Employees On Public Works Projects Are Protected By Prevailing Wage Laws

Workers on public projects are entitled to protections that ensure they receive a minimum wage for their work. If employers violate these protections, employees have the right to demand a fair wage.

Employees deserve quality representation to uphold their rights and obtain compensation for their lost wages. Employers need an equal or better defense if they are accused of violating prevailing wage laws.

The employment lawyers at The Employee Rights Group, LLC of Boston exemplify the attributes found in an experienced litigator on either side of this argument: aggressive representation, sound judgment and an energetic commitment to teamwork. We apply this to every case we accept, regardless of which side of the issue our clients are on.

We feel that knowing how the opposition will act and react gives us the edge we need to bring our clients' cases to a successful resolution. Our in-depth knowledge and aggressive advocacy have given us an exceptional track record in resolving our clients' cases, in or out of court.

Resolving Misclassification Issues

Prevailing wage The hourly wage, benefits and overtime paid to workers, laborers and mechanics in public works.

Since the passage of the Davis-Bacon Act in 1932 and subsequent Massachusetts law on prevailing wage, workers in public construction and government-funded projects have been protected by minimum wage rates. These minimum rates prevent companies from slashing labor costs to be more competitive in public works project bids.

In addition to public construction, prevailing wage standards apply to public works contractors (such as trash hauling and school bus drivers) and maintenance services hired for government buildings, along with certain other groups. Prevailing wage limits do not apply to most private sector employees, but they are a valuable benefit to public works project employees who are protected.

We Can Provide Guidance On Massachusetts' Changing Prevailing Wage Rates

Prevailing wage rate tables are in constant flux and not always easy to determine. It takes an experienced prevailing wage attorney to interpret the complexities of the system and to determine whether an employer is or is not paying its employees fairly.

We are available to meet with you at no cost and no obligation to discuss the merits of your prevailing wage case. Call 774-847-7390, or send us your questions by email.

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