Fighting to recover your unpaid wages and benefits
Many of California’s construction projects are funded by state/local government. Contractors on these “public works” projects must pay workers certain minimum wage rates set by the State of California for each different trade. Workers on public works projects are protected under California’s Prevailing Wage Law.
Unfortunately, many contractors pay their employees less than the minimum required prevailing wage. In a race-to-the-bottom, many contractors do not pay the proper wage so that they can be the lowest bidder on a public work.
At Donahoo & Associates, PC, we have a long history of success in Prevailing Wage disputes. We know how to investigate these disputes and present a strong case for our clients in negotiation and litigation.
The State of California publishes general “prevailing wage” determinations twice each year. These wage determinations set the wage rate for workers on public works projects. These are the rates that must be paid. If a contractors does not pay these rates, they are violating the law.
When your employer violates the law and pays you less than the prevailing wage, our experienced team of attorneys will be on your side. We have extensive wage and hour law experience, including at trial and appeals. We will aggressively represent your interests.
Do you wonder:
California sets public works wage rates for worker trades or “classifications.” These classifications include many different trades. Common classifications include:
We have recovered millions of dollars in damages for workers in cases similar to yours. Call 877.788.5353 or contact us online for a free and comprehensive legal analysis of your case or issue.
You work too hard to be paid less than prevailing wage. We will listen to your concerns and explain how California’s employment laws apply to you. If your employer is violating Prevailing Wage Law, we will aggressively protect your interests.
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Keep a record of your daily work times. Many prevailing wage claims benefit from this personal record of daily hours and work performed. Be sure to include any travel time, meal and rest breaks, hours worked, and work performed so it is easier to calculate overall compensation.
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