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Enacted during the Great Depression, the Davis-Bacon Act of 1931 emerged as a groundbreaking federal law aimed at protecting the rights and welfare of construction workers engaged in public projects. Named after its primary sponsors, Senator James J. Davis and Representative Robert L. Bacon, the act seeks to level the playing field in the construction industry by establishing prevailing wage requirements for workers on federally funded construction contracts.
At its core, the Davis-Bacon Act guarantees that laborers, mechanics, and other workers employed on these projects receive fair and reasonable wages commensurate with the prevailing rates in the local area. By ensuring a minimum wage floor, the act aims to prevent contractors from undercutting wages to secure public contracts, thereby fostering fair competition and promoting higher labor standards in the construction sector.
Moreover, the Davis-Bacon Act extends beyond wage protections. It also encompasses fringe benefits, such as health insurance, retirement plans, and paid leave, which contribute to the overall economic well-being of workers. By upholding workers' rights and establishing fair compensation standards, the Davis-Bacon Act plays a pivotal role in supporting a skilled and motivated workforce, fostering productivity, and delivering successful public construction projects.
The Davis-Bacon Act provides coverage for a wide range of individuals involved in public construction projects. It goes beyond just workers directly employed on federal construction contracts and includes both general contractors and subcontractors. This means that individuals in various roles, such as construction workers, laborers, mechanics, skilled craftsmen, and other professionals contributing their specialized skills to public infrastructure development, are protected under the act.
One important aspect to note is that the Davis-Bacon Act doesn't limit its protections to U.S. citizens. It recognizes the valuable contributions of legally authorized foreign workers who also contribute their skills to federal construction projects. This inclusion of foreign workers highlights the act's commitment to fairness and equality, ensuring that all workers, regardless of their nationality, are entitled to the rights and benefits provided by the Davis-Bacon Act.
By encompassing such a diverse range of workers, the Davis-Bacon Act promotes diversity and inclusivity within the construction industry. It acknowledges the vital role played by workers from different backgrounds and nationalities in the development of national infrastructure projects. Moreover, the act ensures that fair labor standards apply universally, addressing issues such as fair wages, safe working conditions, and other worker protections for all individuals involved in federal construction projects.
In summary, the Davis-Bacon Act's coverage extends to a broad spectrum of workers, including general contractors, subcontractors, construction workers, laborers, mechanics, skilled craftsmen, and legally authorized foreign workers. This inclusive approach highlights the act's commitment to diversity, fairness, and equal treatment for all workers in the construction industry. By providing these comprehensive protections, the Davis-Bacon Act ensures that national infrastructure projects are built upon a foundation of respect, inclusivity, and fair labor practices.
The Davis-Bacon Act, a federal law enacted in 1931, serves as a crucial piece of legislation in ensuring fair wages for workers employed on federally funded construction projects. The Act mandates that contractors and subcontractors must pay their laborers and mechanics the prevailing wage rates established by the Department of Labor. This measure aims to protect workers from being underpaid and prevent unfair wage competition among contractors.
Under the Davis-Bacon Act, the prevailing wage rates are determined by the Secretary of Labor based on surveys conducted in the local area where the construction project takes place. These surveys consider the wages paid to workers in similar trades and occupations within the locality. By setting these wage standards, the Act aims to maintain fair compensation for construction workers and promote a level playing field for contractors bidding on federal projects.
The Act covers a wide range of construction work, including buildings, highways, bridges, and other public works projects. It applies to contracts with the federal government exceeding $2,000, as well as contracts for the construction, alteration, or repair of public buildings or public works financed in whole or in part by federal funds. The Davis-Bacon Act also extends its provisions to subcontractors performing work on covered contracts, ensuring that fair wages are maintained throughout the entire construction process.
In addition to the prevailing wage requirement, the Act also sets standards for overtime pay, fringe benefits, and record-keeping. Contractors and subcontractors are required to pay overtime wages at a rate of one and a half times the basic hourly rate for hours worked beyond 40 hours in a workweek. They must also provide certain fringe benefits, such as health insurance, pension plans, and vacation pay, in accordance with the prevailing practices in the industry. To ensure compliance, contractors and subcontractors must maintain accurate records of the wages paid, the hours worked, and the fringe benefits provided to their employees.
The Davis-Bacon Act represents a crucial step in safeguarding the rights and welfare of construction workers involved in federally funded projects. By ensuring fair wages and promoting a competitive environment within the construction industry, the Act contributes to the economic stability of workers and prevents the exploitation of labor. Furthermore, it plays a vital role in maintaining the quality and integrity of public infrastructure projects throughout the United States.
The enforcement of the Davis-Bacon Act is carried out by the Wage and Hour Division (WHD) of the Department of Labor. WHD conducts regular investigations and audits to ensure that contractors and subcontractors are complying with the Act's provisions. Violations of the Act can result in penalties, contract termination, and debarment from future government contracts.
In conclusion, the Davis-Bacon Act stands as a pillar of protection for workers in the construction industry. Its prevailing wage requirement ensures that laborers and mechanics receive fair compensation for their work on federally funded projects. This legislation not only supports the well-being of workers but also upholds the integrity and quality of public infrastructure. By adhering to the principles set forth by the Davis-Bacon Act, contractors and subcontractors contribute to a more equitable and prosperous construction industry.
Prevailing wage laws, such as the Davis-Bacon Act, have long been a topic of discussion when it comes to their impact on public construction projects. This ongoing debate revolves around the potential benefits and limitations of these laws and how they affect various stakeholders in the construction industry.
Advocates of prevailing wage laws emphasize their role in promoting fair compensation and protecting workers' rights. The Davis-Bacon Act, for example, ensures that workers on federally funded construction projects receive wages that are in line with prevailing rates in their local area. By setting minimum wage thresholds based on prevailing rates, these laws prevent workers from being underpaid or exploited. This, in turn, contributes to a motivated and skilled workforce, which ultimately leads to increased efficiency, productivity, and high-quality construction outcomes.
On the other hand, opponents argue that prevailing wage laws can have negative consequences, particularly in terms of project costs and contractor competition. They suggest that market-driven wages, determined by supply and demand forces, would naturally lead to greater cost efficiency and foster competition among contractors vying for public construction contracts.
While both perspectives present valid points, it is crucial to recognize that the impacts of prevailing wage laws may vary based on several factors. For instance, project size, location, and specific labor market conditions can all influence the effects of these laws on construction projects. A nuanced analysis that takes into account these contextual factors is necessary to evaluate the potential benefits and limitations of prevailing wage laws in public construction.
When considering the size of a project, prevailing wage laws may have differing effects. For larger-scale projects, where labor costs make up a significant portion of the overall budget, complying with prevailing wage requirements could potentially increase project costs. However, proponents argue that this increase in upfront labor expenses is offset by the long-term benefits of having a skilled and motivated workforce, resulting in higher construction quality and reduced maintenance costs.
Geographical location is another crucial factor that can shape the impact of prevailing wage laws on construction projects. Prevailing wage rates can vary significantly from one region to another, reflecting differences in living costs, labor market conditions, and economic factors. As a result, complying with these rates in certain areas may have a more substantial impact on project costs than in others.
Labor market conditions, including the availability of skilled workers and labor supply and demand dynamics, also play a role in determining the effects of prevailing wage laws. In areas with a tight labor market and high demand for construction workers, prevailing wage requirements may have less impact on competition and project costs. Conversely, in regions with a larger pool of available workers and lower labor demand, complying with prevailing wage rates may limit competition and potentially increase project costs.
In summary, the impact of prevailing wage laws, such as the Davis-Bacon Act, on public construction projects is a complex and multifaceted issue that requires careful consideration of various contextual factors. While advocates highlight the benefits of fair compensation and worker protection, opponents raise concerns regarding project costs and contractor competition. Ultimately, a nuanced analysis that takes into account project size, location, and labor market conditions is necessary to fully understand the potential effects of prevailing wage laws in the construction industry.
The effective date of the final rule relating to the Davis-Bacon Act varies and is determined by the federal agency overseeing the specific construction project. Once implemented, contractors and subcontractors involved in federally funded projects must adhere to the prevailing wage rates and fringe benefits set by the U.S. Department of Labor.
Adhering to the final rule ensures that workers on these projects receive fair compensation in line with established wage standards. Failing to comply with the final rule can lead to penalties, contract termination, or potential legal consequences for labor violations.
The effective date signifies the start of rigorous enforcement efforts to ensure compliance with prevailing wage requirements under the Davis-Bacon Act. Contractors and subcontractors must promptly adjust their practices to meet wage obligations and provide specified fringe benefits throughout the project's duration.
It is important to understand that the Davis-Bacon Act is a dynamic legislation subject to amendments and modifications as needed to address evolving labor market conditions, economic factors, or legislative updates. Contractors and subcontractors should stay informed about any potential revisions to the law to maintain compliance.
Participating in the LIHTCs program introduces various risks and regulatory challenges that demand careful attention. Key issues to navigate include:
1. Complexity of tax regulations: Compliance with the LIHTCs program requires a thorough understanding of complex tax laws and regulations. Developers must accurately calculate eligible costs, claim appropriate tax credits, and navigate intricate reporting requirements. Non-compliance can result in financial penalties, disqualification from the program, or unfavorable audit outcomes.
2. Monitoring and reporting obligations: Participants in the LIHTCs program must diligently adhere to monitoring and reporting obligations throughout the credit period. Timely and accurate record-keeping, as well as submission of mandatory reports, is essential to demonstrate compliance and eligibility for tax credits.
3. Rent affordability and income restrictions: Developers are responsible for ensuring that rental units within LIHTCs projects maintain rent affordability criteria and comply with tenant income restrictions throughout the credit period. Deviation from these guidelines may result in non-compliance and potential recapture of tax credits.
4. State-specific regulations: Each state administers its own LIHTCs program, introducing additional complexity due to state-specific rules and regulations. Developers must navigate and comply with these unique requirements in addition to federal regulations.
Navigating these risks and regulatory challenges associated with the LIHTCs program demands valuable legal guidance. An experienced attorney can provide the necessary support to understand compliance obligations, implement effective monitoring mechanisms, and mitigate potential legal liabilities.
In summary, effectively navigating the intricacies of the Davis-Bacon Act and the LIHTCs program requires a thorough understanding of applicable laws, regulations, and nuances specific to each project. Seeking legal guidance from an experienced attorney ensures diligent compliance and mitigation of potential risks. By partnering with knowledgeable legal professionals, businesses and developers can successfully navigate the Davis-Bacon Act and the LIHTCs program, fostering fair labor standards and advancing affordable housing endeavors.
The Davis-Bacon Act sets forth a variety of reporting and certification obligations to guarantee adherence. Each week, contractors and subcontractors are mandated to present certified payroll reports, as underscored by the case of Mands Constr. Co. v. Domus, Inc., 2015 Phila. Ct. Com. Pl. LEXIS 18. Additionally, it is required that payroll documentation for all applicable employers be delivered to the director no later than thirty days following a request, as specified in Mille Lacs Band of Ojibwe Code, Title 15 § 1041. Moreover, contractors are tasked with generating and maintaining a certified payroll record that accurately catalogs the names of all employees, alongside the hours they've worked and their respective rates of pay on a weekly basis, as demonstrated in United States v. Estepa, 998 F.3d 898.
Besides submitting payroll reports, contractors and subcontractors are also tasked with adhering to additional provisions of the Davis-Bacon Act. This includes prominently displaying the Davis-Bacon poster and the specific wage determinations. Moreover, they are obligated to conduct weekly interviews with employees of subcontractors. These interviews are crucial for verifying that the hours worked, along with the wages and benefits provided, align with what's documented on the certified payrolls, as detailed in ¶ 10.13 Labor Wage and Benefit Requirements (Fair Labor Standards Provisions) and Other Labor-Related Issues.
Additionally, it's imperative for contractors and subcontractors to guarantee that every apprentice is enrolled in a recognized apprenticeship program and compensated according to the wages and benefits stipulated within that program. They must also monitor and maintain the apprentice-to-journeyman ratio as per the guidelines set forth in the apprenticeship agreement or the apprentice wage determination, as outlined in ¶ 10.13 Labor Wage and Benefit Requirements (Fair Labor Standards Provisions) and Other Labor-Related Issues.
When subcontractors fail to pay the correct wages, it's the responsibility of the contractors to halt payments to them until these discrepancies are resolved, as highlighted in section 10.13 of the Labor Wage and Benefit Requirements and Other Labor-Related Issues. Furthermore, should contractors compensate their workforce below the established local prevailing wage, the relevant contracting authority is authorized to retain the difference, ensuring employees receive their rightful earnings, as evidenced in the case of United States v. Estepa, 998 F.3d 898.
Moreover, to facilitate payment, both contractors and subcontractors are obliged to affirm their adherence to the mandates of the Davis-Bacon Act through certification. Submitting a certified payroll report that is knowingly false is considered a serious offense, with legal implications including felony charges. This standard of accountability and compliance is uniformly applicable to subcontractors, reinforcing the integrity of labor practices across all levels of construction projects, as underscored by the case United States v. Estepa, 998 F.3d 898 and United States ex rel. United Union of Roofers Local No. 11 v. City of Chicago, 2014 U.S. Dist. LEXIS 160857.
The Davis-Bacon Act mandates that contractors and subcontractors engaged in federal construction projects must ensure that their employees receive the prevailing wages for their specific job roles, as stipulated by the Secretary of Labor. Demonstrating adherence to this regulation necessitates that contractors and subcontractors faithfully submit weekly payroll documentation to the Department of Labor, detailing the pay and hours of employees covered under this act, as outlined in § 5.5 of Contract provisions and related matters.
To facilitate compliance with these requirements, a wealth of resources is readily available. Notably, the Department of Labor has rolled out an extensive FAQ section addressing Worker Protections in the realm of Construction as it relates to the Bipartisan Infrastructure Law. Additionally, employers can reference Fact Sheet #66A: Bipartisan Infrastructure Law, a resource specifically designed to distill the essentials of the Davis-Bacon Act into easily digestible guidance for employers.
Additionally, a collection of informative videos is on hand to guide you through the Department of Labor's updated rules on the Davis-Bacon Act. This includes the insightful "Current Awareness: Davis-Bacon Act Regulatory Developments Video," alongside a comprehensive three-part series aimed at helping employers navigate wage and hour disputes under the Davis-Bacon Act, titled "Davis-Bacon Act: Key Guidance for Employers."
Furthermore, a variety of documents and checklists have been made available to assist with adherence to the Act. Noteworthy among these resources is the "Davis-Bacon Act Compliance Checklist," directly obtainable from the Department of Labor. For those seeking a deeper understanding, the treatise "Government Contracts: Law, Admin & Proc § 45.50, 'Davis-Bacon Act'" offers an in-depth analysis, serving as essential reading for employers seeking to grasp the finer details of the Davis-Bacon Act.
Finally, to maintain adherence to the Davis-Bacon Act within the construction sector, a series of strategic steps are advised. These strategies encompass appointing dedicated compliance officers, embedding specific verbiage in bidding documents, mandating subcontractors to endorse a Statement of Acknowledgement, incorporating labor standard provisions in subcontract agreements, delivering targeted training sessions, displaying wage determination charts prominently, setting up a confidential channel for violation reports, conducting thorough weekly audits of subcontractors' certified payroll records, verifying that apprentices are duly registered and compensated fairly, engaging in regular interviews with subcontractor staff, and enforcing payment suspensions to subcontractors in instances of wage discrepancies until such issues are resolved. These guidelines are part of ¶ 10.13 Labor Wage and Benefit Requirements (Fair Labor Standards Provisions) and Other Labor-Related Measures, ensuring a robust framework for compliance.
Failing to adhere to the Davis-Bacon Act carries significant repercussions. A key consequence includes the government's right to retain portions of the contractor's due payments, ensuring workers are compensated the shortfall between their actual wages and the mandated rates, as highlighted in the case of United States ex rel. IBEW Local Union No. 98 v. Farfield Co., 5 F.4th 315.
Beyond the retention of payments, non-compliance may also lead to the abrupt termination of the contract and the imposition of liquidated damages. In such instances, contractors are liable for any additional expenses the government faces to fulfill the contract, as detailed in section 10.13, covering Labor Wage and Benefit Requirements (Fair Labor Standards Provisions) and Other Labor-Related Issues.
Debarment emerges as another grave consequence. Contractors who neglect their responsibilities under the Davis-Bacon Act towards their employees or subcontractors face a prohibition from participating in federal contracts for a span of three years, as evidenced in United States ex rel. IBEW Local Union No. 98 v. Farfield Co., 5 F.4th 315. This significant restriction can be initiated by either the contracting agency or the Department of Labor, who then recommend action to the Comptroller General under § 12.02 of The Davis-Bacon Act.
Moreover, contractors are at risk of both criminal and civil actions under the False Claims Act. An increasing number of court cases involve claims against contractors and subcontractors for not adhering to the Davis-Bacon Act, invoking the False Claims Act as the basis for legal action, as outlined in § 12.02 of The Davis-Bacon Act.
In addition, contractors could be held accountable under the False Statements Act, or face criminal charges under various other laws, including those related to wire fraud as per the Wage Rate Requirements (Construction) Statute (Government Contracts).
Additionally, non-compliance with the Davis-Bacon Act may result in suspension. Through a formal notice, the government has the authority to halt the contractor's ongoing work or specific parts thereof if there's a discovered lapse in paying the mandated wages, as demonstrated in the case of United States ex rel. IBEW Local Union No. 98 v. Farfield Co., 5 F.4th 315.
Under the Davis-Bacon Act, contractors engaged in federally funded construction projects are mandated to provide their workforce with minimum wages. These wages are not arbitrary figures but are carefully determined by the U.S. Department of Labor. The calculation is based on the prevailing wages for similar roles in the same geographic area of the state where the project is located, as illustrated in the case of United States ex rel. IBEW Local Union No. 98 v. Farfield Co., 5 F.4th 315. Every contract worth more than $2,000, involving the Federal Government or the District of Columbia, and pertaining to construction, modification, or repair work, must explicitly specify these minimum wage rates for different categories of workers. These specified rates are reflective of the prevailing wages determined by the Secretary of Labor for similar jobs in the project's locale as per § 3142. Rate of wages for laborers and mechanics.
In the process of establishing what constitutes a prevailing wage, the Administrator has the discretion to consider varying wage rates within the same job category as equivalent, provided the rates are functionally comparable. If there's a notable lack of wage survey data for a particular job classification frequently subject to conformance requests, the Administrator has the authority to officially list such a classification alongside its respective wage and fringe benefit rates in the wage determination documents. Moreover, in specific situations, the Administrator is empowered to finalize wage determinations by either directly adopting or suitably adjusting prevailing wage rates that have been established for public construction projects by State and/or local authorities, as outlined in § 1.3 Obtaining and compiling wage rate information.
Compliance with the Davis-Bacon Act necessitates that contractors and subcontractors adhere to several critical requirements designed to ensure fair labor practices on federally funded construction projects. A cornerstone of compliance is the submission of certified payroll reports. These reports, which must be provided weekly, detail the wages paid to each employee, the hours worked, and any fringe benefits received. Additionally, contractors are required to maintain comprehensive and accurate records of these payments and working hours, ensuring transparency and accountability.
Moreover, the Davis-Bacon Act mandates that wage determinations and other pertinent labor law information be conspicuously posted at the job site. This ensures that all workers are aware of their rights and the prevailing wage rates applicable to their roles. Contractors must also conduct periodic interviews with workers to verify that the wages and benefits reported in the payrolls align with the actual amounts received. This diligent adherence to reporting, record-keeping, and transparency forms the bedrock of Davis-Bacon Act compliance, safeguarding workers' rights and promoting fair labor standards.
The terms "prevailing wage" and "Davis-Bacon" are often used interchangeably in discussions about labor standards on federally funded construction projects, but they represent distinct yet interconnected concepts within the realm of wage regulation.
The prevailing wage refers to the standard hourly wage, benefits, and overtime that the majority of workers within a specific locality earn for a given type of work. This wage rate is determined by the U.S. Department of Labor through surveys and assessments of the local labor market. The prevailing wage encompasses not only the base hourly pay but also includes fringe benefits such as health insurance, retirement plans, and paid leave. It serves as a benchmark to ensure that workers receive compensation comparable to what is typically paid in their region for similar work.
On the other hand, the Davis-Bacon Act requires contractors and subcontractors working on these projects to pay their laborers and mechanics no less than the locally prevailing wages and benefits for corresponding work on similar projects in the area. The Davis-Bacon Act applies to contracts exceeding $2,000 and aims to standardize wages across federally funded construction projects, thereby preventing wage undercutting and fostering fair competition.
In essence, while the prevailing wage is a concept that establishes the wage standard for specific types of work within a locality, the Davis-Bacon Act is the legislative framework that enforces the payment of these prevailing wages on federally funded construction projects. By intertwining these elements, the Act ensures that workers are fairly compensated, maintaining equitable labor standards and promoting quality in public infrastructure development.
The prevailing wages under the Davis-Bacon Act are determined through a meticulous process overseen by the U.S. Department of Labor. This process involves conducting comprehensive wage surveys in the local area where the construction project is taking place. These surveys gather data on the wages and benefits paid to workers in similar trades and occupations within the same geographical region. By analyzing this data, the Department of Labor establishes wage rates that reflect the average or prevailing compensation for each job classification.
The objective of this process is to ensure that workers on federally funded projects receive wages that are commensurate with those earned by their peers in the local labor market. This not only prevents wage undercutting but also fosters fair competition among contractors. The established prevailing wage rates are then incorporated into federal contracts, ensuring that all workers involved in public construction projects receive equitable compensation for their labor.
The Davis-Bacon Act applies to a broad range of construction projects that are federally funded or assisted. This includes the construction, alteration, or repair of public buildings, highways, bridges, and other infrastructure projects. Specifically, any contract exceeding $2,000 that involves the federal government or the District of Columbia falls under the purview of the Davis-Bacon Act.
Examples of covered projects include the construction of government office buildings, the renovation of public schools, the repair of federal highways, and the development of public parks and recreational facilities. The Act ensures that workers on these projects are paid prevailing wages, thereby promoting fair labor practices and fostering a competitive and equitable construction industry.
While the Davis-Bacon Act broadly applies to many federally funded construction projects, certain exemptions and exceptions exist. For instance, the Act does not cover projects that are purely state or locally funded without any federal assistance. Additionally, contracts that fall below the $2,000 threshold are exempt from the prevailing wage requirements.
There are also specific exemptions for apprentices and trainees who are enrolled in bona fide apprenticeship or training programs registered with the Department of Labor or recognized state agencies. These individuals may be paid less than the prevailing wage rates, provided that they are compensated according to the standards established by their respective programs.
Understanding these exemptions and exceptions is crucial for contractors and subcontractors to ensure compliance with the Davis-Bacon Act while accurately compensating their workforce.
The Wage and Hour Division (WHD) of the U.S. Department of Labor plays a pivotal role in enforcing the Davis-Bacon Act. The WHD is responsible for conducting investigations and audits to ensure that contractors and subcontractors are complying with the Act’s provisions. This includes reviewing payroll records, interviewing workers, and inspecting work sites to verify that prevailing wages and benefits are being properly administered.
The WHD also provides guidance and resources to help employers understand their obligations under the Act. When violations are detected, the WHD can impose penalties, including requiring back payments to workers, fines, and even debarment from future federal contracts. The WHD’s enforcement efforts are crucial in upholding the integrity of the Davis-Bacon Act and ensuring that workers on federally funded projects receive fair compensation.
Employers can ensure compliance with the Davis-Bacon Act by implementing several best practices and strategies. Firstly, they should establish a robust payroll system that accurately tracks hours worked and wages paid. This includes maintaining detailed records and submitting certified payroll reports weekly.
Employers should also stay informed about the prevailing wage rates for their local area and ensure that these rates are incorporated into all contracts and subcontracts. Posting wage determinations at the job site and conducting regular interviews with employees can help verify compliance.
Training programs for management and staff on Davis-Bacon Act requirements are also beneficial. Additionally, appointing a compliance officer to oversee adherence to the Act and conducting regular internal audits can further ensure that all labor standards are met.
By taking these proactive steps, employers can maintain compliance with the Davis-Bacon Act and uphold fair labor practices on federally funded construction projects.
As the firm’s leader, Joe manages, directs, consults, and acts as an advisor to his practice group leaders Joe’s areas of specialty include government procurement and international business transactions.
Along with leading the Government Contracting practice area, Tim manages labor and employment cases for the firm. He centers his practice in the Health and Safety sector, defending clients against MSHA and OSHA regulatory enforcement actions.
Dilyn spent 14 years as a Staff Officer with the United States Department of Defense. She has extensive experience with investigations involving the Department of Defense, Department of Justice, United States Federal Bureau of Investigations, Department of Commerce, and Department of State. Dilyn brings a wealth of experience in trade law, trade compliance, and government and defense contracting.
With more than 35 years of professional legal experience, Anne brings a broad range of knowledge on intellectual property (IP), government contracts, and patent law. She knows the intricacies of federal procurement actions, from requesting proposals and evaluating offers/bids from contractors to administering contracts and negotiating dispute settlements with contractors, giving her a unique insight into the government contracts world.
Jon counsels and represents government contractors in healthcare, construction, manufacturing, defense, information technology, and service industries. He specializes in representation in both pre-contract and contract-administration phases.
Josh helps clients successfully navigate the complex and ever-changing landscape of government contracting. He advises clients on compliance with government regulations, helps them navigate the contracting process, and negotiates contracts. Additionally, he represents clients in disputes, such as bid protests, claims, and appeals.
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