Public Work and Prevailing Wage

Under New York State Labor Law, contractors and subcontractors must pay the prevailing rate of wage and supplements (fringe benefits) to all workers under a public work contract. Employers must pay the prevailing wage rate set for the locality where the work is performed. Prevailing wage is the pay rate set by law for work on public work projects. This applies to all laborers, workers or mechanics employed under a public work contract. The Bureau of Public Work administers Articles 8 and 9 of the New York State Labor Laws:

• Article 8 covers public construction
• Article 9 covers building service contracts

We issue wage schedules on a county-by-county basis. They contain the pay rates for each work classification. Under State law, all contracts between a government entity and a contractor must contain these schedules.

The prevailing wage law for building service workers amends Public Service Law Article 2 (Section 42-A). The law now requires that the wages and benefits of building service employees at active major electric or steam-generating facilities, or at transmission or distribution facilities considered critical infrastructure as determined by the NYS Division Homeland Security and Emergency Services (DHSES), in consultation with the NYS Department of Public Service (DPS), will be subject to Labor Law Article 9 prevailing wage requirements. This new law went into effect on September 30, 2020.

• Article 8 - public construction
• Article 9 - building service contracts

View a previously requested wage schedule.

Request for Wage and Supplement Information

Please submit your "Request for Wage and Supplement Information" (PW39) ONLY once.

If you submit the same request multiple times, it will assign you different PRC#s for the same project.

If you include your e-mail address on a mailed or faxed Request for Wage and Supplement Information (PW39), we will e-mail you a link to your Original Wage Schedule with the assigned Prevailing Rate Case number ( PRC# ).

From this link you will have access to:

• PDF files of your complete wage schedule package
• Online Notice of Award (PW16) form
• Online Notice of Completion/Cancellation of Contract (PW200) form

Reminder to all Contractors

We post any error corrections or updates in the annual determination to the Department's web site on the first business day of each month. Contractors are responsible for paying these updated rates retroactive to July 1

For Article 8 (Construction), the posted schedule must be:

Capable of withstanding all weather conditions

Have the title "PREVAILING RATE OF WAGES" in letters no smaller than two (2) inches by two (2) inches.

For Article 9 (Building Service), the schedule must be:

Posted on or before the first day that work begins.

The following posters must also be posted

• Public Work Poster (English)
• Public Work Poster (Spanish)
• Fair Play Act Poster (English)
• Fair Play Act Poster (Spanish)
• Unemployment Insurance Poster (This poster is obtained by registering with our UI Division - call (888) 899-8810)
• Worker's Compensation Poster (This poster is supplied by the employer's individual insurance carrier)
• Disability Benefits Poster (This poster is supplied by the employer's individual insurance carrier)
• PW101 Public Work Poster (This poster informs workers of their right to prevailing wage and supplements rate)

Article 8 FAQ

Article 9 FAQ

To determine if an individual or entity is prohibited from bidding on or being awarded a public work contract, searches on two databases should be performed (with additional instructions on their uses available at the links listed below).

NYS Debarred List (PDF) & NYS Debarred Database: The NYS Debarred List contains individuals and entities that have been debarred for violations of Articles 8 and 9 of the Labor Law, as well as for violations of the Workers' Compensation Law.

Federal System for Award Management: The U.S. General Services Administration allows you to search the status of business entities.

Questions about Public Work? Contact us at: [email protected].