Welcome to our newsletter! You will find important updates and industry related news, along with upcoming speaking events and educational opportunities. Thank you for your interest in CCMI.


Deborah Wilder
CCMI President 

Double Time and Prevailing Wages

Most California prevailing wage determinations list daily overtime at 1.5 times the regular rate of pay after 8 hours a day and double time for all hours worked in excess of 12 hours a day. Recently, CCMI staff was asked what happens after 12 hours a day if the wage determination is silent on daily double-time. Under California Wage Order 16 (covering construction), double time is required when an employee works more than 12 hours in a day.     
 For example: Laborers in Northern California has a footnote requiring 1.5 pay for all hours worked over 8 in one day, but is silent on double-time. If an employee works more than 12 hours in a single day, then California Wage Order 16 will control and mandate double-time be paid.   
Caveat: Those who are union signatory may be able to use their collective bargaining agreement to skip out on paying double-time pay if the wage determination is silent and the collective bargaining agreement addresses the issue of overtime.

Join CCMI at some of our 2019 Training Opportunities

Monday, September 23rd, 8:30am- 3:30pm. Prevailing Wage Seminar
Humboldt Builders' Exchange. Click here for registration information.

Wednesday, October 9th, 9am - 4pm. What Every Contractor Should Know About Prevailing Wages Seminar. ABC Norcal, Livermore. 

Want to schedule your own prevailing wage workshop?
We will customize a workshop or webinar for you and your Agency/Company. Contact us at: info@ccmilcp.com 

You asked, we answered!

QUESTION: What is the rule in California about vacation and holiday?   
Recently, CCMI had a client contact us about the proper calculation of vacation and holiday because a public agency was not allowing any prevailing wage credit for vacation and holiday claimed by the employer. The Agency was stating that the vacation or holiday had to be paid during the course of the project to be claimed as a legitimate fringe benefit. NOT TRUE.
Section 1600 of Title 8 of the California Code of Regulations states in part:
Employer Payments. Includes:
(1) The rate of contribution irrevocably made by a contractor or subcontractor to a trustee or to a third person pursuant to a fund, plan, or program for the benefit of employees, their families and dependents, or retirees;
(2) The rate of costs to the contractor or subcontractor which may be reasonably anticipated in providing benefits to employees, their families and dependents or to retirees pursuant to an enforceable commitment or agreement to carry out a financially responsible plan or program which was communicated in writing to the workers affected; and
(3) The rate of contribution irrevocably made by the contractor or subcontractor for apprenticeship or other training programs authorized by Section 3071 and/or 3093 of the Labor Code.
Item 2 above allows an employer who calculates and hold funds to pay workers for vacation and holiday to claim these amounts as fringe benefits for prevailing wage purposes. Of course, those benefits must be amortized and they cannot be forfeited. This is also the federal Davis Bacon rule.
Note: Nevada prevailing wages does not recognize any fringe benefits which is not made to a third party fund.
Feel free to send your questions to info@ccmilcp.com 

CCMI is not just another firm....

We are not merely a "consulting" firm, but rather a team of individuals who understand the needs of the Public Entity and contractors to "get the project done." Our staff includes retired contractors, auditors, attorneys and industry veterans.