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 

  Hernandez v Pacific Bell (California Appellate Court) provides guidance on employee travel time to job sites. A number of years ago the California Labor Commissioner provided that travel to work outside of a worker's normal commute must be paid. That can be easily defined if one works at a single location or office, but this has caused a lot of speculation and various schemes to pay or avoid paying commute time to a jobsite. The Labor Commissioner 's office provided some verbal direction to the public, but has stated that their comments were advisory only and not definitive. The Labor Commissioner said a two hour commute each way could be established as a normal commute for construction projects. CCMI's rule of thumb of 50 miles or 1 hour appears to be a safe commute distance that does not require pay.

Hernandez v Pacific Bell ruled that if an employee voluntarily took a company truck home that the employee's commute to a jobsite is not compensable. The Court also confirmed that if an employee is bringing small or personal tools and supplies that no travel time is required. However, driving equipment or substantial materials to the project still needs to be compensated. 
Please note that on a prevailing wage project, many trades define travel and subsistence compensation based on the jobsite location, number of miles traveled and/or time driving to a jobsite. So, on a public works projects, employers need to check travel and subsistence policies as well as the general rule for commuting to work over long distances.
DIR is promulgating regulations on public contractor regulations
The DIR has published proposed regulations for the operation and enforcement of the requirement that individuals and/or companies must register as a public contractor  before bidding prevailing wage work and is accepting comments through April 2, 2019. Go to the DIR's main page and click on the icon relating to Laws and Regulations for more information. www.dir.ca.gov

Join CCMI at some of our 2019 Training Opportunities

April 3rd, League of California Cities Public Works Officer Institute, San Diego. Deborah Wilder is conducting a session on new changes to laws impacting California Cities focusing on construction and prevailing wage. For more information contact: www.cacities.org/Education-Events/Public-Works-Officers-Institute-Expo 

April 11th, 9 a.m. - 4 p.m. What Every Contractor Should Know About Prevailing Wages, Sacramento. Sponsored by Associated Builders and Contractors of Northern California. Contact www.abcnorcal.org for more information. 
April 14-17. NACE Conference , Wichita, Kansas.  Join CCMI as it exhibits and participates in this national conference for County Engineers.  For more information: www.countyengineers.org  

April 23-24, P3 Water Summit , San Diego. Join CCMI as we exhibit and participate in this event promoting Public Private Partnerships in the construction of water resources. Contact:  www.p3watersummit.com 
May 28-31, LCPtracker Ignite Annual Conference, Huntington Beach, California. Deborah Wilder and Jessica Finau will be conducting several workshops for Public Agencies and Contractors on May 29 and 30. Do not miss out on this great conference. For more information and to register, contact

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!

What's the rule for "on call" pay?   
ANSWER: The California Court of Appeals just published a decision which states:  If a company requires an employee to "check in" even if that is only an email or telephone call, that the employee is to be paid 50% of their regular pay for the on-call time. This is different from the prior rule which stated if the employee had the reasonable freedom to go and do their personal business that no pay for on call time was required. Clearly, if an employee is called to respond, they must be paid for the time they spend for that task.
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.