California • Los Angeles, Orange
HEALTH & WELFARE: $10.72 per hour per employee. | PENSION: $8.93 per hour, per employee TRAINING: $2.00 per hour per employee- Certified Journeyman $2.75 per hour per employee - Journeyman VACATION AND HOLIDAY: $3.25 per hour, per employee ** UNIFORM ALLOWANCE ** If employees are required to wear uniforms in the performance of this contract (either by the terms of the Government contract, by the employer, by the state or local law, etc.), the cost of furnishing such uniforms and maintaining (by laundering or dry cleaning) such uniforms is an expense that may not be borne by an employee where such cost reduces the hourly rate below that required by the wage determination. The Department of Labor will accept payment in accordance with the following standards as compliance: The contractor or subcontractor is required to furnish all employees with an adequate number of uniforms without cost or to reimburse employees for the actual cost of the uniforms. In addition, where uniform cleaning and maintenance is made the responsibility of the employee, all contractors and subcontractors subject to this wage determination shall (in the absence of a bona fide collective bargaining agreement providing for a different amount, or the furnishing of contrary affirmative proof as to the actual cost), reimburse all employees for such cleaning and maintenance at a rate of $3.35 per week (or $.67 cents per day). However, in those instances where the uniforms furnished are made of ""wash and wear"" materials, may be routinely washed and dried with other personal garments, and do not require any special treatment such as dry cleaning, daily washing, or commercial laundering in order to meet the cleanliness or appearance standards set by the terms of the Government contract, by the contractor, by law, or by the nature of the work, there is no requirement that employees be reimbursed for uniform maintenance costs. ** NOTES APPLYING TO THIS WAGE DETERMINATION ** Under the policy and guidance contained in All Agency Memorandum No. 159, the Wage and Hour Division does not recognize, for section 4(c) purposes, prospective wage rates and fringe benefit provisions that are effective only upon such contingencies as ""approval of Wage and Hour, issuance of a wage determination, incorporation of the wage determination in the contract, adjusting the contract price, etc."" (The relevant CBA section) in the collective bargaining agreement between (the parties) contains contingency language that Wage and Hour does not recognize as reflecting ""arm's length negotiation"" under section 4(c) of the Act and 29 C.F.R. 5.11(a) of the regulations. This wage determination therefore reflects the actual CBA wage rates and fringe benefits paid under the predecessor contract. ** SERVICE CONTRACT ACT DIRECTORY OF OCCUPATIONS ** The duties of employees under job titles listed are those described in the ""Service Contract Act Directory of Occupations"", Fifth Edition (Revision 1), dated September 2015, unless otherwise indicated. REQUEST FOR AUTHORIZATION OF ADDITIONAL CLASSIFICATION AND WAGE RATE Standard Form 1444 (SF-1444) Conformance Process: The contracting officer shall require that any class of service employee which is not listed herein and which is to be employed under the contract (i.e., the work to be performed is not performed by any classification listed in the wage determination), be classified by the contractor so as to provide a reasonable relationship (i.e., appropriate level of skill comparison) between such unlisted classifications and the classifications listed in the wage determination. Such conformed classes of employees shall be paid the monetary wages and furnished the fringe benefits as are determined (See 29 CFR 4.6(b)(2)(i)). Such conforming procedures shall be initiated by the contractor prior to the performance of contract work by such unlisted class(es) of employees (See 29 CFR 4.6(b)(2)(ii)). The Wage and Hour Division shall make a final determination of conformed classification, wage rate, and/or fringe benefits which shall be retroactive to the commencement date of the contract (See 29 CFR 4.6(b)(2)(iv)(C)(vi)). When multiple wage determinations are included in a contract, a separate SF-1444 should be prepared for each wage determination to which a class(es) is to be conformed. The process for preparing a conformance request is as follows: 1) When preparing the bid, the contractor identifies the need for a conformed occupation(s) and computes a proposed rate(s). 2) After contract award, the contractor prepares a written report listing in order the proposed classification title(s), a Federal grade equivalency (FGE) for each proposed classification(s), job description(s), and rationale for proposed wage rate(s), including information regarding the agreement or disagreement of the authorized representative of the employees involved, or where there is no authorized representative, the employees themselves. This report should be submitted to the contracting officer no later than 30 days after such unlisted class(es) of employees performs any contract work. 3) The contracting officer reviews the proposed action and promptly submits a report of the action, together with the agency's recommendations and pertinent information including the position of the contractor and the employees, to the Wage and Hour Division, U.S. Department of Labor, for review (See 29 CFR 4.6(b)(2)(ii)). 4) Within 30 days of receipt, the Wage and Hour Division approves, modifies, or disapproves the action via transmittal to the agency contracting officer, or notifies the contracting officer that additional time will be required to process the request. 5) The contracting officer transmits the Wage and Hour decision to the contractor. 6) The contractor informs the affected employees. Information required by the Regulations must be submitted on SF-1444 or bond paper. When preparing a conformance request, the ""Service Contract Act Directory of Occupations"" (the Directory) should be used to compare job definitions to ensure that duties requested are not performed by a classification already listed in the wage determination. Remember, it is not the job title, but the required tasks that determine whether a class is included in an established wage determination. Conformances may not be used to artificially split, combine, or subdivide classifications listed in the wage determination. ** OCCUPATIONS NOT INCLUDED IN THE SCA DIRECTORY OF OCCUPATIONS ** Certified Service Journeyman (Occupation Description Not Available) Service Journeyman (Occupation Description Not Available)
Match signal: state match • county match
California • Los Angeles, Orange
HEALTH & WELFARE: HEALTH & WELFARE: $535.00 per month for each eligible employee. Effective January 1, 2023 $567.00 per month | VACATION: 1 week paid vacation after 1 year of service; 2 weeks after 3 years of service; 3 weeks after 7 years of service; and 4 weeks after 14 years of service. Pro rata vacation shall be provided upon termination. Employees shall receive such payments for each month (or major fraction thereof) of work. During the 1st year pro rata payment shall be computed from the 6th month of service. For each year of service thereafter, computation shall be computed for each month (or major fraction thereof) of service. If an employee is absent without excuse for more than 15 days during his anniversary year, he will forfeit one week's vacation pay. Vacation benefits shall not accrue to any employee after 20 consecutive working days of absence. | HOLIDAYS: 9 paid holidays per year: New Year's Day, Washington's Birthday, Memorial Day, Juneteenth National Independence Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day; Employee's Anniversary Date of Employment provided the employee has been employed for 30 days by the employer. (A contractor may substitute for any of the named holidays another day off with pay in accordance with a plan communicated to the employee involved.) | PENSION: $75.41 per month. SICK PAY: All employees who have been continuously employed by their employer for the period of at least one (1) year shall be entitled to a total of forty (40) hours sick leave with pay per year. Such sick leave pay shall commence on the second (2nd) working day lost for each disability, except that sick leave pay shall commence on the first (1st) working day lost in the event the employee requires immediate hospitalization or outpatient surgery. If the employer so desires, he may require reasonable proof of disability. Falsification of sick leave claims or proved abuse of sick leave privileges may be cause for discharge or disciplinary action. Unused sick leave in any one (1) year shall accumulate from year to year. FUNERAL LEAVE: Employees who have at least three (3) days sick leave entitlement shall be granted three (3) days' funeral leave with pay. Employees with less than three (3) days sick leave entitlement shall be granted funeral leave with pay up to the amount of such entitlement. To be eligible for funeral leave, an employee must be in attendance at the funeral of a member of his/her immediate family. Immediate family is defined as parents, spouse and children. The employer may require proof of attendance at the funeral. New Employees are defined as an employee not previously covered by this Agreement within a twelve (12) month period following his termination from a covered employer. New employes shall be paid eighty percent (80%) of the classification rate for the first two (2) months of employment; and ninety percent (90%) of the classificaiton rate for the fhird (3rd), fourth (4th), fifth (5th) and sixth (6th) month of employment. Aftetr six (6) months of employment, the employee shall receive the classificaiton rate. Differential for second shift $0.15 per hour (begins between the hours of 2:00 p.m. and 9:59 p.m..). Differential for third shift $.20 per hour (begins between the hours of 10:00 p.m. and 3:59 a.m.).
Match signal: state match • county match
