Public Works Contractors are reminded to register or renew their registration with the California Department of Industrial Relations. Contractors which were registered for 2017/2018 and who fail to renew by July 1 but continue working on public works projects will be subject to late fees and potential penalties. The annual registration fee is $400.
Contractors not currently registered and who will be bidding and performing prevailing wage work after July 1, 2018 can register now for the 2018/2019 fiscal year. Contractors must be registered with DIR before bidding, being awarded, or performing work on public works projects in California.
Any individual or firm which is required to pay prevailing wages is required to be registered as a public works contractor. This includes those performing surveying work, material testing, inspection, trucking, concrete deliveries and temporary service companies who provide workers to prevailing wage contractors.
The Labor Commissioner can assess penalties to public works contractors of up to $10,000, in addition to the registration fee, for failure to register. Awarding agencies are also subject to penalties of $100 a day, up to a maximum of $10,000, for having an unregistered contractor perform work on a public works project.
A contractor that allows an unregistered subcontractor to work on the project is also subject to penalties of $100 a day up to $10,000.
Small Project Exemption Contractors who work exclusively on small projects are not required to register as public works contractors, or file electronic certified payroll reports for those projects. The small project exemption is applied based on the amount of the entire project, not a contractor's subcontracted amount of the project. Small project exemptions apply for all public works projects that do not exceed:
* $25,000 for new construction, alteration, installation, demolition or repair
* $15,000 for maintenance
On projects that qualify for the small project exemption, contractors are still required to pay prevailing wages, maintain certified payroll records on a continuous basis, and provide those records to the Labor Commissioner's Office upon request.