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 

New changes Coming for 2020

To all of CCMI's clients and contractors let me wish you all a Merry Christmas and a Bright Holiday Season. With the new year, 2020 will bring with it new changes to the laws and regulations relating to prevailing wages. First, whatever state you live in, many of the new laws go into effect on January 1 of each year. So, be sure to check with your local construction trade association or State Department of Labor. Some states call it the Bureau of Labor and Industry, some call it the Department of Industrial Relations and some just call it the State's own Department of Labor.  
For California, the state minimum wage goes up for employers with 26 or more workers, to $13 an hour. For employers with 25 or less employees, the minimum wage rate will go to $12.00. Please be aware that many cities are imposing "living wages" which are a higher minimum wage for workers performing work within those City limits.
The California legislature clarified that all preconstruction surveying, inspection work and material testing is also covered by prevailing wages. This includes planning and design work, even if no project is ever built.
  • CSDA Prevailing Wage update for 2020 Webinar January 8th Contact www.csda.net to register
  • May 16-19, 2020 LCPtracker Ignite Conference San Diego.   www.lcptracker.com 
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: How come it seems that union contractors have different rules relating to prevailing wage than non union or open shop contractors?
Public works requiring prevailing wages has long been safe bastion for union contractors to compete evenly with non union or open shop employers. The establishment of a set wage and benefit package puts union and open shop contractors on similar footing. However, sometimes the unions are able to convince the legislature to provide little concessions while not providing those same concessions to open shop contractors. 
For example: In California, a contractor working on a project that has a PLA (Project Labor Agreement ) does not have to file their eCPRs with the Department of Industrial Relations.  Or, if during collective bargaining, the allocation between wages and benefits change, the union is allowed to comply with the Union agreement so long as the total amount of wages and benefits are not below the state prevailing wage rate.
However, when the State or federal wage determination requires more be paid in wages and benefits, the union contractors must comply. For example: a union agreement may allow its workers to work 4- 10 hour days at straight time. However, California Labor code requires overtime be paid over 8 hours a day on prevailing wage projects. In that instance, the union contractor would need to pay overtime after 8 hours in a day.
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.