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 

California Agencies Responsibility to Monitor for Prevailing Wages
Recently there have been several public agencies that asked me what is the obligation of a Public Agency to monitor and enforce prevailing wage compliance? California Labor Code Section 1726 states that a public agency has an obligation to be cognizant of the prevailing wage compliance on its projects. If items are identified as potentially not meeting prevailing wage requirements, the agency can choose to investigate and enforce (require restitution) or the entire matter can be turned over to the Department of industrial Relations (DIR) for investigation. The DIR has publicly stated that public agencies share in the responsibility to enforce prevailing wage compliance.
For some agencies that means auditing every project, every payroll, every worker of every day. On the other extreme are those agencies who put the prevailing wage information in their contracts, do not collect certified payrolls (CPRs) and do nothing until there is a complaint. Most agencies fall somewhere in the middle with the collecting of CPRs, but maybe not apprenticeship forms, and a review of the CPRs does not occur on a regular basis.
All agencies should know that federal funding requiring Davis Bacon compliance does require that the CPRs be collected, an audit take place and onsite interviews occur. For projects which have California Proposition 84 funding, there are very specific labor compliance tasks which must be performed. Best Practices dictate that all public agencies create a protocol for prevailing wage review and enforcement. That could mean designating an in house employee to collect and review the CPRs or contract that out to a third part, such as CCMI.

Please stop by and see CCMI staff at the following events:
  • Public Works Summit in St. Augustine, Florida - November 13-15  
  • ACWA conference in San Diego, California - December 3-5 
  • AICPA in Nashville, Tennessee - December 5 and 6 (Deborah is speaking on December 5)
  • CSDA Prevailing Wage update for 2020 Webinar January 8th Contact www.csda.net to register
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: I am confused by the per person ratio for apprenticeship for Operating Engineers and Laborers in California. How does that work?
All apprenticeship ratios are 1 hour of apprenticeship time to every 5 hours of journeyman hours worked. There are three exceptions relating to Operating Engineers, Laborers and Teamsters (Southern California only). Operating Engineers has a per person ratio specially approved by the DIR. So, while you must send a DAS-140 for any project which is over $30,000, your requirement to call an apprentice is based on the per person ratio. This per person ratio ONLY applies to equipment operators and not to inspectors or surveyors. Check the DIR website for a copy of the exemption letter and specifics based on the location of the project:
Laborers (Northern and Southern California) and Teamsters (Southern California only) also have a per person ratio. For Laborers, you may have to be union signatory, so check the exemption. It differs from Northern California to Southern California.
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.