here's what I would do:
1) find the original contract, if it's prevailing wage, the determination should be attached. If there is no determination, ask the customer to affirmatively confirm no rates.
2) Audit the pay to ensure all hours after 8 are paid as overtime. If it's 10s, all hours after 10.
3) if you find it's prevailing wage, then check your accounting system to setup the reporting.
4) immediately pay the employees any amounts due.
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Thomas Herrington
Hollywood FL
(770) 401-8065
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Original Message:
Sent: 08-23-2023 12:08
From: Christine Kettelkamp
Subject: Federal job in California
We are a specialty contractor based in Arizona. I just found out (after the fact of course) that we have started work on a federal project in California. I don't even know where to begin getting us "legal" to work there. Our business development manager is saying since it's federal work we don't have to do anything. I find that hard to believe so I'm checking to see if any of you can tell me what's what.
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Christine Kettelkamp CPA, CMA, CCIFP
CFO
Jenco Inc.
Scottsdale AZ
(480) 513-1601
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