Practice Areas

Prevailing Wage

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We are well known for our high marks in representing clients in labor law related matters, and our experience includes wage laws affecting employees working on public works projects or pursuant to contracts with governmental entities. These laws include:

  • New York Labor Law Section 220, which requires payment of prevailing wage rates and employee benefits on public works projects;
  • the Davis-Bacon and related Acts, which require payment of prevailing wage rates and fringe benefits on federally-financed or assisted construction;
  • the Service Contract Act, which requires payment of prevailing wage rates and fringe benefits on contracts to provide services to the federal government;
  • the Contract Work Hours and Safety Standards Act, which sets overtime standards for most federal service contracts, federally funded construction contracts, and federal supply contracts over $100,000; and
  • the Walsh-Healey Public Contracts Act, which requires payment of minimum wage rates and overtime pay on federal contracts to manufacture or provide goods to the federal government.

Awards

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Who’s Who Legal Awards

Charter Fellows of the College of Labor and Employment Lawyers

Former Chairs of the American Bar Association’s Labor and Employment Law Section

New York Super Lawyers

Former Chairs of the New York State Bar Association’s Labor and Employment Law Section

Former Chair of the American Bar Association’s Equal Employment Opportunity Committee

AV Peer Review Rating by Martindale-Hubbell

Practice Highlights

  • The misclassification of laborers and mechanics;
  • The failure to pay full prevailing wage, including fringe benefits, for all hours worked (including overtime hours);
  • The failure to make timely payment of wages or fringe benefits;
  • Inadequate record keeping, such as not counting all hours worked or not recording hours worked by an individual in two or more classifications during a day;
  • The failure to maintain a bona fide apprenticeship program and individual registration documents for apprentices;
  • The failure to submit certified payrolls weekly; and
  • The failure to post applicable wage determination.