Prevailing Wage Compliance. The Council or Union may refer all complaints regarding any potential prevailing wage violation to the Project Labor Coordinator, who may process, investigate, and resolve such complaints. The Council or Union, as appropriate, shall be advised in a timely manner with regard to the facts and resolution, if any, of any complaint. It is understood that this Section does not restrict any individual rights as established under the State Labor Code, including the rights of an individual to file a complaint with the State Labor Commissioner.
Prevailing Wage Compliance. The Council or Union shall refer all complaints regarding any potential prevailing wage violation to the Community Workforce Coordinator, who on its own, or with the assistance of the City’s labor compliance program, shall process, investigate and resolve such complaints, consistent with Article 5, Section 5.4. The Council or Union, as appropriate, shall be advised in a timely manner with regard to the facts and resolution, if any, of any complaint. It is understood that this Section does not restrict any individual rights as established under the State Labor Code, including the rights of an individual to file a complaint with the State Labor Commissioner or to file a grievance for such violation under the grievance procedure set forth in this Agreement.
Prevailing Wage Compliance. ☐ Yes, prevailing wage work applies and we have complied with related requirements, including submitting certified payroll records to the California Department of Industrial Relations (DIR) at least monthly (within a month after the end of the payroll period). ☐ No, there is no prevailing wage work performed: ☐ This period ☐ On this contract CONTRACT GOALS • The following program goal(s) apply: ☐ LBCE Program Goals: 70.0% LBE and 30.0% SLBE ☐ DBE Goal: ._% DBE • Is utilization toward the above goal(s) on track? ☐ Yes. ☐ No. If “No” is selected, please: (i) explain the basis for not being able to meet the goal(s), (ii) provide documentation of good faith efforts undertaken to meet the goal(s), and (iii) identify the means to achieve the goals, including detailing a timeline for implementation. POTENTIAL CLAIMS ☐ There are no Notices of Potential Claim on file. ☐ We anticipate a claim regarding the following: ☐ There are presently Notice(s) of Potential Claim on file. Those not previously forwarded are attached for review and comment.
Prevailing Wage Compliance. All Contractors shall comply with state laws and regulations on prevailing wages. Compliance with this obligation may be enforced by the appropriate parties through Article 10, or by pursing the remedies available under state law through the Labor Commissioner or the Department of Industrial Relations.
Prevailing Wage Compliance. This Contract is subject to Washington’s Prevailing Wage on Public Works Act (RCW 39.12). Accordingly, for work pursuant to this Contract, Contractor unless exempt, shall pay all workers employed in the performance of any part of the work in accordance with RCW 39.12 and the rules promulgated by the Washington State Department of Labor and Industries.
Prevailing Wage Compliance. Developer shall ensure that all persons and entities providing work or services for the Improvements comply with Prevailing Wage requirements, as and to the extent described in Section 7.2.3.1.
Prevailing Wage Compliance. Where applicable, prevailing wage rates shall be paid with respect to the construction work, as the term is defined in the Standard Agreement, performed in connection with the Affordable Housing Development. Prior to closing the AHSC Loan, a certificate signed by the general contractor(s) and the Sponsor is required, certifying that prevailing wages have been, or will be, paid in conformance with Labor Code Section 1720 et seq., and that labor records shall be maintained and made available to any enforcement agency upon request.
Prevailing Wage Compliance. Developer shall ensure that all persons and entities providing work or services for the Project comply with Prevailing Wage requirements, as established by the California Department of Industrial Relations, as applicable, in accordance with applicable law.
Prevailing Wage Compliance. The Council or Union shall refer all complaints regarding any potential prevailing wage violation to the Project Labor Coordinator, who on its own, or with the assistance of the District’s Labor Compliance Program, shall process, investigate and resolve such complaints, consistent with Section 7.4. The Council or Union, as appropriate, shall be advised in a timely manner with regard to the facts and resolution, if any, of any complaint. It is understood that this Section does not restrict any individual rights as established under the State Labor Code, including the rights of an individual to file a complaint with the State Labor Commissioner or to file a grievance for such violation, under this CSWPA.
Prevailing Wage Compliance. The Council or Union shall refer all complaints regarding any potential prevailing wage violation to the PLA Administrator which shall process, investigate and resolve such complaints, consistent with Section
