| Contract
Compliance
The Contract
Compliance Unit of the Office of Human
Relations has the responsibility to monitor
the efforts of contractors to comply with the Affirmative
Action and Equal Employment Opportunity
contractual requirements and goals. The
intent of these requirements and goals is to
enhance the inclusion of minorities and women
contractors and/or tradesworkers on City of
Hartford projects.
The Contract
Compliance Unit monitors the following
requirements and/or goals.
- A.
Minority/Women Business Enterprise (M/WBE)
Participation Requirement
- Prime
contractors are required to set-aside a
portion of work as specified in the
contract for M/WBEs. The City of
Hartford has established a minimum
requirement of 15% with an overall goal of
50% M/WBE utilization. Prime
contractors must submit on a monthly basis
the Monthly
Minority/Women Business Enterprise Payment
Status Report for review to determine
compliance.
-
- B.
Minority/Female Tradesworker Participation
Goal
- The City of
Hartford's contracts include a 15% minimum
and 50% overall minority/female
tradesworker participation goal, by trade,
of the total project hours.
Contractors must submit on a monthly basis
the Monthly
Utilization Report (1391-A Form) for
review to determine compliance.
-
- C.
Hartford Resident Worker Goal
- The City of
Hartford includes a minimum 30% Hartford
residency goal of the total project hours
in their contracts. Contractors must
submit on a monthly basis the Monthly
Utilization Report (1391-A Form) for
review to determine achievement.
Space is provided on this report for
information related to Hartford residency.
Hartford
Residency Form
Hartford
Residency Affidavit
- D.
Prevailing Wage and/or Davis Bacon Act
Requirements
- Most projects
monitored by the Contract Compliance Unit
contain provisions for prevailing wage
and/or Davis Bacon wage rates. Each
of these contracts contains a set of wage
rates issued by the State and/or Federal
Labor Departments. Contractors are
required to pay their employees the
assigned wage rate for the job
classification in which they are working.
All contractors performing work must
submit on a weekly basis the Payroll
Certification Form for review to
determine compliance.
-
*Note:
The Prevailing Wage "Persons" Act
Public
Act 05-50 Effective Date: October
1, 2005
"An
Act Concerning Reporting Requirements on
Prevailing Wage Projects"
Requirements
for Contractors:
- All
Persons
who perform work ON-SITE
must be paid prevailing wage for the
appropriate mechanic, laborer, or worker
classification.
- All
Certified Payrolls must list the hours
worked and wages paid to All
Persons who perform work ON-SITE
regardless of their ownership, i.e.:
(Owners, Corporate Officers, LLC
Members, Independent Contractors, et.
al)
- Reporting
and payment of wages is required
regardless of any contractual
relationship alleged to exist between
the contractor and such person.
Letter
No. LR-96-01
"Labor
standards compliance requirements for
self-employed laborers and mechanics (aka
Working Subcontractors)"
Requirements
for Contractors:
- This
Letter establishes a HUD administrative
policy that laborers and mechanics may
not certify to the payment of their own
prevailing wages EXCEPT where
the laborer or mechanic is the owner of
a business working on the site of the
work with his/her own crew."
- State
of Connecticut Debarment List
-
- For
Federal Compliance Posters click here.
For
Contractor Wage Certification Form click here
For
State
Payroll Certification Form click here
For
Federal Payroll Certification Form (WH-347)
click here (Instructions
to complete form WH-347)
For
Federal Labor Standards Notification click
here
For
Compliance Assistance in Spanish:
Recursos de la Iniciativa de Asistencia
para el Cumplimiento de La Ley Laboral
For
Federal Labor Standards Provisions click here
For
a copy of the Greater Hartford Affirmative
Action Plan click here
For
Wage Decisions click here
City
of Hartford - Procurement Services
[DOL]
[CTDOL]
[HCJI]
[HEDC]
[DS]
[HUD]
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