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11 min read

Davis Bacon Act Changes: Contractor Compliance and Debarment

Giant Crane Davis Bacon Act Changes Contractor Debarment Compliance Help

contractors put on notice through the language of § 5.5(e)

Davis-Bacon Act

The Department agrees with the commenters who supported the implementation of the provision as proposed in the NPRM for the Davis Bacon Act (DBA). They argue that the provision, which focuses on prevailing wage rates and worker protections, is not significantly different from the current incorporation and enforcement procedures related to federal construction projects. In their response to comments and concerns raised by various stakeholders about the operation-of-law provision, the Department emphasizes the importance of maintaining fair labor standards and safety regulations in the construction industry.

Regarding the suggestion that the provision does not comply with procedural due process, the Department strongly disagrees. They argue that contractors are already well-informed about the DBRA requirements through the prevailing wage determinations and wage surveys provided by the Hour Division. These wage determinations ensure that workers are paid fair wages for their construction work on federally funded projects.

Furthermore, the Department asserts that the operation-of-law provision will not significantly increase costs to contractors or the government. They explain that this provision will only be invoked in limited cases to prevent wage theft and ensure that contractors comply with the fair wage standards set forth by the DBA. By streamlining the incorporation and enforcement procedures, the Department aims to reduce paperwork and administrative burden for both contractors and the government.

Addressing concerns about the impact of the provision on subcontractors, the Department clarifies that the provision solely applies to prime contractors. Subcontractors working on federal construction projects will be minimally affected. Maintaining the prevailing wage rate provisions, which protect workers from being underpaid, remains a top priority for the Department.

To counter arguments asserting that the provision is not legally permissible, the Department emphasizes that the operation-of-law provision is essential for upholding the intent of the DBA. They highlight the required nature of including contract clauses related to prevailing wage rates and worker protections in federal contracts. By enacting this provision, the Department aims to ensure that federal contractors and construction workers are aware of and abide by these necessary provisions.

Ultimately, the Department's stance is that contractors will have ample notice of the applicability of DBA requirements through the regulation itself and the administrative procedures in place. Contractors are provided with opportunities to challenge wage determinations if they believe they are inaccurate or inappropriate for a specific construction project, safeguarding their rights and interests.

In response to concerns raised by the FTBA and the Wiley Rein partners regarding the interpretation of the Call Henry case, the Department contests the notion that the Call Henry decision exclusively addresses section 4(c) of the SCA. They firmly disagree and assert that the decision is more broadly applicable, supporting their approach to the operation-of-law provision.

Similarly, the Department refutes the Wiley Rein partners' suggestion that the Coutu decision casts doubt on the Department's reference to the Christian doctrine. They argue that the final rule aligns with the Coutu decision while addressing the concerns raised by the court. Drawing on their expertise and legal insights, the Department affirms that the operation-of-law provision is justified, given its ability to alleviate concerns about contractors relying solely on wage determinations and potentially circumventing the Department's review of coverage determinations.

To strengthen their reasoning, the Department cites relevant cases and regulations that support their approach to the operation-of-law provision. By taking into account the interests of the construction industry, workers, and the federal government, the Department aims to ensure fair wages, worker protections, and safety standards across all federally funded construction projects.

Will there be an increase in bid protest litigation

The Department of Wages and Hours addresses concerns raised by commenters regarding the operation-of-law provision of the Davis-Bacon Act. They argue that this provision will not result in more bid protest litigation or expand the authority of the Court of Federal Claims. Additionally, the Department responds to concerns about potential False Claims Act litigation, emphasizing that the scienter requirement of the FCA will limit the number of cases that may arise.

The suggestion of replacing the operation-of-law provision with a post-award procedure, similar to the Service Contract Act regulation, is discussed but ultimately rejected. The Department asserts that the operation-of-law provision will not circumvent the administrative procedures established by contracting agencies and the Department.

Regarding compensation requirements, the Department highlights that the Federal Acquisition Regulation (FAR) will provide the applicable law for direct Federal procurement contracts.

In terms of the applicability date of the final rule, the Department clarifies that parts 3 and 5 generally only apply to contracts entered into after the effective date. They also discuss proposed revisions to conform to the operation-of-law provision and new provisions to clarify the efficacy of clauses and wage determinations when incorporated by reference.

The agency takes additional steps to address proposed changes aimed at ensuring that the requirements are equally applicable to projects with Federal financial assistance and Davis-Bacon Act (DBA) projects. To enhance clarity, amendments are proposed to use the term "correct" instead of "valid" when referring to wage determinations. Additionally, the proposed changes specify that "supplemental agreements" or "change orders" may be utilized to incorporate wage determinations that have been deemed correct after the award of a contract. These modifications aim to streamline the process and ensure compliance with wage determination requirements across all projects.

agencies to take action to correct missing or incorrect wage determinations.

The agency is considering revisions to several sections of the Davis-Bacon Act (DBA) and related acts regulations to ensure consistent enforcement of labor standards and improve clarity for all stakeholders. In particular, there are proposals to address missing or incorrect wage determinations, the suspension of payments or guarantees for non-compliance with specified wage determinations, and the inclusion of contract clauses that were wrongly omitted.

To harmonize the DBA and Related Act debarment regulations, the agency plans to apply the longstanding DBA debarment standard to the Related Acts as well. This includes adopting the DBA's statutory debarment standard, implementing a mandatory 3-year debarment period for Related Act cases, allowing the debarment of "responsible officers" under the Related Acts, clarifying that entities in which debarred entities or individuals have an "interest" may also be debarred, and aligning the regulatory scope of debarment language with that of the DBA.

The agency emphasizes the importance of agencies taking every available step to ensure that workers on covered contracts are paid the prevailing wages intended by Congress. Their proposed revisions aim to promote consistent enforcement of Davis-Bacon labor standards provisions and provide clearer debarment standards and procedures for the regulated community, adjudicators, investigators, and other stakeholders. The adoption of the DBA "disregard of obligations" debarment standard is proposed as the sole debarment standard. These revisions are intended to strengthen worker protections and uphold the integrity of federal construction projects.

Application of the "disregard of obligations" standard to Related Act cases

The agency is suggesting the implementation of the "disregard of obligations" standard in Related Act cases as a means to hold contractors accountable consistently. In support of this proposal, the department cites cases such as P.B.M.C., Inc., Ray Wilson Co., and Jamek Eng'g Servs., Inc., where the "disregard of obligations" standard was successfully applied. Conversely, the department also highlights cases like J.D. Eckman, Inc., A. Vento Constr., and Fontaine Bros., Inc., where the "aggravated or willful" standard was utilized. Wage and Hour contends that the universal application of the "disregard of obligations" standard would enhance compliance, enforcement, consistency, and clarity, ultimately reducing confusion and litigation.

Furthermore, the department delves into the proposed revision of the debarment provisions outlined in the Davis-Bacon and Related Acts regulations. The Department seeks to establish a mandatory 3-year debarment period for both the DBA and Related Acts, while eliminating the option for early removal from the debarment list. The Department asserts that the current regulations breed inconsistency and confusion, whereas the proposed changes would provide clear guidelines and foster consistency. Wage and Hour supports this stance by referring to cases in which debarment for less than 3 years proved inadequate in improving the debarment process or ensuring compliance. Additionally, the Department proposes an amendment to the regulations, explicitly stating that responsible officers of contractors and subcontractors may face debarment if they neglect their obligations towards workers and subcontractors. The agency cites cases where responsible officers were debarred under both the DBA and Related Acts as supporting evidence for this amendment.

proposal to make 3-year debarment required

The Department of Labor has put forth a proposal to revise the debarment provisions of the Davis-Bacon and Related Acts (DBRA) regulations, with an aim to enhance clarity and consistency. Under the proposed changes, a 3-year debarment period would become mandatory for both the DBA and Related Acts, while the provision for early removal from the debarment list would be eliminated. This move is in response to concerns over confusion and inconsistency caused by the current regulations. The Department cites instances where debarment periods of less than 3 years were justified, but argues that this approach has not effectively improved the debarment process or compliance.

Furthermore, the Department seeks to explicitly state in the regulations that responsible officers of contractors and subcontractors may face debarment if they disregard their duties towards workers or subcontractors. In support of this proposal, Wage and Hour points to several cases where responsible officers were debarred under both the DBA and Related Acts. To align the debarment provisions, the Department aims to revise the regulatory language for the Related Acts to mirror that of the DBA.

Although the proposed revisions have received widespread support, with many commentators believing they would enhance clarity and promote adherence to the labor standards outlined in the Davis-Bacon and Related Acts (DBRA), there are dissenting opinions that merit consideration. These individuals question the Department's jurisdiction to modify the debarment criteria for the Related Acts and express apprehension about the potential impact on smaller contractors.

Who are responsible officers and what is a substantial interest?

The agency has reviewed the comments received regarding its proposal to harmonize the Davis Bacon Act (DBA) and Related Act debarment standards. There are concerns raised by some commenters who argue that the proposal lacks clarity and fails to provide sufficient guidance on determining responsible officers or defining a substantial interest in a debarred company. On the other hand, the Department defends the current dual debarment standard, asserting that it is not arbitrary. Additionally, the Department suggests that the higher standard for Related Act debarment may have been chosen to accommodate the limited experience of the regulated community in Related Act work. The Department highlights a court case that supports its authority to debar contractors for willful or aggravated violations of Related Acts.

In support of the proposed changes, the Department argues that they will enhance consistency, effectiveness, and understanding in the enforcement and administration of debarment. The Department provides a historical context for the Related Act debarment provisions, emphasizing the necessity of the proposed changes to align with the objectives of Reorganization Plan No. 14 of 1950. It contends that the "disregard of obligations" standard is not new and stresses that the proposed changes do not represent a radical departure. Instead, they aim to simply expand the application of the long-standing DBA debarment provisions to all DBRA (Davis Bacon Related Acts) debarments. The Department asserts that the "disregard of obligations" standard is unambiguous and assures that the case-by-case approach will be both equitably applied and easily comprehensible for the regulated community.

Wage and Hour proposes that debarment is justified even for first-time violators

The Department emphasizes that contractors bear the responsibility of familiarizing themselves with and adhering to the labor standards outlined in the Davis-Bacon and Related Acts (DBRA) regulations. They argue that even for first-time offenders, debarment is justified. In support of this stance, the Department cites instances where contractors were debarred due to violations of the DBRA. These violations include paying employees below prevailing wages, misclassifying workers, or excluding them from payroll. The Department acknowledges that unintentional violations resulting from negligence may not warrant debarment, but they assert that intentional wrongdoing or gross negligence can be considered a disregard of obligations. "Kickbacks" are highlighted as an illegal practice, and contractors are reminded of the significance of submitting weekly statements detailing wages paid to each worker. The Department provides examples of actions that demonstrate a disregard of obligations, such as neglecting to familiarize oneself with DBRA provisions, failing to maintain accurate records, or omitting DBA provisions in subcontracts. Furthermore, the Department differentiates between violations that signify a disregard of obligations and those that are willful or aggravated.

"disregard of obligations" standard meant to reduce repeat violations by contractors

Wage and Hour is addressing the harmonization of debarment standards for the Davis-Bacon Act (DBA) and the Related Acts by the Department of Labor. The agency highlights the adoption of the "disregard of obligations" standard for debarment under the Related Acts, aligning it with the current standard for the DBA. This change aims to strengthen contractor and subcontractor accountability, as a broader range of actions and inactions will now carry the risk of debarment. The Department asserts its authority to implement this change, referring to the enabling provision in Reorganization Plan No. 14 of 1950 that empowers the Department to establish regulations ensuring consistent enforcement and efficient administration of the DBRA. Wage and Hour also touches upon the historical origins of debarment as an enforcement mechanism, introduced in 1935 to tackle the issue of repeat violators. This update signifies a proactive approach to addressing violations and enhancing compliance in the industry.

DBA's labor standards requirements to apply even when no employment relationship between a contractor and worker

The agency's discussion revolves around two key points. Firstly, they address the Department's decision to codify case law concerning the debarment of "responsible officers" in cases related to the Davis Bacon Act (DBA), and the Department's stance on the debarment of entities in which debarred parties maintain an "interest." Secondly, Wage and Hour emphasizes the importance of upholding the DBA's labor standards requirements, even in situations where there is no direct employment relationship between a contractor and a worker.

In order to provide contractors and responsible officers with fair treatment, the Department has implemented debarment procedures that ensure due process protections. Wage and Hour acknowledges the significance of maintaining clarity regarding the applicability of the DBA's labor standards requirements. They reference relevant case law and emphasize that the DBA covers all workers involved in a project, regardless of their employment labels or lack thereof.

To further consolidate this principle, the agency has proposed regulatory changes. These changes include introducing a definition of "employed" in part 1, as well as providing additional clarification in part 3. Additionally, Wage and Hour suggests replacing references to "employment" in the regulations with terms such as "workers," "laborers and mechanics," or "work."

During the proposal phase, the department received feedback from various sources. The majority of the comments supported the proposed changes and highlighted their potential to address the pervasive issue of employee misclassification as independent contractors. In response to a comment opposing the changes due to concerns about expanded joint employer liability, Wage and Hour clarifies that the intention of the changes is to reinforce an already established principle, rather than expanding joint employer liability.

agency stresses withholding funds from contractors to ensure that workers are paid the prevailing wage and overtime

The agency emphasizes the significance of withholding funds from contractors as a means to ensure that workers receive the prevailing wage and appropriate overtime compensation. Specifically, Wage and Hour cites relevant sections of the Davis-Bacon Act (DBA), Davis-Bacon Related Acts (DBRA), and Contract Work Hours and Safety Standards Act (CWHSSA) that permit withholding. In order to fortify the existing withholding provisions, the department proposes regulatory revisions.

Additionally, Wage and Hour acknowledges the increased utilization of single-purpose LLCs and joint ventures in government contracting over the past few decades. It argues that modifications to the regulations are necessary to enable cross-withholding in these situations and to address an enforcement gap.

The historical context of cross-withholding is explored, highlighting its initial authorization in 1982. To enhance the Department's ability to engage in cross-withholding, changes to the contract clause language are proposed to provide clarity and reinforce enforcement measures.

In response to a comment opposing these changes, the agency clarifies that the expanded prime contractor liability is based on statutory language rather than joint employment considerations.

proposed changes would allow for cross-withholding from contracts held by different legal entities

The Department proposes amendments to the withholding clauses in § 5.5(a)(2) and (b)(3) of the DBRA regulations to strengthen worker protection and ensure payment of the prevailing wage. These changes would permit cross-withholding from contracts held by different legal entities, thereby preventing contractors from evading their responsibility to pay workers fair wages through the use of single-purpose entities or joint ventures. This aligns with established case law supporting the use of cross-withholding in such situations. Additionally, the agency aims to enhance clarity by stipulating that cross-withholding is only appropriate if the withholding provisions are incorporated into the contract.

Wage and Hour acknowledges the support received for the proposed amendments, recognizing their importance in protecting workers and preventing law-abiding contractors from facing unfair competition. In response to criticism against the changes, the agency emphasizes that cross-withholding is authorized by the DBRA itself.

During the public comment period, stakeholders expressed differing opinions on the legality and potential violations associated with cross-withholding. Some argued that legislative action is necessary to clarify the DBRA's stance on this matter. Others raised concerns about potential violations of the "Purpose Statute" and the Anti-Deficiency Act. However, the Department of Labor (DOL) rejects these claims, asserting that the DBRA does not specify the source of withheld funds and that cross-withholding is in line with the common-law principle of "offset." The DOL further supports its position with relevant case law.

Some commenters also highlighted due process concerns and suggested that withholding should not occur until the Administrative Review Board (ARB) reviews and approves the proposed action. However, the DOL disagrees, asserting that cross-withholding does not contravene any statutes governing the use of appropriated funds.

Addressing potential objections, the agency refutes claims that cross-withholding violates the Anti-Deficiency Act, the Purpose Statute, or the "anti-augmentation principle." Wage and Hour contends that cross-withholding is lawful and involves no impermissible transfer or augmentation. Furthermore, the agency affirms that the withholding process adequately upholds due process rights for contractors.

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