materials and services

incidental to the employer’s performance of the contract and the carrying on of

his business; and the cost of furnishing, laundering, and maintaining uniforms

and/or related apparel or equipment where employees are required by the

contractor, the SCA contract, by law, or by the nature of the work, to wear such

items. 29 C.F.R. §§ 4.168 and 4.171(e).

◊◊ Contributions by contractors for such items as social functions or parties for

employees, flowers, cards, or gifts on employee birthdays, anniversaries, etc.

(sunshine funds), employee rest or recreation rooms, paid coffee breaks,

magazine subscriptions, and professional association or club dues.

29 C.F.R.§ 4.171(f).

◊ Fringe benefits and overtime pay:

◊◊ CWHSSA requires that on contracts to which it applies, any laborer or mechanic.

including any guard or watchmen. who performs over 40 hours of contract work

in a workweek must be compensated “at a rate not less than one and one-half

times the basic rate of pay for all hours worked in excess of 40 hours in the

workweek”. The basic rate of pay excludes “bona fide” fringe benefits and cash

equivalent payments.

◊◊ 29 C.F.R. § 778.215 and 29 C.F.R. §§ 4.177(e) and 4.182 discuss the parallel

exclusion of fringe benefits from the “regular rate” for overtime purposes under

the FLSA.

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

FRINGE BENEFIT REQUIREMENTS –

HEALTH AND WELFARE BENEFITS

◊ The health and welfare fringe benefit requirement for the covered service employees is

indicated in the applicable contract wage determination.

◊ There are three types of health and welfare fringe benefit requirements under the SCA:

◊◊ “Fixed cost” per employee health and welfare benefit requirement – Where

the SCA wage determination states this type of fringe benefit, it is required to be

paid for each individual employee and the benefit is computed on the basis of “all

hours paid for” up to 40 per week and 2080 per year. 29 C.F.R. § 4.175(a).

◊◊ “Average cost” health and welfare fringe benefit – Where the SCA wage

determination states this type of fringe benefit, the employer contribution is

required to average at least $3.16 per hour computed on the basis of all hours

worked by service employees employed on the contract (or portion of the

contract to which the wage determination applies). 29 C.F.R. § 4.175(b).

◊◊ Pursuant to section 4(c) of the SCA, collectively bargained fringe benefits are

required to be paid by a successor contractor under a contract to furnish

substantially the same services as a predecessor contractor. 29 C.F.R. § 4.53.

◊ A single nationwide health and welfare rate method has been established for

determining the health and welfare fringe benefit requirement incorporated in SCA

wage determinations. Since June 1, 1997, adjustments to the single rate for the health

and welfare fringe benefits listed on prevailing wage determinations are made annually.

29 C.F.R. § 4.52(b); All Agency Memorandum No. 188 (May 22, 1997).

“Fixed Cost” Per Employee Health and Welfare Fringe Benefit

◊ Most SCA wage determinations require health and welfare benefits to be paid on a per

hour per employee basis. Such wage determinations state the health and welfare fringe

benefit requirement as a simple rate. Annual adjustments are based on new data. For

example, on June 1, 2009, the amount specified for upcoming contracts was raised

from $3.16 to $3.35 per hour. Thus, wage determinations issued on or about June 1,

2007, listed the “fixed cost” health and welfare fringe benefit amount as “$3.16 an

hour, $126.40 a week, or $547.73 a month.” 29 C.F.R. § 4.175(a).

◊ This method requires health and welfare benefits in terms of a fixed contribution per

hour on behalf of each service employee working on the contract. Under this type of

wage determination, the specified health and welfare benefit is due each service

employee on the basis of “all hours paid for,” including paid vacations, holidays, and

sick leave, up to a maximum of 40 hours per week and 2,080 hours per year.

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

◊◊ Under this type of wage determination, the actual benefits may differ among

employees, so long as the total amount paid by the contractor for fringe benefits

(and/or cash equivalents) provided to each individual, on an hourly basis, totals at

least the fringe benefit rate specified in the contract wage determination for the

work the individual performs for all his/her paid hours up to 40 per week.

◊◊ The type(s) and amount of benefits (if any), or cash equivalents to be provided is

strictly a matter to be decided by the employer.

◊◊ Employees excluded from participation in a fringe benefit plan must be furnished

equivalent bona fringe benefits or be paid a cash equivalent payment during the

period that they are not eligible to participate in the plan. On the other hand, it is

not required that all employees participating in a fringe benefit plan be entitled to

receive benefits from the plan at all times. For example, an employee who is

eligible to participate in an insurance plan may be prohibited from receiving

benefits from the plan during a 30-day waiting period. Contributions made on

behalf of these employees would be creditable against the contractor’s fringe

benefit obligations. 29 C.F.R. § 4.175(c)(1).

◊◊ Example: Bi-weekly Payroll - $3.16 per hour paid up to 40 hours a week per

each employee:

Cost of Cash in

Employee Hours Fringe Lieu of Total Compensation

Paid For Benefits Fringes

Libby 80 $162.80 $90 $252.80 (/ 80 = $3.16)

Jean *100 $180.80 $72 $252.80 (/ 80 = $3.16)

Ann 20 0 $63.20 $ 63.20 (/ 20 = $3.16)

Tim 80 $252.80 0 $252.80 (/ 80 = $3.16)

Tom 60 $160.00 $29.60 $129.60 (/ 60 = $3.16)

* Note 20 hours of overtime excluded from payments.

“Average Cost” Health and Welfare Fringe Benefit

◊ In rare instances an average cost (even-numbered) wage determination applies. Such

wage determinations apply only where an even-numbered wage determination applied

to the preceding contract with the same agency contracts for the same services at the

same location

◊ The $3.16 per hour health and welfare benefit is an average cost fringe benefit

requirement computed on the basis of “all hours worked.”

◊◊ The term “all hours worked” includes overtime hours and is not limited to 40

hours per week or 2,080 hours per year for each employee; the term “all hours

worked” does not include paid leave hours, such as for vacations, holidays, or

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

sick leave. Also, it does not include unpaid leave time, such as that provided

under the Family and Medical Leave Act.

◊◊ Under the average cost concept, the fringe benefits provided by the contractor

may vary among individual service employees, and compliance is achieved when

the actual cost of these benefits divided by the total hours worked by service

employees in a payment period equals or exceeds the amount required by the

wage determination. 29 C.F.R. § 4.175(b).

◊ The types and amounts of benefits, if any, to be provided, and the eligibility

requirements for service employees to participate in a fringe benefit plan, are decided

by the contractor.

◊ If the contractor’s contributions average less than the amount required by the wage

determination during a payment period, then the contractor must make up the

deficiency by providing cash equivalent payments to all service employees who

worked on the contract during the payment period.

◊ Cash equivalent payments under average cost fringe benefit requirements can only be

made in an amount determined to be deficient after payments have been made to the

fringe benefit plans, and the payments must be made equally to all covered service

employees.

Examples:

(a) $3.16 average cost requirement - compliance through fringe benefit plan

contributions only:

Employer

Employee Hours Contributions

Worked for Fringe Benefits

Libby 250 $900

Jean 150 $450

Ann 250 $900

Tim 50 0

Tom 100 $350

800 $2600

$2600 (total contributions)/800 (total hours) = $3.25 average

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

(b) $3.16 average cost requirement - compliance through fringe benefit plan

contributions and cash payments:

Employer

Employee Hours Contributions

Worked for Fringe Benefits

Libby 250 $650

Jean 150 $450

Ann 250 $650

Tim 50 0

Tom 100 $250

800 $2,000

$2000 (total contributions)/800 (total hours) = $2.50 average

Libby 250 x $.66 $165

Jean 150 x $.66 $ 99

Ann 250 x $.66 $165

Tim 50 x $.66 $ 33

Tom 100 x $.66 $ 66

800 $528

Total contribution: $2000 (fringe benefits) + $528 (cash) = $2528

$2528 (contributions)/800 (hours) = $3.16

Collectively Bargained Fringe Benefits 

◊ Section 4(c) of the SCA provides that no contractor or subcontractor under a contract

which succeeds a contract subject to the SCA, under which substantially the same

services are furnished, shall pay any service employee under such contract less than the

wages and fringe benefits (including accrued wages and fringe benefits and any

prospective increases in wages and fringe benefits) provided for in a collective

bargaining agreement (CBA) to which such service employees would have been

entitled if they were employed under the predecessor contract. 29 C.F.R. § 4.1b.

◊ In almost all cases, the DOL issues a wage determination that recognizes the

application of the fringe benefits (and wages) contained in the predecessor contractor’s

CBA. However, section 4(c) of the SCA is self-executing, and can apply regardless of

whether such a contract wage determination was issued or incorporated in the contract.

Certain administrative requirements and limitations may affect application of the

predecessor contractor’s negotiated wages and fringe benefits. 29 C.F.R. §§ 4.1b(b).

◊ Section 4(c) of the SCA does not require a successor to follow terms of the CBA other

than the wage and fringe benefit provisions.

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

◊ Where section 4(c) applies, the successor contractor may discharge the obligation to

furnish fringe benefits by any combination of bona fide fringe benefits and equivalent

cash payments (as is the case where no predecessor’s CBA is involved).

◊ As the successor is not permitted to pay less than the fringe benefits (and wages) to

which employees would have been entitled under the predecessor contractor’s CBA,

any interpretation of the wage and fringe benefit provisions of the CBA, where its

provisions are unclear, must be based on the intent of the parties to the CBA, provided

that such interpretation is not violative of law. Thus, some principles discussed in

regulations 29 C.F.R. §§ 4.170 – 4.177 regarding specific interpretations for the fringe

benefit provisions of SCA prevailing wage determinations may not be applicable to

wage determinations issued pursuant to section 4(c). (Similarly, some principles

discussed in 29 C.F.R. § 4.167, regarding wage payments, may also not be applicable

in section 4(c) successorship situations.)

◊ In 29 C.F.R. § 4.163, regulatory guidance is provided specifically concerning

compensation standards, including fringe benefits, under section 4(c) of the SCA.

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

FRINGE BENEFIT REQUIREMENTS –

VACATION BENEFITS

◊ Vacation fringe benefits can be determined from the language of the fringe benefit

provision in the wage determination.

Example:

“One week paid vacation after one year of service with a contractor or

successor.” 29 C.F.R. § 4.173(a). Two factors must be considered for vacation

benefits under this wage determination requirement:

◊◊ The total length of time an employee has been in the employer’s

service, both performing commercial work and performing on the

federal contract, and

◊◊ The total length of time an employee has been employed in any

capacity in the continuous service of any predecessor

contractor(s) who carried out similar contract functions at the

same federal facility.

◊ By requiring prospective contractors who employ the same personnel to provide the

same vacation benefits as an incumbent contractor, equity in bidding is achieved –

otherwise the incumbent contractor would be at a distinct disadvantage when bidding.

Note: Not less than 10 days before contract completion, the incumbent prime

contractor must furnish the contracting officer a list of all service

employees who were on the contractor or subcontractor’s payroll during the

last month of the contract, together with the employees’ anniversary dates

of employment (when employment began with the incumbent as well as

with any predecessor contractors). A copy of this list is provided to the

successor contractor. 29 C.F.R. § 4.6(l)(2).

◊ Vacation need not be paid immediately but must be provided at a mutually agreed

upon time or payment made before the next anniversary date of employment,

termination of employment, or completion of the current contract, whichever

occurs first. 29 C.F.R. § 4.173(c)(2).

◊ If an employee’s rate increases during the period of the contract, the rate applicable to

computation of any required vacation benefits is the hourly rate in effect in the

workweek in which the paid vacation (or the cash equivalent) is provided, unless the

wage determination specifies otherwise. 29 C.F.R. § 4.173(e).

◊ Whether the previous contract was covered by a wage determination is immaterial.

◊ The contractor by whom a person is employed at the time the vacation vests (i.e., the

employee’s anniversary date of employment) is liable for the full fringe benefits. 29

C.F.R. § 4.173(d).

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

◊ There is no accrual or vesting of vacation eligibility before the employee’s anniversary

date and no segment of time smaller than one year need be considered in computing the

employer’s vacation liability, unless specifically provided for in the wage

determination. 29 C.F.R. § 4.173(c)(1).

◊◊ For example, if an employee entitled to one week paid vacation after one year of

service has worked thirteen months for an employer (or one month with a

successor contractor after one year with the predecessor contractor) is separated

without receiving any vacation benefit, he would be entitled to one week of paid

vacation. The employee would not be entitled to the additional fraction of one-

twelfth of one week’s paid vacation for the month he worked in the second year

unless so stated in the applicable wage determination.

Continuous service

◊ If an employee’s total length of service adds up to one year, he/she would be eligible

for one week’s vacation. However, such service must have been rendered continuously

for a period of not less than one year for vacation eligibility. 29 C.F.R. § 4.173(b).

◊◊ The term continuous service does not require the combination of two entirely

separate periods of employment. Whether or not there is a break in continuity

so as to deprive an employee of his or her vacation entitlement is dependent

upon the facts in a particular case.

◊◊◊ The primary consideration in making a determination of “break in

service” is what caused the interruption and why did it occur, not the

length of time of the break.

◊◊◊ In cases where employees have been granted leave with or without pay by

their employer, or are otherwise absent with permission for such reasons

as sickness or injury, or otherwise perform no work because of reasons

beyond their control, there would not be a break in service. (Example of

situation where a break has not occurred - employee absent for five

months due to illness but employed continuously for three years.)

29 C.F.R. § 4.173(b).

◊◊ If an employee quits or is fired for cause, a break in service would have occurred

even if the employee was rehired at a later date. However, a contractor may not

discharge and rehire at a later date in order to evade vacation fringe benefits

requirements. 29 C.F.R. § 4.173(b)(2).

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

FRINGE BENEFIT REQUIREMENTS –

HOLIDAY BENEFITS

◊ An employee’s entitlement to holiday pay vests by working in the workweek in which

the named holiday occurs, or is on paid sick leave or vacation leave. 29 C.F.R.

§§ 4.174(a)(1) – (2).

◊ Unless there is a provision in the wage determination to the contrary, an employee must

receive the holiday fringe benefits even though he/she worked only part of the week in

which the holiday occurred.

◊ An employee need not be paid for a holiday that occurs earlier in the workweek prior to

his/her hiring, provided the holiday does not occur during the first week of the contract.

29 C.F.R. § 4.174(b).

◊ A contractor need not provide holiday pay to any employee who does not perform any

work in the workweek in which the holiday occurred provided that the employer did

not lay off the employee during that workweek to avoid having to pay for the holiday.

29 C.F.R. § 4.174(a)(2).

◊ If the SCA wage determination applicable under a contract does not include a paid

holiday provision for any day declared by the President of the United States to be a

holiday, the contractor is not required to pay covered service employees for that day

off, even if they do not work that day. For example if the building where they work is

closed because of a presidential declaration affecting federal employees on a Friday,

December 26, and the contract wage determination does not indicate that holiday pay is

required for the day, holiday pay would not be required under SCA. Such pay would

be a matter of discretion for the contractor, and contract payments for such time not

worked would be a procurement matter within the purview of the contracting agency.

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

EQUIVALENT BENEFITS

The employer may discharge the obligation to provide specified fringe benefits (including

vacation and holiday pay) by:

◊ Furnishing at least the benefit amount listed on the contract wage determination

for each employee to a third party or trustee, such as for life or health insurance

and/or a pension plan, or by

◊ Furnishing equivalent combinations of bona fide fringe benefits (the types of

fringe benefits may be different for individual workers), or by

◊ Making equivalent payments in cash to the employee. “Equivalent” means equal

in terms of monetary cost to the employer, or by

◊ Providing any combination of bona fide fringe benefits and cash payments

needed to meet the fringe benefit requirements under the contract.

Cash equivalents for fringe benefits 29 C.F.R. § 4.177.

◊ Examples of cash equivalents:

◊◊ If a wage determination requires health and welfare benefits of $3.16 per

hour, that fringe benefit obligation may be discharged by paying the

employee $3.16 per hour in cash in addition to his/her monetary wage, if

separately stated in the employer’s records.

◊◊ If a wage determination requires a successor contractor to pay the fringe

benefits set forth in a collective bargaining agreement which has a health

and welfare benefit of $2.30 per hour, and a pension benefit of $1.50 per

hour, the fringe benefit obligation may be discharged by paying the

employee $3.80 per hour in cash in addition to his/her monetary wage, if

separately stated in the employer’s records.

◊ Cash equivalents for fringe benefits stated in terms other than a cash amount:

◊◊ Where fringe benefits are stated as a weekly or monthly amount, the hourly

cash equivalent can be determined as shown in the following example.

Example: The fringe benefits for pension is $120 per week, the hourly

cash equivalent is $120 divided by 40 hours or $3.00 per hour.

Note: If the fringe benefits do not specify the daily or weekly hours of

work for which fringe benefits are to be measured, a standard 8-

hour day, 40-hour workweek will be applicable.

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

◊◊ Where fringe benefits are specified in terms such as “ten (10) paid holidays

per year” or “one week paid vacation after one year of service,” the

employee’s hourly rate of pay is multiplied by the number of hours making

up the paid vacation or holidays to determine annual cost. (A standard 8-

hour day and 40-hour week will be applicable unless the wage

determination specifies otherwise.) The total annual cost is divided by

2,080 hours (40 hours a week x 52 weeks) to arrive at an hourly cash

equivalent.

Example: The fringe benefit is 10 paid holidays per year.

Employee’s hourly rate is $9.00.

$9.00 x 80 hours (10 days of 8 hours each) = $720.

$720/2,080 hours = $0.346 per hour.

Example: The fringe benefit is one week paid vacation after one year of

service. Employee’s hourly rate is $10.00.

$10.00 x 40 hours = $400.

$400/2,080 hours = $0.19 per hour.

◊◊ Where an employer decides to pay an hourly cash equivalent instead of the

vacation fringe benefit, the cash payments need not commence until the

employee has completed “one year of service.” However, if the employee

should terminate employment before receiving the full cash amount of the

vested fringe benefit due, the employee must be paid the full amount of any

difference remaining as a final cash payment.

Example: An employee became eligible for one week paid vacation on

May 1 and the employer elects to pay the hourly cash equivalent

to the employee in lieu of the paid vacation beginning that date.

The employee terminates his employment on July 1. If the

employee has received only one-sixth (2 of 12 months) of the

vacation to which he/she is entitled, the employee is still due the

remaining five-sixths (10 of 12 months) of the vacation pay

upon termination.

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

DISCHARGING WAGE AND FRINGE BENEFIT OBLIGATIONS

◊◊ A contractor/subcontractor cannot offset an amount of monetary wages paid in

excess of that required by the applicable wage determination in order to satisfy

the fringe benefit obligations of the applicable wage determination. 29 C.F.R.

§ 4.170. In other words, a contractor may not credit wage payments higher than

the applicable minimum monetary wage to satisfy a fringe benefit deficiency, or

vice versa.

◊◊ Thus, in the following example, where a fixed cost per employee H&W fringe

benefit applies, and the contractor provides vacation and holiday benefits the

wage determination specifies, available records show that an individual service

employee is being paid a monetary wage of $11.00 per hour, and the employer

pays $2.41 per hour (up to 40 hours per week) for the employee’s health

insurance, the fringe benefit requirement would not be met:

Wage Determination Contractor has

requires: paid:

Wage $10.25 Wage $11.00

H&W benefits 3.16 H&W benefits 2.41

Total $ 13.41 Total $13.41

◊◊ In this example, the contractor/subcontractor would be in compliance with the

wage requirement of the applicable minimum monetary wage requirement.

However, the fringe benefit requirement would not be met. The cost of the fringe

benefits furnished payment is $.75 below the minimum listed in the wage

determination.

◊◊ As discussed above, the obligation to furnish the specified benefits may be

discharged by furnishing any equivalent combination of fringe benefits, or by

making equivalent or differential payments in cash. Thus, in the example above,

if the contractor/subcontractor met the vacation and holiday benefit requirements,

as listed on the wage determination , and beyond that, only provided health

insurance benefits by contributing an hourly amount of $2.41 for the worker’s

health insurance, the remaining $.75 could be paid as a cash equivalent, or that

amount could have been contributed to provide another benefit such as a 401k

plan, to be in compliance with the applicable fringe benefit obligation of $3.16

H&W benefit required by the wage determination. However, it should be noted

that employer contributions to bona fide fringe benefit plans must be regularly, at

least quarterly.

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

TEMPORARY AND PART-TIME EMPLOYMENT

◊ SCA makes no distinction between temporary, part-time, and full-time employees.

In the absence of an expressed limitation on a wage determination, wage and fringe

benefit requirements apply equally to all such employees. 29 C.F.R. § 4.165(a)(2).

◊ However, part-time employees need only be provided with a proportionate amount of

the vacation and holiday fringe benefits due full-time employees. 29 C.F.R. § 4.176.

Examples:

◊◊ Full-time employees due one week vacation (40 hours). A part-time

employee works a regularly scheduled workweek of 20 hours. The part-

time employee is due 20 hours (20/40 = 1/2) the hours due the full-time

worker’s paid vacation, based on working half the time the full-time

employee works.

◊◊ Full-time employee works an 8 hour day and receives 8 hours pay as a

holiday benefit. A part-time employee works 5 hours per day. The part-

time employee is due 5 hours pay (5/8) as holiday benefit.

◊◊ Holiday or vacation pay obligations to temporary and part-time employees

working an irregular schedule of hours may be discharged by paying such

employees a proportion of the holiday or vacation benefits due full-time

employees based on the number of hours each such employee worked in the

workweek prior to the workweek in which the holiday occurs, or with

respect to vacations, the number of hours which the employee worked in the

year preceding the employee’s anniversary date of employment. 29 C.F.R.

§ 4.176(a)(3).

◊◊ Health and welfare fringe benefits must be paid at the specified amount in

the wage determination for temporary and part-time employees. In general,

the temporary and part-time employees are entitled only to an amount

proportional to the amount of time spent in contract work. 29 C.F.R.

§ 4.176.

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

OVERTIME REQUIREMENTS OF FLSA AND CWHSSA

◊ The SCA does not require overtime pay, but FLSA and/or CWHSSA overtime

pay requirements may apply to SCA contracts. 29 C.F.R. §§ 4.180 and 4.181.

◊ FLSA has the broadest application and contractors/subcontractors performing on

contracts subject to SCA may be required to compensate their non-exempt

employees working on or in connection with SCA-covered contracts for overtime

work pursuant to its overtime pay standards.

◊ CWHSSA applies to any service contract in excess of $100,000 that employs

laborers, mechanics, guards, and watchmen.

◊ CWHSSA applies to laborers, mechanics, guards, and watchmen for the time

spent on covered contract work only (i.e., all time each employee spent working

on covered contracts - excluding all commercial, non-government work).

(Service employees on the contract who are not laborers, mechanics, guards or

watchmen, are not subject to CWHSSA).

◊ FLSA requires the payment of time and one-half the “regular rate of pay” for all

hours worked in excess of 40 hours in a week.

◊ CWHSSA requires the payment of time and one-half the “basic rate of pay” for all

hours worked in excess of 40 hours in a week. The “basic rate of pay” under

CWHSSA is the individual’s straight time hourly rate and can not be less than the

“basic hourly rate” required in an applicable SCA wage determination.

◊ Under the SCA and FLSA, amounts paid as fringe benefits – both contributions

to “bona fide” fringe benefit plans and cash payments made to meet fringe benefit

requirements in the wage determination – are excluded in computing overtime

obligations. This exclusion applies to CWHSSA as well. 29 C.F.R. § 4.177(e)

and 29 C.F.R. § 778.7.

◊For example, for an employee who worked 44 hours on a covered contract as a

janitor, where the wage determination rate for a janitor is $15.00 (basic hourly

rate) plus $3.16 in health and welfare fringe benefits per hour per employee, the

correct computations under SCA and CWHSSA would be:

40 hours x $ 3.16 = $126.40 in fringe benefits

44 hours x $15.00 = $600.00 for prevailing wages

4 hours x $15.00 x ½ = $ 30.00 for CWHSSA O/T earnings

$756.40

Note that a wage determination including the “average cost” benefits would

compute such benefits for all hours worked ($3.16 x 44 = $139.04).

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

◊ If an employee worked in two or more classifications at different rates during a

workweek, the overtime pay may be computed based on the hourly rate in effect

for the hours worked beyond 40 hours in the workweek so long as the employee

agrees. (The contractor’s records must clearly identify the hours worked in the

separate job classifications.) Overtime also may be computed based on the

weekly average rate (or “regular rate”) paid for all hours worked. 29

C.F.R.§§ 778.6, 778.115 and 778.415 – 778.419.

◊ The following examples demonstrate two methods for computing the overtime

premium pay under FLSA and/or CWHSSA for an employee who worked in

different job classifications and at different rates of pay in the same workweek.

◊◊ An employee is hired to perform work on a covered service contract in two

job classifications: painter and electrician. The wage determination rate for

an electrician is $22.00 (basic hourly rate). The wage determination rate for

a painter is $20.00 (basic hourly rate).

Method 1: Computation of the overtime premium based on the “rate in

effect” when the overtime hours were worked. (See section 7(g) of the

FLSA.)

S M T W T F S

Painter hours 8 8 8

Electrician hours 8 8 4

In this example the overtime hours occurred on Saturday. The overtime

premium could be computed based as follows:

½($22.00) x 4 = $44

Method 2: Computation of the overtime premium based on the “regular

rate” for the workweek.

Step 1: Determine the straight time wages due, excluding fringe benefits:

24 hours at the painter’s rate of $20.00 = $480.00

20 hours at the electrician’s rate of $22.00 = 440.00

Total straight time wages = $920.00

Step 2: Calculate the “regular rate”:

$920.00/44 hours worked = $ 20.91 regular rate

Step 3: Compute the overtime premium due:

½($20.91) x 4 overtime hours worked = $41.82

U.S. DEPARTMENT OF LABOR SCA COMPLIANCE

PREVAILING WAGE RESOURCE BOOK 2010 PRINCIPLES

RECORDKEEPING

Basic Payroll Records

The recordkeeping requirements of the SCA are stated in the SCA contract clauses.

29 C.F.R. § 4.6(g). The employer is required to maintain the following records for each

employee subject to the SCA and to make these records available for inspection and/or

transcription on the request of an authorized representative of the Wage and Hour Division

(WHD). These records must be maintained for three years from the completion of the work.

Also, the contractor may be required to provide the basic time and payroll records required

under the FLSA. 29 C.F.R. § 516.2.

◊ Name, address, social security number of each employee.

◊ The correct work classification(s), rate(s) of monetary wages paid and fringe

benefits provided, rate(s) of cash payments in lieu of fringe benefits, and total

daily and weekly compensation paid to each employee.

Note: If the employer chooses to pay a cash equivalent to meet the fringe

benefit requirements of the wage determination, the cash payment

must be clearly identified as fringe benefits in the employer’s records.

29 C.F.R. § 4.170.

◊ The number of daily and weekly hours worked by each employee subject to SCA

requirements.

◊ Any deductions, rebates or refunds from the total daily or weekly compensation

of each employee.

◊ A list of monetary wages and fringe benefits for which wages rates and fringe

benefits have been determined in accordance with the contract clause setting forth

the conformance procedures. 29 C.F.R. § 4.6(b).

◊ The list of a predecessor contractor’s employees furnished to the contractor

pursuant to 29 C.F.R. § 4.6(1)(2).

◊ Relevant records for any service employee(s) covered by a WHD certificate that

allows for the payment of special minimum wages to workers with disabilities

under Section 14 of the FLSA, and for any apprentices registered in an approved

“bona fide” apprenticeship program. SCA: 29 C.F.R. §§4.6(o) – (p); FLSA: 29

C.F.R. Part 525; National Apprenticeship Act: 29 C.F.R. § 29.6.

SCA.2 Tab10SCACompliance

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