If you're pursuing federally funded construction in San Antonio, Davis-Bacon prevailing wage compliance is non-negotiable. The Davis-Bacon Act requires contractors and subcontractors on federal and federally assisted construction contracts over $2,000 to pay laborers and mechanics no less than the locally prevailing wages and fringe benefits. This guide explains the essentials for San Antonio contractors — including veteran-owned firms — in plain language.
What Davis-Bacon Covers
Davis-Bacon applies to most federal and federally funded construction, alteration, or repair of public buildings and public works. Many state and local projects carry similar "little Davis-Bacon" prevailing-wage requirements when federal dollars are involved. As a veteran-owned general contractor pursuing government contracts, understanding these rules protects your bid and your eligibility for future awards.
Wage Determinations
Each covered project includes a wage determination — the schedule of minimum hourly wages and fringe benefits by trade classification (carpenter, electrician, laborer, operator, etc.) for the county where work is performed (Bexar County for San Antonio). You must:
- Use the correct wage determination attached to the solicitation
- Classify each worker by the actual work performed
- Pay at least the listed base rate plus fringe (as cash or bona fide benefits)
Current wage determinations are published at SAM.gov and explained by the U.S. Department of Labor at dol.gov.
Certified Payroll
Covered contractors and every subcontractor must submit weekly certified payroll reports (commonly Form WH-347) showing each worker's classification, hours, rate, fringe, and deductions, signed under a statement of compliance. Accurate certified payroll is the single biggest compliance task — errors and late submissions are the most common findings in audits.
Common Compliance Pitfalls
- Misclassification — paying a skilled trade at a laborer rate
- Missing fringe — forgetting to add fringe benefits to the base rate
- Apprentice rules — only properly registered apprentices may be paid apprentice rates, within ratio limits
- Subcontractor flow-down — the prime is responsible for sub compliance, so flow the requirements down in writing
- Site-of-work — knowing what counts as the covered worksite
How a General Contractor Manages It
A general contractor coordinating qualified, licensed trade subcontractors must build prevailing-wage costs into the bid and enforce certified payroll from every sub. Military project discipline helps here: documentation, schedules, and accountability are exactly what Davis-Bacon compliance demands. 214 Veteran Solutions approaches government and commercial work in San Antonio with that discipline.
This article is general information, not legal advice. Confirm current requirements with the U.S. Department of Labor and your contracting officer.
Frequently Asked Questions
What is the Davis-Bacon Act?
The Davis-Bacon Act requires contractors and subcontractors on federal and federally assisted construction contracts over $2,000 to pay laborers and mechanics at least the locally prevailing wages and fringe benefits, based on a wage determination for the project's county.
What is certified payroll?
Certified payroll is a weekly report (often Form WH-347) that covered contractors and subcontractors submit, listing each worker's classification, hours, wage rate, fringe, and deductions, signed under a statement of compliance with prevailing-wage law.
Do prevailing wage rules apply to San Antonio projects?
Yes, when federal funds are involved. Federal projects fall under Davis-Bacon, and many state or local San Antonio projects carry similar prevailing-wage requirements when federally assisted. Wage determinations are county-specific (Bexar County).