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Public Work Prevailing Wage Rates Click here for the New York State prevailing wage rates. Public Work: NYSDOL Rules? & Enforcement! THIS PAGE WILL PROVIDE LINKS TO COMPREHENSIVE GUIDELINES FOR CONTRACTORS PERFORMING PUBLIC WORK, WHEN AND IF NYSDOL BEGINS TO PROVIDE SUCH GUIDELINES. IN THE MEANTIME, THIS PAGE WILL DOCUMENT LEGAL ACTIONS WHICH DEMONSTRATE THE LACK OF OBJECTIVITY OF NYSDOL ENFORCEMENT. If you have specific questions, or would like additional information, feel free to E-mail ABC. Overtime and the Law The Department of Labor has signaled its intent to complete its overhaul of the overtime regulations by March 31. For the first time since 1975, the Department's proposed regulations would raise the salary threshold--below which workers would automatically qualify for overtime--from $155 a week to $425 a week, or $8,060 per year, to $22,100 per year. This increase of $270 a week, or $14,040 per year, would be the largest since Congress passed the FLSA in 1938. The Department's proposal would revise the tests used to determine which employees would be classified as executive, administrative and professional employees and therefore would be exempt from overtime pay rules. It remains to be seen whether some of the revisions initially proposed by the DOL will survive to become part of the final regulations. However, some significant changes were proposed, including exempting from mandatory overtime pay workers who earn more than $65,000 a year; exempting from mandatory overtime pay workers who hold a "position of responsibility" and certain "learned employees" who have gained professional skills through job experience. For authoritative information regarding the new FLSA regulations you can rely on CCH Incorporated® to keep you abreast of all major developments. Visit http://hr.cch.com for the latest news and products regarding FLSA. Public Work: Supplemental Benefits THIS SECTION CONTAINS CURRENT DOCUMENTS RELATING TO THE ATTEMPT BY THE NEW YORK STATE DEPARTMENT OF LABOR AND NYS ATTORNEY GENERAL TO RETROACTIVELY IMPOSE NEW AND RESTRICTIVE POLICIES REGULATING SUPPLEMENTAL BENEFITS ON PUBLIC WORK. The dispute over benefits payments calls attention to the inequities within union benefit plans. When ERISA laws were passed a decade ago to protect worker benefits, 100% vesting was required in five years. But union leaders insisted on including an exception - ten year vesting for union members. Today, many union workers get no benefit, or meager benefits, despite substantial payments made "on their behalf." ABC has submitted formal comments to the NYS Department of Labor on the issue of supplemental benefits. If you have specific questions, or would like additional information, feel free to E-mail ABC. NYS DOL and Attorney General Documents:
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