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Debarment Survival 101 –
Service Contract Act and Davis-Bacon Act+
Moderator: Joseph LaVoie, P.E., F.SAME, Black & Veatch
Speakers:
• Vanessa Shaw-Jennings, Chief Labor Advisor, U.S. Army Corps of
Engineers, HQs
• Moises Nava, Enforcement Coordinator, U.S. Department of Labor,
Wage and Hour Division, SW Region
Overview of Instruction:• The Law
• Key Executive Orders
• Enforcing the Law
• Common Violations
• DoL, Agency Interaction
• CPARS
• Debarment
• Complaints
• Q&A
Federal
Contractor
s
Contract
Work
Hours &
Safety
Standards
Act
Davis-
Bacon Act
McNamara-
O’Hara
Service
Contract
Act
Copeland
“Anti-
Kickback”
Act
Vietnam Era
Veterans’
Readjustment
Assistance
Act
Walsh-
Healey
Public
Contract
s Act
Work Security:
Law of the Contract
Fair Labor
Standards
Act
•Fair Labor Standards Act:
-Minimum Wage
-Executive, Professional,
Administrative Increase
– $35,568 per year
– $684 per week
Highly Compensated Employee
Increase
– $107,432
The Law:
• Davis-Bacon Act: Construction, Alteration, Repair $2,000Related ActsWage Rates and Benefits Certified PayrollsSF1444 52.222-6
• Service Contract Act: Service$2,500Principal Purpose Wage and Benefits SF144452.222-41
The Law cont:Contract Work Hours and Safety Standards Act
-Overtime
-$150,000
-Self-Executing
-No “site of work” limitation
-52.222-4
Anti-Kickback Act
-52.222-10
Walsh Healey Public Contracts Act
-Supply
-$15,000
-52.2222-20
Miller Act
-Bonds
-$100,000
-52.228-1
Equal Employment Opportunity
-$10,000
-52.222-26
Vietnam Era Veteran’s Readjustment Act
-$150,000
-52.222-35
Executive
Orders
E.O. 13502
Use of PLAs
on Federal
Contracts
E.O. 13665
Non-Retaliation
or Disclosure of
Compensation
Information
E.O. 13495
Nondisplacement
of Qualified
Workers
E.O. 11246
Equal
Employment
Opportunity
E.O. 13706
Establishing
Paid Sick Leave
for Contractors
E.O. 13658
Establishing
A Minimum
Wage for
Contractors
Executive Orders:
•E.O. 13658 – Establishing A Minimum Wage for Contractors– $10.80
– 52.222.55
•E.O. 13706 – Establishing Paid Sick Leave for Contractors– 1 Hour for ever 30 hours worked
– Up to 56 Hours Per Year
– 52.222.62
•E.O. 13665 – Non-Retaliation For Disclosure of Compensation Information
– $10,000
– 52.222-26(c)(5)
Executive Orders:
LABOR STANDARDS ENFORCEMENT
“In order to assure coordination of administration and consistency of enforcement of the labor standards provisions
of each of the following Acts by the Federal agencies responsible for the administration thereof, the Secretary of
Labor shall prescribe appropriate standards, regulations, and procedures, which shall be observed by these
agencies, and cause to be made by the Department of Labor such investigations, with respect to compliance with
and enforcement of such labor standards, as he deems desirable.”
Harry S. Truman
The White House, 1950
Enforcing the Law : Reorganization Plan of 1950
(a) General. Contracting agencies are responsible for ensuring the full and impartial enforcement of labor standards in the
administration of construction contracts. Contracting agencies shall maintain an effective program that shall include --
(0) Maintain sound relations with industry and labor
(1) Ensuring that contractors and subcontractors are informed, before commencement of work, of their obligations under the
labor standards clauses of the contract;
(2) Adequate payroll reviews, on-site inspections, and employee interviews to determine compliance by the contractor and
subcontractors, and prompt initiation of corrective action when required;
(3) Prompt investigation and disposition of complaints; and
(4) Prompt submission of all reports required by this subpart.
(b) Preconstruction letters and conferences. Before construction begins, the contracting officer shall inform the contractor of
the labor standards clauses and wage determination requirements of the contract and of the contractor’s and any
subcontractor’s responsibilities under the contract.
•Unless it is clear that the contractor is fully aware of the requirements, the contracting officer shall issue an explanatory
letter and/or arrange a conference with the contractor promptly after award of the contract.
Enforcing The Law cont: – 22.406
CONTRACTING Agency
Common Labor Violations:
• Misclassification
• Improper payment of wages
• Failure to pay overtime
• Failure to pay fringe benefits
• Wage poster notifications
• Payment of health and welfare
• Conformance request
• Apprentice misclassification
• Independent contractor misclassification
• Separation of wages and benefits under the SCA
•Onsite Visits
•Contract Documents
•Certified Payrolls
•Withholding
DoL, Agency Interaction:
-The official source for past performance information
-What’s in CPARS:
Performance evaluations contain both government and contractor comments to provide a balanced view of
performance, allowing source selection officials to look beyond contractor references.
Integrity records contain: federal contractor criminal, civil, and administrative proceedings in connection with federal
awards; suspensions and debarments; administrative agreements issued in lieu of suspension or debarment; non-
responsibility determinations; terminations for cause or default; defective pricing determinations; termination for
material failure to comply; subcontractor payment issues; information on trafficking in persons; and recipient not
qualified determinations.
CPARS.gov:Contractor Performance Assessment Reporting System
Occurs when a contractor is declared ineligible for future contracts due to:
-Violations of the DBA in disregard of its obligations to employees or subcontractors.
-Aggravated or willful violations under the labor standards provisions of related Acts.
-Period of ineligibility is 3 years for DBA and up to 3 years for DBRA.
-The debarment process is given at 29 CFR 5.12(b)
Debarment
Davis-Bacon Act
-Any person or business entity found to have violated the SCA may be ineligible to receive
further contracts for three years unless there is a finding of “unusual circumstances.”
-GSA's System for Award Management (SAM) reflects debarred firms by name/address.
Debarment
Service Contract Act
•If you have questions or concerns, you can contact the U.S. Department of Labor’s
Wage and Hour Division (WHD) at 1-866-487-9243 or visit www.dol.gov/whd. You will
be directed to the nearest WHD office for assistance. There are over 200 WHD offices
throughout the country with trained professionals to assist you.
•Beta.Sam.Gov, Agency Labor Advisors
– https://beta.sam.gov/help/wage-determinations
Complaints:
This presentation is intended as general information only and does not carry the force of legal
opinion.
The Department of Labor is providing this information as a public service. This information and
related materials are presented to give the public access to information on Department of Labor
programs. You should be aware that, while we try to keep the information timely and accurate,
there will often be a delay between official publications of the materials and the modification of
these pages. Therefore, we make no express or implied guarantees. The Federal Register and
the Code of Federal Regulations remain the official source for regulatory information published
by the Department of Labor. We will make every effort to keep this information current and to
correct errors brought to our attention.
Disclaimer:
CREDITS & PRESENTATIONSEarn 1 PDH Credit for Attending this Session
Where are the PDH forms for Education Sessions?
Where are the Presentations?
www.samesbc.org
Q&A AND FEEDBACK