KEN KIRSCHENBAUM, ESQ
ALARM - SECURITY INDUSTRY LEGAL EMAIL NEWSLETTER / THE ALARM EXCHANGE
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comments on prevailing wage
November 25, 2017
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Comments on the prevailing wage
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Ken
I may be stepping in it but here are my two cents: Dennis (and all non-union contractors) should be prepared for the possibility that the local electrical union may file a grievance once they learn that an non-union shop is doing a prevailing wage project. Even if Dennis is in full compliance, the process of working through the grievance is arduous and will hold up his money. Meanwhile he will have to comply with all the other contracted obligations and complete the project. Many smaller contractors are simply unable to carry this kind of burden. This is a tactic meant to discourage non-union shops. I wonder if anyone out there has had similar experiences. Remember, we are in a recurring revenue business. John Haenn, Concord Communications Group, Inc. www.voip-rmr.com See our ad in the Alarm Exchange under Technology and services that increase or preserve your RMR.
name withheld
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Ken
Prevailing Wage This is the biggest headache for a company working in different areas of the SAME STATE.
CT the prevailing wage was set by ZIPCODE.
You then took the prevailing wage, added the benefit package, annualized OUT those benefits that you DO pay and DEDUCT what you pay from prevailing benefit package. (In most cases a company truck for travel to and from the job site, paid health insurance, Vacation, sick, personal leave time over and above minimum requirements, education benefits tools etc can make the benefits package neutral and you only have to pay the hourly rate.)
Calculate the hourly rate (and there is NEVER A CLASSIFICATION THAT FITS WHAT WE DO.) for the classification and you may find that LOW VOLTAGE JOURNEYPERSON must be paid the same as a LICENSED HIGH VOLTAGE JOURNEYPERSON. (So much for equity and fairness).
Now you may have to submit an AUDITED PAYROL to the general contractor.
As you said Ken a mistake or willful misrepresentation will have consequences.
From out in left field,
Joel Kent, FBN
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Ken Kirschenbaum,Esq
Kirschenbaum & Kirschenbaum PC
Attorneys at Law
200 Garden City Plaza
Garden City, NY 11530
516 747 6700 x 301
ken@kirschenbaumesq.com
516 747 6700
www.KirschenbaumEsq.com
