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WHD Issues Final Rule Implementing Minimum Wage Increase

December 22, 2021

The Department of Labor’s Wage and Hour Division (WHD) published the Final Rule to increase the minimum wage for federal contractors beginning January 20, 2022. The final rule implements Executive Order (EO) 14026, “Increasing the Minimum Wage for Federal Contractors,” signed by President Biden on April 27, 2021.

The EO states that federal contractors must pay a $15 minimum wage to employees working on federal contracts, promoting economy and efficiency in Federal procurement by increasing the hourly minimum wage paid by the parties that contract with the Federal Government. Currently, workers are paid a minimum wage of $10.95 per hour for performing work on covered federal contracts.

The final rule establishes standards and procedures for implementing and enforcing the minimum wage protections of the EO.  U.S. Secretary of Labor Marty Walsh noted that “implementing this Executive Order improves the economic security of these workers and their families, many of whom are women and people of color.”

The rule applies in all 50 states, the District of Columbia, and specified U.S. territories and requires all agencies to use the $15.00 minimum wage on new contract solicitations. Additionally, agencies must implement the new higher wage rate into existing contracts when parties exercise their extension option. After 2022, the minimum wage will also be subject to annual inflation increases set forth by the Secretary of Labor.

WHD to Host 2022 Compliance Seminars Concerning the Contractor Minimum Wage Increase

December 22, 2021

The Wage and Hour Division (WHD) has announced that they will be hosting compliance seminars to provide information on Executive Order 14026, “Increasing the Minimum Wage for Federal Contractors.” The seminars will include video training on the Executive Order’s requirements that participants may view at their convenience, followed by an interactive webinar with a live Q&A session offered on the alternate dates of January 26 and 27, 2022.

The compliance seminars are intended for contracting agencies, contractors, unions, workers, and other stakeholders to help increase awareness of federal prevailing wage requirements on federally funded construction or services contracts.

The Minimum Wage Executive Order applies across the U.S. and increases the hourly minimum wage for workers performing work on or in connection with covered federal contracts to $15 beginning January 30, 2022.

The seminar attendance is free; however, registration is required. Additional information, including the links to video training and virtual Q&A session dates, will be provided to registrants. Participants may register at

President Biden Reinstates Executive Order On Nondisplacement Of Qualified Workers

December 14, 2021

President Biden issued an Executive Order (Order) reinstating the Nondisplacement of Qualified Workers Under Service Contracts.

The Biden Executive Order essentially reinstates a policy that requires successor federal contractors, in certain circumstances, to offer a right of first refusal of employment to employees working under the predecessor contract.

The Executive Order directs the Department of Labor to develop regulations, and then the FAR Council to create a contract clause to apply to new solicitations. However, “agencies are strongly encouraged” to include the new contract clause in solicitations issued before the FAR clause is final.

Employees working on predecessor contracts covered by the Service Contract Act, and meeting other requirements, who would be terminated as a result of the contract’s end, should be offered by the successor “a right of first refusal of employment under this contract in positions for which those employees are qualified.”

A copy of the Executive Order can be found here:

Infrastructure Bill Signed by President Biden

November 23, 2021

On November 5th, the House of Representatives passed the Senate version of the $1.2 trillion infrastructure bill, sending it to the President. The overall $1.2 trillion price tag includes $550 billion of new federal investments in public-works spending. The balance consists of amounts usually allocated to infrastructure projects each year.

The infrastructure package includes funding for roads, bridges, rail, mass transit, airports, waterways, and ports. The infrastructure bill includes

  • $55 billion to expand access to clean drinking water
  • $65 billion to help ensure access to high-speed internet
  • $110 billion for surface transportation programs
  • $39 billion in new investment to modernize transit
  • $17 billion for port infrastructure and waterways
  • $25 billion for airports
  • $66 billion for rail funding
  • $7.5 billion for EV charging stations
  • $65 billion investment in clean energy transmission and grid
  • $21 billion for Superfund cleanup

Various sources will be used to pay for the infrastructure agreement, including unspent COVID-19 relief funds, delaying a rebate for Medicare prescription plans, unused unemployment insurance, and economic growth spurred by infrastructure spending.

It’s also important to note, according to a White House fact sheet published in August, “The overwhelming majority of the funds in the Bipartisan Infrastructure Investment and Jobs Act will be subject to Davis-Bacon requirements.”

Federal Contractor COVID-19 Requirement Extended Until January 18, 2022

November 22, 2021

The Occupational Safety and Health Administration (OSHA) published its emergency temporary standard (ETS) on COVID-19 vaccination and testing. It includes an extension for federal contractors subject to Executive Order 14042, Ensuring Adequate COVID Safety Protocols for Federal Contractors.

OSHA’s ETS, which applies to most private employers with 100 or more employees, required workplace vaccination and testing rules to be effective on January 4, 2022. To keep dates consistent, the effective date for EO 14042, which applies to federal contractors, was also extended to January 4, 2022. A subsequent update issued by the Safer Federal Workforce Task Force on November 10 extended the contractor deadline until January 18, 2022.

EO 14042 shall generally apply to new federal contracts or renewals or options, including those covered by the Service Contract Act or Davis-Bacon Act. EO 14042 requires employees to be vaccinated for COVID-19 or have a medical or religious exemption. Contractor sites not covered by EO 14042 would be subject to OSHA’s ETS. It is important to note that the OSHA rule allows for testing as an alternative to vaccination, whereas EO14042 does not.

More information regarding the application and timing of the federal contractor COVID-19 requirement can be found here,


Welcome To The First Edition Of The Contractors Plan Retirement Newsletter!

November 10, 2021

The purpose of this quarterly newsletter is to provide a deep dive into retirement topics to help you better prepare for upcoming and important events. We will also cover happenings in the retirement industry that may potentially impact your plan.

Click here to read The Contractors Plan Retirement Newsletter

Michigan Reinstates Prevailing Wage For State Construction Projects

October 18, 2021

Earlier this month, Governor Gretchen Whitmer of Michigan announced that the State would once again require state contractors and subcontractors to pay prevailing wage on state-funded projects. The intent of reinstating the prevailing wage is to help ensure that construction workers can earn a fair wage while saving taxpayers time and money on essential state infrastructure projects.

The Michigan legislature repealed Michigan’s prevailing wage in June 2018, which eliminated the State’s prevailing wage requirement. However, the 2018 law included a clause allowing the Michigan Department of Technology, Management, and Budget to put it back in state contracts, which Governor Whitman is now implementing.

Governor Whitmer hopes that reinstating the prevailing wage will rebuild confidence among Michigan workers and employers by providing a fair and equal bidding process for highly trained workers to earn a decent wage. Nonetheless, opponents have vowed to fight the new policy in court, arguing that the prevailing wage will raise costs and reduce the amount of building that could be achieved for taxpayers.

U.S. DOL Announces 2021 SCA Fringe Rate

September 29, 2021

The Department of Labor’s Wage and Hour Division Made an Important Announcement

Per 29 C.F.R. subsection 4.52, the prevailing wage health and welfare fringe benefit rates will be increased under the McNamara-O’Hara Service Contract Act effective July 16th, 2021.

The new health and welfare fringe benefit rate will be $4.60 per hour.  This will impact both the employee-by-employee and average cost benefit rates.

Bids & Contracts Subjected to Executive Order 13706:

For contracts subject to EO 13706 (Paid Sick Leave for Federal Contractors), the new health and welfare fringe benefit rate will be $4.23 per hour.


The SCA health and welfare fringe benefit rate will remain at $1.94 per hour.

All invitations for bids opened and service contracts awarded on or after July 16th, 2021, must include an updated SCA WD that complies with the regulatory health and welfare fringe benefit determination methodology.  Please check with your local state regulators for any fringe rate changes that may be taking place at the state or municipal levels as they are often reflective of the federal fringe rate.

US Department of Labor Announces Davis-Bacon Wage Determination Conformance Request Guide

September 28, 2021

Today the US Department of Labor, Wage and Hour Division published a new resource for stakeholders in the construction contracting community: the Davis-Bacon Wage Determination Conformance Request Guide.

The Wage and Hour Division Davis-Bacon Wage Determination Conformance Request Guide details the information and construction types contained in wage determinations and provides additional clarity regarding the limited circumstances in which contractors and contracting agencies may need to request a new class of laborer or mechanic be added to a published wage determination for a specific contract. The Guide also contains other useful resources to help construction contractors and contracting agencies comply with the requirements of the Davis-Bacon and Related Acts.

Task Force Issues Guidance To Implement Biden’s Orders to Vaccinate All Federal Workers & Contractors

September 24, 2021

On September 13, the Safer Federal Workforce Task Force (Task Force) published guidance for implementing the requirements of President Biden’s Executive Orders requiring all federal employees and any contractors or subcontractors working on a federal contract to get vaccinated. The guidance provides model safety principles for executive departments and agencies for their COVID-19 workplace safety plans.

The Task Force says that all federal employees must be fully vaccinated, except in limited circumstances, as quickly as possible and by no later than November 22, 2021. Agencies are instructed to work expeditiously to ensure their employees get fully vaccinated; this includes allowing employees to get vaccinated during work time and receive paid time off to address any side effects for themselves or family members.

As for contractor employees, the Task Force recognizes that they may not yet be subject to a contractual requirement to be vaccinated. Therefore agencies need to ask about the vaccination status of onsite contractor employees who are not yet contractually required to be vaccinated. In addition, those who are not fully vaccinated and are not part of an agency testing program must prove a negative COVID-19 test no later than the previous three days before entry to a Federal building.

When an individual discloses that they are not fully vaccinated or declines to provide information on their vaccination status, agencies are expected to treat that individual as not fully vaccinated for purposes of implementing safety measures, including mask-wearing and physical distancing.

The guidance provides specific details on handling contact tracing, travel, meetings and events, telework and remote work, maintaining a COVID-19 Coordination Team, symptom monitoring, workplace operations, confidentiality, and privacy.


To learn more about the detailed guidance visit