Prevailing Wage Laws Sample Clauses
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Prevailing Wage Laws. State prevailing wage laws establish minimum wages for different types of skilled construction workers on taxpayer-funded and taxpayer-subsidized projects, based on wages, benefits, and workforce training investments that are paid for similar work in the local area where the projects are to be completed. By preventing public bodies from awarding bids to contractors that pay less than the privately negotiated local market rate, prevailing wage laws promote a level playing field for local businesses and ensure that more workers can afford to live in the communities where they are building public works projects. The ▇▇▇▇▇-▇▇▇▇▇ Act of 1931 establishes prevailing wages on federally funded and assisted construction projects. Additionally, 29 states plus the District of Columbia have prevailing wage laws, including Michigan—which reinstated its law in March 2023 and became effective in February 2024 (WHD, 2024; ▇▇▇▇▇▇, 2023; Fox 2 Detroit, 2023). Reflecting local market-based standards of compensation and craftsmanship bolsters the system of registered apprenticeship. Construction apprenticeship enrollments are 8 percent higher in states with prevailing wage laws (▇▇▇▇▇▇▇▇▇, 2005). The result is that construction worker productivity is higher and on- the-job injuries and fatalities are lower in states with prevailing wage laws (Philips, 2014; ▇▇ et al., 2019; ▇▇▇▇▇, ▇▇▇▇▇, & ▇▇▇▇▇▇▇▇, 2023). Economic research has found that prevailing wage laws create a level playing field for contractors and have no effect on overall bid competition (▇▇▇▇▇▇▇▇ & ▇▇▇▇▇▇, 2022). There have been five peer-reviewed studies since 2000 that examine the effect of prevailing wage laws on overall bid competition, and all five conclude that they do not reduce the number of bidders on public projects. This includes an examination of nearly 600 bids on public works projects in five northern California cities, an evaluation of about 500 bids on highway construction projects in Colorado, a study of nearly 700 bids on school construction projects in Ohio, an analysis of almost 300 bids on school construction projects in Nevada, an investigation of nearly 3,500 bids on state and federal highway projects in Kentucky, and a study of over 600 subcontractor bids for public schools built within the Minneapolis-St. ▇▇▇▇ metropolitan area in Minnesota (▇▇▇, ▇▇▇-▇▇▇▇▇, & ▇▇▇▇▇▇▇, 2012; ▇▇▇▇▇▇, 2015; ▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇ & ▇▇▇▇▇▇, 2020; ▇▇▇▇▇▇ & ▇▇▇▇▇▇▇▇, 2020; ▇▇▇▇▇▇, ▇▇▇▇▇▇▇, & ▇▇▇▇▇, 2022; ▇▇▇▇▇▇, Case, ...
Prevailing Wage Laws. Developer shall carry out the construction of the Improvements and the overall development of the Agency Parcels in conformity with all applicable federal, state and local labor laws and regulations, including, without limitation, as applicable, the requirements to pay prevailing wages under federal law (the ▇▇▇▇▇-▇▇▇▇▇ Act, 40 U.S.C. Section 3141, et eq., and the regulations promulgated thereunder set forth at 29 CFR Part 1 (collectively, “▇▇▇▇▇-▇▇▇▇▇”)) and California law (Labor Code Section 1720, et eq.). The parties acknowledge that selling the Agency Parcels for the Purchase Price will trigger a requirement to pay prevailing wages and comply with applicable state and federal prevailing wage laws and regulations. Developer shall be solely responsible, expressly or impliedly, for determining and effectuating compliance with all applicable federal, state and local public works requirements, prevailing wage laws, labor laws and standards, and the Agency makes no representation, either legally and/or financially, as to the applicability or non-applicability of any federal, state and local laws to the Project or part thereof, either onsite or offsite. Developer expressly, knowingly and voluntarily acknowledges and agrees that Agency has not previously represented to Developer or to any representative, agent or Affiliate of Developer, or its Contractor or any subcontractor(s) for the construction or development of the Project, in writing or otherwise, in a call for bids or otherwise, that the work and construction undertaken pursuant to this Agreement is (or is not) a “public work,” as defined in Section 1720 of the Labor Code or under ▇▇▇▇▇-▇▇▇▇▇. Developer knowingly and voluntarily agrees that Developer shall have the obligation to provide any and all disclosures or identifications as required by Labor Code Section1781 and/or by ▇▇▇▇▇-▇▇▇▇▇, as the same may be amended from time to time, or any other similar law or regulation. Developer shall indemnify, protect, pay for, defend (with legal counsel acceptable to Agency) and hold harmless the Indemnitees, with counsel reasonably acceptable to Agency, and their elected and appointed public officials, employees and agents, from and against any and all loss, liability, damage, claim, cost, expense and/or “increased costs” (including reasonable attorneys’ fees, court and litigation costs, and fees of expert witnesses) which, in connection with the development, construction (as defined by applicable law) and/or op...
Prevailing Wage Laws. Consultant is aware of the requirements of California Labor Code sections 1720 et seq. and 1770 et seq., which require the payment of prevailing wage rates and the performance of other requirements on certain “public works” and “maintenance” projects (“Prevailing Wage Laws”). Since the Services are being performed as part of an applicable “public works” or “maintenance” project, as defined by the Prevailing Wage Laws, and if the total compensation is $1,000 or more, Consultant agrees to fully comply with such Prevailing Wage Laws, if applicable. Consultant shall defend, indemnify and hold M1W, its elected officials, officers, employees and agents free and harmless from any claims, liabilities, costs, penalties or interest arising out of any failure or alleged failure to comply with the Prevailing Wage Laws. It shall be mandatory upon the Consultant and all subconsultants to comply with all California Labor Code provisions, which include but are not limited to prevailing wages (Labor Code sections 1771, 1774 and 1775), employment of apprentices (Labor Code section 1777.5), certified payroll records (Labor Code section 1771.4 and 1776), hours of labor (Labor Code sections 1813 and 1815), and debarment of contractors and subcontractors (Labor Code section 1777.1). The requirement to submit certified payroll records directly to the Labor Commissioner under Labor Code section 1771.4 shall not apply to work performed on a public works project that is exempt pursuant to the small project exemption specified in Labor Code section 1771.4.
Prevailing Wage Laws. Services by persons deemed to be employees of CONSULTANT possibly may be subject to prevailing wages under California Labor Code Sections 1770-1781. CONSULTANT’s sole responsibility is to comply with those requirements, should they apply. If a dispute based upon the prevailing wage laws occurs, CONSULTANT, at its expense, shall indemnify, defend (including CONSULTANT’s providing and paying for legal counsel for CITY), and hold harmless CITY, its officers, agents, employees, and representatives from and against all liability, claims, suits, demands, damages, fines, penalties, wages, costs, or expenses pertaining to the prevailing wage laws.
Prevailing Wage Laws. It is the understanding of City and Contractor that California prevailing wage laws do not apply to this Agreement because the Agreement does not involve any of the following services subject to prevailing wage rates pursuant to the California Labor Code or regulations promulgated thereunder: Construction, alteration, demolition, installation, or repair work performed on public buildings, facilities, streets or sewers done under contract and paid for in whole or in part out of public funds. In this context, “construction" includes work performed during the design and preconstruction phases of construction including, but not limited to, inspection and land surveying work.
Prevailing Wage Laws. Developer shall carry out the construction through completion of Phase II and the overall development of the Site in conformity with all applicable federal, state and local labor laws and regulations, including, without limitation, as applicable, the requirements to pay prevailing wages under federal law (the ▇▇▇▇▇-▇▇▇▇▇ Act, 40 U.S.C. Section 3141, et seq., and the regulations promulgated thereunder set forth at 29 CFR Part 1 (collectively, “▇▇▇▇▇-▇▇▇▇▇”)) and California law (Labor Code Section 1720, et seq.). The parties acknowledge that federal and/or state funding sources and financing scenarios may trigger compliance with applicable state and federal prevailing wage laws and regulations. The applicability of federal, state and local prevailing wage laws will be determined based upon the final financing structure and sources of funding of Phase II, as approved by Authority Executive Director pursuant to Section 3.10. Developer shall be solely responsible, expressly or impliedly, for determining and effectuating compliance with all applicable federal, state and local public works requirements, prevailing wage laws, labor laws and standards, and Authority (and City) makes no representation, either legally and/or financially, as to the applicability or non-applicability of any federal, state and local laws to Phase II, either onsite or offsite. Developer expressly, knowingly and voluntarily acknowledges and agrees that Authority (and City) has not previously represented to Developer or to any representative, agent or Affiliate of Developer, or its General Contractor or any subcontractor(s) for the construction or development of Phase II, in writing or otherwise, in a call for bids or otherwise, that the work and construction undertaken pursuant to this Agreement is (or is not) a “public work,” as defined in Section 1720 of the Labor Code or under ▇▇▇▇▇-▇▇▇▇▇. Developer knowingly and voluntarily agrees that Developer shall have the obligation to provide any and all disclosures or identifications with respect to Phase II as required by Labor Code Section 1781 and/or by ▇▇▇▇▇-▇▇▇▇▇, as the same may be amended from time to time, or any other similar law or regulation. Developer shall indemnify, protect, pay for, defend (with legal counsel acceptable to Authority and City) and hold harmless the Indemnitees, from and against any and all loss, liability, damage, claim, cost, expense and/or “increased costs” (including reasonable attorneys’ fees, court and litiga...
Prevailing Wage Laws. Architect certifies that it is aware of the provisions of California Labor Code that require the payment of prevailing wage rates and the performance of other requirements on “public works” and “maintenance” projects (“Prevailing Wage Laws”). Since the Architect is performing Services as part of an applicable “public works” or “maintenance” project, and since the total compensation is $1,000 or more, the Architect agrees to fully comply with and to require its subconsultant(s) to fully comply with all applicable Prevailing Wage Laws with respect to the Project.
Prevailing Wage Laws. The Project is a work of public improvement such that Developer shall pay prevailing wages under California Labor Code Sections 1770 et seq. and shall comply with the other requirements of such statutes. Developer shall defend, indemnify and hold City and Authority harmless from and against any and all claims, liabilities, losses, damages, costs and expenses arising from or relating to any failure by Developer to do so.
Prevailing Wage Laws. Consultant is aware of the requirements of California Labor Code section 1720, et seq., and 1770, et seq., as well as California Code of Regulations, Title 8, Section 16000, et seq., (“Prevailing Wage Laws”), which require the payment of prevailing wage rates and the performance of other requirements on certain “public works” and “maintenance” projects. This Agreement is subject to Prevailing Wage Laws, for all work performed under this Agreement for which the payment of prevailing wage is required by those laws. Consultant shall defend, indemnify, and hold the City, its elected officials, officers, employees, and agents free and harmless from any claim or liability arising out of any failure or alleged failure of Consultant to comply with the Prevailing Wage Laws.
Prevailing Wage Laws. The District represents that it is aware of the requirements of California Labor Code Sections 1720 et seq. and 1770 et seq., which require the payment of prevailing wage rates and the performance of other requirements on certain “public works” and “maintenance” projects (“Prevailing Wage Laws”). The District agrees that Task 7 is a “public works” project subject to the Prevailing Wage Laws. Accordingly, the District, its contractors and subcontractors that perform work described in this Agreement will comply with the Prevailing Wage Laws and other applicable provisions of the California Labor Code, including but not limited to employment of apprentices (Labor Code Section 1777.5), certified payroll records (Labor Code Sections 1771.4 and 1776), hours of labor (Labor Code Sections 1813 and 1815) and debarment of contractors and subcontractors (Labor Code Section 1777.1).