U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

 SCA 

 WAGE DETERMINATIONS
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

SERVICE CONTRACT ACT (SCA), as amended (excerpts)

SCA WAGE DETERMINATIONS 

 SCA WAGE DETERMINATION REQUIREMENTS

 SCA WAGE DETERMINATIONS FORMAT

 TWO TYPES OF SCA WAGE DETERMINATIONS 

 APPLICATION OF 4(c) WAGE DETERMINATIONS

SCA DIRECTORY OF OCCUPATIONS 

 DEVELOPMENT OF THE SCA DIRECTORY OF OCCUPATIONS 

 FOR USE IN DEVELOPING AND APPLYING SCA WAGE 

 DETERMINATIONS 

 FEDERAL GRADE EQUIVALENCY (FGE) INFORMATION IN THE 

 DIRECTORY 

 USING THE SCA DIRECTORY OF OCCUPATIONS

 JOB DESCRIPTION AND FEDERAL GRADE EQUIVALENT MUST 

 BE PROVIDED IF THE DIRECTORY DOES NOT INCLUDE A 

 CLASS FOR THE GIVEN JOB DUTIES 

OBTAINING SCA WAGE DETERMINATIONS

 RESPONSIBILITY OF CONTRACTING AGENCY TO 

 OBTAIN SCA WAGE DETERMINATIONS

 OBTAINING SCA WAGE DETERMINATIONS –- TWO METHODS 

 MULTI-YEAR PROCUREMENT 

 TWO-STEP PROCUREMENTS 

 USING THE WDOL WEBSITE TO OBTAIN SCA WAGE 

 DETERMINATIONS AND TO SUBMIT “e98’s” 

 THREE EXAMPLES OF THE WDOL “SELECTING SCA WDs” 

 PROCESS TO SELECT AND OBTAIN SCA WAGE 

 DETERMINATIONS 

CONTENTS OF AN SCA WAGE DETERMINATION 

WAGE DETERMINATION SAMPLE MATERIALS 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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 SERVICE CONTRACT ACT, as amended (excerpts)

 Sec. 2(a) Every contract (and any bid specification therefor) entered into 

by the United States or the District of Columbia in excess of $2,500, . . . 

whether negotiated or advertised, the principal purpose of which is to 

furnish services in the United States through the use of service employees 

shall contain the following: 

 (1) A provision specifying the minimum monetary wages to be paid 

the various classes of services employees in the performance of 

the contract or any subcontract thereunder, as determined by the 

Secretary [of Labor], or his [or her] authorized representative, in 

accordance with prevailing rates for such employees in the 

locality or where a collective bargaining agreement covers any 

such service employees, in accordance with the rates for such 

employees provided for in such agreement, including prospective 

wage increases provided for in such agreement as a result of 

arm's-length negotiations. 

 (2) A provision specifying the fringe benefits to be furnished the 

various classes of service employees . . . . 

 [Sec. 4](c) No contractor or subcontractor under a contract, which 

succeeds a contract subject to this Act under and which substantially the 

same services are furnished, shall pay any service employee under such 

contract less than the wages and fringe benefits, including accrued wages 

and fringe benefits, and any prospective increases in wages and fringe 

benefits provided for in a collective-bargaining agreement as a result of 

arm's-length negotiations, to which such service employees would have 

been entitled if they were employed under the predecessor contract: 

Provided, that in any of the foregoing circumstances such obligations shall 

not apply if the Secretary finds after a hearing . . . that such wages and 

fringe benefits are substantially at variance with those which prevail for 

services of a character similar in the locality. 

 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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SCA WAGE DETERMINATIONS 

SCA Wage Determination Requirements

◊ SCA wage determinations apply to Federal Government and District of Columbia 

contracts, the principal purpose of which is to furnish services through the use of 

service employees. Each such contract in excess of $2,500 (and the related bid 

solicitations) are required to contain provisions that specify the monetary wages and 

fringe benefits to be paid service employees engaged in the contract’s performance. 

◊ The SCA wage determinations, issued by the WHD, set forth the prevailing wages and 

fringe benefits that prime contractors and subcontractors must pay service employees 

working on covered contracts. 

 ◊◊ Wages – the minimum monetary compensation required to be paid to the various 

classes of service employees – are usually listed in the wage determination as 

hourly wage rates. 

 

 ◊◊ Fringe benefits are defined in section 2(a)(2) of the SCA as follows: 

 Such fringe benefits shall include medical or hospital care, pensions on 

retirement or death, compensation for injuries or illness resulting from 

occupational activity, or insurance to provide any of the foregoing, 

unemployment benefits, life insurance, disability and sickness insurance, 

accident insurance, vacation and holiday pay, costs of apprenticeship or other 

similar programs and other bona fide fringe benefits not otherwise required by 

federal, state, or local law to be provided by the contractor or subcontractor. 

 The various fringe benefits listed in the SCA are illustrative of those which may 

be included in the wage determination. Which fringe benefits are included in a 

wage determination depends on the type of wage determination to be issued and 

the evaluation of source data used to develop the wage determination. Fringe 

benefits may be provided as monetary compensation (cash payments) in lieu of 

providing the listed benefits, provided certain records are kept. 

 ◊◊ Most SCA wage determinations are revised periodically, as new health and 

welfare benefits or wage survey data become available. However, if a wage 

determination is properly included in the contract at the time of award, the 

contract does not need to 4be modified to include subsequent revisions of the 

wage determination prior to completion of a contract term. (See further 

discussion, below, regarding “multi-year procurements.”) 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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◊ Section 10 of the SCA requires DOL to issue a wage determination for every service 

contract exceeding $2,500 and employing more than five service employees. 

 ◊◊ If the contract requires five or fewer service employees, the contracting agency 

must obtain a wage determination, and, if one is available, include it in the 

contract. There is a common misconception among contracting officers that 

they need not obtain and include a wage determination into a covered service 

contract if there will be five or fewer service employees performing on the 

contract. This has never been the case. Only the WHD has the authority to 

decide not to issue a wage determination for contracts with five or fewer 

service employees. 

 ◊◊ If no wage determination is issued for a service contract involving five or fewer 

service employees, the contractor must pay no less than the federal minimum 

wage required by section 6(a)(1) of FLSA. (An overview of the FLSA is 

available in the “Introduction to the Labor Standards Statutes Coverage” section 

of this resource book.) 

 ◊◊ If the contract involves more than five service employees, the contract must 

contain a wage determination. If a wage determination is not available as 

discussed under the heading “Obtaining SCA Wage Determinations” below, the 

agency must contact the WHD. (See the “Staff Listings” section of this resource 

book.) 

SCA Wage Determinations Format 

◊ Under the SCA, wage determinations are developed and issued for covered service 

contracts in the United States, including the District of Columbia, and certain 

territories. 

◊ Wage determinations referred to as “consolidated wage determinations,” have been 

issued since 1994 for specific locations. Each lists nearly 300 standard occupations 

defined in the SCA Directory of Occupations. Since 1994, this format has reduced the 

need for SCA conformance actions and improved service to SCA wage determinations 

customers. 

 ◊◊ The WHD updates these wage determinations, generally on an annual basis, as 

wage survey data become available for the 205 geographic areas covering the 

geographic scope of SCA. 

◊ “Non-standard” prevailing wage determinations are issued for specific contracts or 

types of contracts and may be based on different data sources that may be industry 

specific and/or often cover different geographic areas that may be either narrower or 

broader than the consolidated (standard) wage determinations. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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◊ Section 4(c) Collective Bargaining Agreement (CBA) “Successorship” Wage 

Determinations reflect a predecessor contractor’s CBA wage rates and fringe benefits 

and are issued only when certain criteria are met. 

◊ Depending on the scope of work required by a specific contract, multiple wage 

determinations may need to be incorporated into a contract – e.g. a consolidated 

(standard) wage determination, non-standard, and/or 4(c) wage determinations, 

determinations for multiple locations if the contract will be performed in multiple 

locations, and under certain circumstances (as discussed elsewhere in this resource 

book) a Davis-Bacon wage determination, as well. 

Two Types of SCA Wage Determinations

◊ Two types of wage determinations are issued: prevailing in the locality wage 

determinations and section “4(c)” wage determinations. The two types of wage 

determinations differ in how they are developed and issued, as required by the SCA 

and its regulations. SCA §§ 2(a)(1), 2(a)(2), and 4(c), and 29 C.F.R. Part 4. 

 1. Prevailing in the locality wage determinations set forth monetary wage and fringe 

benefits determined to be prevailing for various classes of service employees in the 

locality after giving “due consideration” to the rates applicable to such service 

employees if directly hired by the Federal Government. SCA §§ 2(a)(1), 2(a)(2), and 

2(a)(5). 

 Wage rates prevailing in the locality. 29 C.F.R. § 4.51 

 ◊◊ In rare instances, a wage rate prevailing in a locality is based on a single rate 

paid to a majority (50 percent or more) of workers employed in a specific 

occupation in a particular locality. The SCA regulations provide that a 

majority rate “is determined to prevail.” 29 C.F.R. § 4.51(b). Majority rate 

determinations are typically union dominance wage determinations. 

 ◊◊ Usually wage rates are based on measures of central tendency as provided in 

data collected by the Bureau of Labor Statistics under the National 

Compensation Survey (NCS) and Occupational Employment Statistics Survey 

(OES). 

 ◊◊◊ The NCS provides comprehensive measures of occupational 

earnings; compensation cost trends, benefits incidence, and detailed 

plan provisions. Detailed occupational earnings are available for 

metropolitan and non-metropolitan areas, broad geographic regions, 

and on a national basis. The index component of the NCS, the 

Employment Cost Index measures changes in labor cost. Average 

hourly employer cost for employee compensation is presented in 

Employer Cost for Employee Compensation. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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 ◊◊◊ The OES produces employment and wage estimates for over 700 

occupations. These are estimates of the number of people employed 

in certain occupations, and estimates of the wages paid to them. 

Self-employed persons are not included in the estimates. These 

estimates are available for the nation as a whole, for individual 

states, and for metropolitan areas; national occupational estimates 

for specific industries are also available. 

 Fringe benefits prevailing determinations. 29 C.F.R. § 4.52 

 ◊◊ The applicable health and welfare (H&W) benefit rate is listed in each SCA 

wage determinations. 

 ◊◊ The H&W benefit rate in most SCA wage determinations is based on data 

from the Bureau of Labor Statistics Employment Cost Index summary of 

Employer Cost for Employee Compensation. The H&W rate reflects the total 

cost for private employers to provide all bona fide fringe benefits (not legally 

required) other than vacations and holidays. (Vacations and holidays are 

determined separately under SCA.) 

 ◊◊◊ Effective June 1, 1997, DOL established a new methodology for 

determining the H&W benefit requirement applicable to most 

employees under the SCA. The new single rate methodology has 

replaced a two-level H&W rate structure that involved issuing 

different H&W requirements, depending on the nature and history 

of each contract (each rate with its own method of determining 

compliance with SCA requirements). To ease a transition from the 

two-tier rate structure to a new single rate methodology, there was a 

four-year phase-in of rate increases and the higher rate was 

grandfathered for continued application to contracts that succeeded 

those to which it had applied. Since June 1, 2004, a single H&W 

benefit rate has been issued. (See All Agency Memoranda Nos. and 

188 and 197.) 

 ◊◊◊ The SCA prevailing H&W benefits rate is adjusted annually on June 

1, based on new data. 29 C.F.R. § 4.52. (On June 1, 2009, the new 

H&W benefit rate was increased to $3.35 per hour.) 

 ◊◊◊ A discussion of how to comply with these H&W benefit 

requirements is included in the “SCA Compliance Principles” 

section of this resource book. 

 ◊◊ The paid holiday and vacation benefit requirements in most SCA wage 

determinations vary from locality to locality reflecting prevailing fringe 

benefit practices in the geographic scope of the wage determination, and the 

applicable requirements are stated in each wage determination. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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 2. CBA – “4(c)” wage determinations require a successor contractor to apply 

 the wage rates and fringe benefits, including accrued and prospective increases, 

contained in a CBA that applied to the service employees who performed on the 

predecessor contract in the same locality. SCA §§ 4(c) and 2(a)(1) and (2). 

 ◊◊ Wage rates and fringe benefits based on the predecessor contractor’s CBA. 

 29 C.F.R. §§ 4.1(b) and 4.163. 

 ◊◊ For section 4(c) to apply, the predecessor contract and successor contract must 

involve furnishing substantially the same services in the same locality. 

 ◊◊ Provisions of SCA § 4(c): 

 No contractor or subcontractor under a contract, which succeeds a contract 

subject to this chapter and under which substantially the same services are 

furnished, shall pay any service employee under such contract less than the 

wages and fringe benefits, including accrued wages and fringe benefits, and 

any prospective increases in wages and fringe benefits provided for in a CBA 

as a result of arm’s-length negotiations, to which such service employees 

would have been entitled if they were employed under the predecessor 

contract . . . . 

Application of 4(c) Wage Determinations

◊ The successor contractor is obligated to pay its employees the wages and fringe 

benefits in the predecessor’s CBA that they would have been entitled to if they were 

employed by the predecessor contractor. On a contract subject to annual fiscal 

appropriations of Congress, this obligation applies independently to the base year of a 

multi-year contract and each subsequent option. On other contracts, the obligation is 

for up to two years. (In the section below, concerning “Obtaining SCA Wage 

Determinations,” see the discussion of “Multi-Year Procurement.” 

 z◊ This obligation exists whether or not the employees of the predecessor contractor are 

hired by the successor contractor. If a successor contractor does not hire any of the 

predecessor contractor’s employees, the successor contractor is nevertheless required 

to pay service employees employed on the contract the CBA rates. 

 

◊ The obligation of the successor contractor is limited to the wage and benefits 

requirements of the predecessor contractor’s CBA and does not extend to other items 

such as seniority, grievance procedures, work rules, overtime, etc. 

 ◊◊ Any interpretation of the wage and fringe benefit provisions of the CBA 

where its provisions are unclear must be based on the intent of the parties 

signatory to the CBA, provided that such interpretation does not violate any 

law. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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◊ The provisions of section 4(c) are self-executing and failure to include the CBA rates 

in the wage determination issued for the successor contract does not relieve the 

successor contractor of the statutory requirements to comply with the CBA rates. 

 ◊◊ The self-executing application of section 4(c) is limited only when the 

contracting agency gives written notification to both the incumbent contractor 

and the union at least 30 days in advance of all applicable estimated 

procurement dates. SCA § 4(b) SCA and 29 C.F.R. § 4.1b(b). Estimated 

procurement dates include bid solicitation, bid opening, date of award, 

commencement of negotiations, receipt of proposals, or the commencement 

date of a contract resulting from a negotiation, option or extension, as the case 

may be. 

 If such notification is given, the CBA must be provided to the contracting 

officer (Not DOL) within specified timeframes: 

 ◊◊◊ For advertised procurement – 10 days before the date set for bid 

opening; 

 ◊◊◊ For negotiated procurement – before the award date if start of 

performance is within 30 days, or 10 days before commencement of 

the contract if start of performance is beyond 30 days. 

 If the CBA is not provided to the contracting officer within these timeframes, 

then the CBA may not apply. 

◊ Two types of appeals can be made concerning CBA rates where section 4(c) applies – 

based on substantial variance issues, or based on issues concerning “arm’s-length” 

negotiations. Both types of appeals are resolved by administrative hearings conducted 

by an Administrative Law Judge pursuant to 29 C.F.R. Part 6, or on appeal, by the 

ARB pursuant to 29 C.F.R. Part 8. (See 29 C.F.R. § 4.10 and 4.11.) The “4(c) 

Hearings” section of this resource book provides more detailed information on this 

subject. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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SCA DIRECTORY OF OCCUPATIONS 

Development of the SCA Directory of Occupations for Use in Requesting, Developing, 

and Applying SCA Wage Determinations

◊ Since April 1985, the Wage and Hour Division has published standard occupational 

titles and definitions in the SCA Directory of Occupations. This is a key resource to be 

utilized in obtaining and applying SCA wage determinations. The Directory is now in 

its fifth edition and is available online. The WHD home page 

(http://www.dol.gov/whd/) and the WDOL website “Library” have links to the 

Directory. Although previous editions were published in hard copy through the 

Government Printing Office, the fifth edition is available only on the Internet. 

◊ Each year, wage determinations are applied to approximately 60,000 government 

service contracts covered under the SCA. Total annual federal government service 

contracting has been estimated in the billions of dollars. These SCA-covered contracts 

involve the performance of a wide range of services, including such diverse activities 

as aerial spraying, barber and beauty shop services, computer services, electronic 

equipment maintenance, furniture repair, surveying and mapping, trash removal, and 

warehousing. Employees in a wide spectrum of occupations are needed to perform 

these services. 

◊ For any SCA-covered contract exceeding $2,500 the contracting agency must either 

obtain a wage determination by using the “98” process or use the WDOL “Selecting 

SCA WDs” process for obtaining SCA wage determinations. Both processes require 

the requesting agency to specify the occupational titles of workers to be employed on 

the contract. Use of the Directory allows the contractor, federal procurement agency, 

and WHD staff to associate standard job descriptions with these titles. Prior to 

publication of the Directory, ascertaining the content of each job for wage 

determination purposes became a difficult and time-consuming task. Widespread 

distribution and use of the Directory has greatly simplified this process. 

◊ The great variety of services procured by the federal government and the many 

different occupations required in the performance of these services continue to present 

a major challenge in the acquisition of data and the development of appropriate wage 

determinations. At the present time, a variety of data sources are utilized in the 

development of SCA prevailing wage determinations. These sources include the 

Bureau of Labor Statistics National Compensation Survey, and the Occupational 

Employment Statistics Survey. Since payroll titles and work assignments vary among 

establishments and geographic areas, such descriptions are useful as standards in 

classifying workers by occupation so that wage rates representing specific job content 

can be established. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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◊ In order to effectively implement its primary assignment of issuing wage 

determinations, the WHD Branch of Service Contract Wage Determinations requires 

standardized occupational language for use with all of the contracting establishments. 

In response to this need, the first edition of this Directory of commonly used 

occupational titles and descriptions was developed in 1985. A second edition was 

published in 1986, a third in 1991 was never used and was eventually withdrawn, and 

a fourth was published in 1993. The fifth edition was published in 2006. 

◊ The Directory contains occupational titles and descriptions and a classification 

structure under which the occupations are arranged according to their 

interrelationships. It makes available uniform occupational information providing 

composites of similar jobs performed in many geographic areas all over the country. 

Federal Grade Equivalency (FGE) Information in the Directory 

◊ The Fifth Edition Directory provides information on the federal civil service grade 

levels most likely to correspond to the occupations included. 

 ◊◊ This information reveals the grade levels that would be assigned to such 

occupations, if the work was being performed by a federal employee. 

 ◊◊ For WHD staff, such information is especially useful in connection with 

developing prevailing wage determinations for occupations for which no 

survey data are available or for which survey data are not available for 

various levels within a job family. 

 ◊◊ Contractors and federal procurement agency staff may utilize federal grade 

equivalency (FGE) data for guidance in developing wage rate proposals for 

occupations to be conformed. (See the “SCA Conformance Process” section 

of this resource book for further information on FGE use for conformances.) 

◊ FGE rates are divided into the following three classifications for purposes of SCA 

administration: 

 ◊◊ “GS” (General Schedule) refers to grade rates utilized for non-supervisory 

appropriated fund “white-collar” positions; 

 ◊◊ “WG” (Wage Grade) refers to grade rates utilized for non-supervisory 

appropriated fund “blue-collar” positions; and 

 ◊◊ “AS” refers to non-supervisory non-appropriated fund Administrative 

Services rates. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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Using the SCA Directory of Occupations

◊ The SCA Directory of Occupations provides the occupational titles and describes the 

scope of duties for each occupation listed. It is available by use of a link on the 

WDOL website or http://www.dol.gov/whd/contracts/sca.htm. In addition to the 

Directory, links are provided for the: 

 ◊◊ “Table of Contents” that provides a numerical listing of occupational 

categories and titles, “Federal Grade Equivalencies,” and location of each in 

the Directory by page; and the 

 ◊◊ “Occupational Index” that provides an alphabetical listing of occupational 

titles. 

◊ The classification system developed is structured on a three-tier arrangement: 

category, occupation, and level of difficulty. Each tier represents groupings in 

successively finer detail. This should enable users who so desire to tabulate or 

analyze data at different levels of aggregation. 

◊ Note: Below are the 20 broad occupational categories arranged alphabetically and 

coded numerically. 

 01000 Administrative Support and Clerical Occupations 

 05000 Automotive Services Occupations 

 06000 Automotive Service (Retail) Occupations 

 07000 Food Preparation and Service Occupations 

 08000 Forestry and Logging Occupations 

 09000 Furniture Maintenance and Repair Occupations 

 11000 General Services and Support Occupations 

 12000 Health Occupations 

 13000 Information and Arts Occupations 

 14000 Information Technology Occupations 

 15000 Instructional Occupations 

 16000 Laundry, Dry Cleaning, Pressing and Related Occupations 

 19000 Machine Tool Operation and Repair Occupations 

 21000 Materials Handling and Packing Occupations 

 23000 Mechanics and Maintenance and Repair Occupations 

 24000 Personal Needs Occupations 

 25000 Plant and System Operation Occupations 

 27000 Protective Service Occupations 

 28000 Recreational Occupations 

 29000 Stevedoring/Longshoremen Occupational Services 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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 30000 Technical Occupations 

 31000 Transportation/Mobile Equipment Operation Occupations 

 47000 Water Transportation Occupations 

 91000 Wildlife Management and Animal Care Occupations 

 99000 Miscellaneous Occupations 

◊ The detailed numerical listing presents the categories, occupations, levels of difficulty, 

federal grade equivalencies, and the page numbers on which the occupational 

descriptions can be found. The coding system utilized by the Directory has the 

following characteristics: 

 ◊◊ Each occupational title is identified by a five digit code. 

 ◊◊ The first two digits of each occupational code identify the broad category of 

occupations to which each specific occupation belongs. For example, since 

the code for the broad category of Administrative Support is 01000, each 

specific occupation within this category begins with the first two digits 01, 

such as, Court Reporter, 01040. 

 ◊◊ Within each broad category, occupations are listed in alphabetical order. 

Therefore, the third and fourth digit of each occupational code follow that 

alphabetical progression. For example, the code for Rental Clerk is 01290, 

while the code for Scheduler, Maintenance is 01300. 

 ◊◊ Occupations that reflect distinct levels in “job families” are prefaced by 

“base” statements that describe occupational content common to each level. 

 ◊◊ The levels of difficulty are denoted by Roman numerals placed after the title, 

with the numeral “I” being the least difficult, and each numeral thereafter 

indicating a more difficult level. In general, the higher the grade level, the 

greater the level of complexity and compensation. The codes for each level, 

such as., General Clerk I, General Clerk II, and General Clerk III, utilize the 

fifth digit to differentiate one from the other. For example, General Clerk I, 

01111; General Clerk II, 01112; and General Clerk III, 01113. 

 ◊◊ Each broad category is defined so that homogeneous groupings can be 

delineated. The titles represent those most commonly used in the wage 

determination process. The descriptions represent composites of jobs found 

in a number of establishments and may differ from those in use in individual 

establishments or those prepared for other purposes. 

 ◊◊ Some of these definitions have been adjusted to meet SCA operations 

requirements. Immediately following the title, there may be one or more titles 

in parentheses. These are alternative titles for the titles with which they are 

shown. They are synonymous titles and appear in the alphabetical index in 

lower case. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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Job Description and Federal Grade Equivalent Must Be Provided if the Directory Does 

Not Include a Class for the Given Job Duties

◊ Contracting agency officials who are unable to locate a given title or description, or 

who cannot match specific job duties with a corresponding occupational description in 

the Directory, should submit an appropriate occupational title and description with an 

“e98” request. 

 ◊◊ This procedure will assist the WHD Branch of Service Contract Wage 

Determinations in issuing wage determinations for occupations in response to 

“e98” requests. 

 ◊◊ Such information also provides the basis for future updates and revisions of 

the Directory. 

 ◊◊ Note that wage determinations will not be issued for occupational titles 

requested if the applicable job duties are performed by an occupational 

classification contained in the SCA Directory and listed in the wage 

determination. 

◊ Job definitions included in the Directory may not be applicable when the service 

contract is governed by section 4(c) of the SCA. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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OBTAINING SCA WAGE DETERMINATIONS 

 (29 C.F.R. § 4.4) 

Responsibility of Contracting Agency to Obtain SCA Wage Determinations

◊ Contracting agencies have the initial responsibility for determining whether a proposed 

contract may be subject to SCA and, if the proposed contract is covered by the SCA 

and exceeds $2,500, to obtain and incorporate the appropriate wage determination(s) in 

covered contracts. 

Obtaining SCA Wage Determinations – Two Methods

◊ SCA wage determinations can now be obtained from the WDOL website 

(http://www.wdol.gov) by the contracting agency in two different ways. The 

contracting agency has total discretion as to which method to follow. (See final rule 

“Service Contract Act Wage Determination Online Request Process” published in the 

Federal Register on August 26, 2005, 70 Fed. Reg. 50888-50899). 

◊ First Method – “e98” process pursuant to 29 C.F.R. § 4.4(b). 

 ◊◊ For each proposed contract exceeding $2,500, the contracting agency may request 

SCA wage determinations from the WHD by electronically submitting an “e98” 

that describes the proposed contract and occupations expected to be employed on 

the contract. An “e98” must be submitted for each anticipated contract. The 

wage determination(s) issued in response to each request must be incorporated 

into the bid specifications and the resultant contract. 

 ◊◊ The “e98” requires the requesting agency official to specify the: 

 ◊◊◊ Relevant procurement dates. 

 ◊◊◊ County and state where the work will be performed. 

 ◊◊◊ Type of services to be performed under the contract. 

 ◊◊◊ Occupational classes and the number of service employees who will 

perform work on the contract. Occupational titles and corresponding 

code numbers found in the SCA Directory of Occupations should be used 

where applicable. A detailed discussion of the SCA Directory of 

Occupations is provided in this section of the resource book. For 

occupations not contained in the Directory, an appropriate job title and 

job description must be provided. 

 ◊◊◊ Hourly rates or federal grade levels that would be paid if such workers 

were federal direct hires. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

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 ◊◊◊ Information on the incumbent contract, i.e., incumbent contractor, 

previous wage determination, and any CBA that may apply. 

 ◊◊◊ A correct e-mail address, as most responses will be provided via 

 e-mail. 

 ◊◊ If the incumbent contractor has furnished substantially the same services in the 

same locality through the use of service employees whose wages and fringe 

benefits are the subject of one or more CBAs, the contracting agency should 

reference the union and CBA on the “e98” and await a response from the WHD 

for instructions on how to submit the CBA. Upon receipt of the CBA, WHD will 

provide an e-mail response to the contracting agency attaching a copy of a section 

4(c) wage determination based on the CBA. 

 ◊◊ The “e98 system automatically provides an amended response if the applicable 

wage determination is revised, and such amended response will be provided via email and will be deemed to be received by the contracting agency. 

 ◊◊ A revised “e98” should be submitted by the contracting agency if the bid opening 

date, or if contract commencement, is delayed by more than 60 days. 

◊ Second Method – WDOL process pursuant to 29 C.F.R. § 4.4(c). 

 ◊◊ Contracting agencies may use the WDOL website to select the proper wage 

determination for a proposed contract. The WDOL website provides assistance to 

the contracting agency in the selection of the correct wage determination. 

 ◊◊ The contracting agency is fully responsible for selecting the correct wage 

determination. If the DOL determines that the correct SCA wage determination 

was not included in a covered contract, the contracting agency shall amend the 

contract within 30 days of DOL notice to incorporate the correct wage 

determinations as determined by the WHD. 29 CFR 4.5(c)(2). 

 ◊◊ If an applicable prevailing wage determination is not available on the WDOL 

website, the contracting agency must submit an “e98.” 

 ◊◊ The contracting agency shall monitor the WDOL website to determine whether 

the applicable wage determination has been revised. Revisions published on the 

WDOL website or otherwise communicated to the contracting officer are 

applicable and to be included in the contract under the following time frames: 

 ◊◊◊ For advertised procurement – 10 days before the date set for bid 

opening, unless the contracting agency determines there is not 

reasonable time to notify bidders of the revision within 10 days; 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

15

 ◊◊◊ For negotiated procurement – before the award date if start of 

performance is within 30 days, or 10 days before commencement of 

the contract if start of performance is beyond 30 days. 

 ◊◊ If the incumbent contractor furnished substantially the same services in the same 

locality through the use of service employees whose wages and fringe benefits are 

the subject of one or more CBAs, the contracting agency may prepare a wage 

determination referencing and incorporate a complete copy of the CBA(s) into the 

successor contract action. A copy of the CBA(s) need not be submitted to the 

WHD unless requested. 

◊ The general public may also access the WDOL website at no cost to obtain available 

wage determinations for INFORMATION PURPOSES ONLY. The contracting 

agency is required to incorporate the applicable wage determination(s) into contract. 

Thus, only those wage determinations inserted into the contract at award, or by 

modification, are applicable. 

Multi-Year Procurement

◊ In the case of multi-year contracts subject to annual fiscal appropriations of Congress, 

the contracting agency must obtain a new wage determination each year for use on the 

anniversary date of the contract. 29 C.F.R. §§ 4.4(a)(1) and 4.145(a). 

◊ If the multi-year contract is not subject to annual fiscal appropriations, the contracting 

agency must obtain a new wage determination and apply it to the contract at least 

every two years, on the biennial anniversary date of each such contract. SCA§ 4(d) 

and 29 C.F.R. § 4.145(b). 

Two-Step Procurements

◊ When the place of performance of a contract is unknown at the time of solicitation, the 

contracting agency should follow the two-step procedure, as required by 29 C.F.R. 

§ 4.4(a)(3): 

 ◊◊ In the first step, the contracting agency will issue an initial solicitation with no 

wage determination, from which it identifies all interested bidders and their 

possible places of performance. 

 ◊◊ In the second step, the contracting agency will obtain separate wage 

determination(s) for the various localit(ies) identified in the first step, to be 

incorporated in the solicitation prior to the submission of final bids. The 

appropriate wage determination(s) applicable to the geographic locations 

identified by the successful bidder must be incorporated in the resultant 

contract and must be observed, regardless of whether the contractor 

subsequently changes the place(s) of contract performances. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

16

Using the WDOL Website to Obtain SCA Wage Determinations and to Submit “e98’s”

◊ To facilitate contracting officers selecting the appropriate SCA wage determination, 

the WDOL website provides “decision tree” that leads the requester through a series of 

questions. Based upon the responses to these questions, the WDOL site will either 

identify an SCA wage determination or direct the requester to submit an e98. 

◊ A direct link to the e98 site is provided. The WDOL site gives the requester the option 

of going directly to the e98 site without going through the “decision tree” wage 

determination selection process. If a contracting officer has any question regarding the 

selection of the proper SCA wage determination, the WDOL site directs the 

contracting officer to the e98. 

◊ The WDOL website has a “User’s Guide” that includes a general overview and 

sections that focus on helpful information on SCA and DBA use of the website. 

◊ As discussed previously, and as clearly indicated on the WDOL website, compliance 

with the decision tree selection process and the guidance provided by the User’s Guide 

does not relieve the contracting officer or other program user of the requirement to 

carefully review the contract or solicitation, the FAR (48 C.F.R., including any 

relevant FAR Supplement or other Federal agency acquisition regulations), or the 

DOL regulations related to these actions. 

◊ To obtain the latest SCA wage determinations, click on the “Selecting SCA WDs” 

option. Respond to each SCA logic question beginning with the state and county until 

you have obtained the appropriate wage determination. 

 ◊◊ For each area DOL issues two “standard” (or “consolidated”) prevailing wage 

determinations that are identical except for the fringe benefit requirements. 

Because the fringe benefit compliance standards are different, the two types of 

prevailing wage determinations are not interchangeable. 

 ◊◊◊ ODD-NUMBERED wage determinations (e.g., 2007-2011) apply to 

most SCA contracts. These wage determinations require the contractor 

to satisfy the health and welfare fringe benefit requirements on a “fixed 

cost” per employee basis. Compliance must be calculated using all 

hours paid for (including paid time off) up to 40 hours a week, 2080 

hours a year, and the contractor must meet the minimum fringe benefit 

requirement as specified by the wage determination for each individual 

employee. 

 ◊◊◊ EVEN-NUMBERED wage determinations (e.g., 2005-2012) are to be 

applied only to contracts where an even-numbered SCA wage 

determination applied to the preceding contract of the same federal 

agency for the same services in the same location. These wage 

determinations allow the contractor to comply with the fringe benefit 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

17

requirement on an “average cost” basis, as discussed more fully in the 

“SCA Compliance Principles” section of this resource book. 

 ◊◊ DOL issues “Non-Standard” SCA wage determinations to reflect prevailing 

wages and benefits in specific service industries in designated localities. In the 

WDOL SCA wage determination selection process, the user will be asked to 

determine if the contract services are "non-standard" as designated by DOL. 

 ◊◊◊ The menu will provide a drop-down listing of such designated NonStandard services; the “Appendix A: SCA Non-Standard WDs” at 

http://www.wdol.gov/usrguide/appdxa.html also lists non-standard 

services. 

 ◊◊◊ “Non-Standard” wage determinations may not be used in contracts for 

services other than those specified in the “Non-Standard” wage 

determination description. 

 ◊◊ If a contracting officer has determined that neither a “standard” wage 

determination nor a “non-standard” wage determination is appropriate for a 

particular contract action, the contracting officer should request an appropriate 

“contract specific” wage determination from DOL using the e98 system. DOL 

has sole authority to determine the appropriate wage and fringe benefit rates 

for each contract action and will either issue a wage determination reflecting 

such rates or notify the contracting agency that there is no wage 

determination applicable to the contract. 

 ◊◊◊ An example of a “contract-specific” wage determination is for a solesource contract with a county, state or municipality where wages and 

benefits are already established. The SCA wage determination 

applicable to such a contract will be the rates established by the solesource contractor. (Note that all sole-source contract actions are not 

subject to a “contract-specific” wage determination; only those contracts 

awarded to contractors similar to government organizations.) 

 ◊◊ DOL issues wage determinations based on the provisions of section 4(c) of the 

SCA when certain criteria have been met. “4c” wage determinations recognize 

the wages and fringe benefits contained in a predecessor contractor’s CBA as the 

wage determination requirements for the successor contract period of 

performance. A “4c”wage determination can be created by a federal agency using 

the WDOL website, as described below, and may be obtained by interested parties 

from the contracting agency. 

Examples of the WDOL “SELECTING SCA WDs” Process to Select and Obtain SCA

Wage Determinations
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

18

◊ Following are examples that show the sequences of questions and answers that enable 

the wage determination selection system to provide users appropriate SCA wage 

determinations. Related “Wage Determination Sample Materials” are provided later in 

“SCA Wage Determinations” section of this resource book. 

 ◊◊ The first example shows a common sequence of “YES” and “NO” responses that 

take the WDOL user to a standard (consolidated) SCA wage determination that 

has the fixed, per hour, per employee fringe benefit. 

 ◊◊ The second shows a sequence of “YES” and “NO” responses involved in 

obtaining a non-standard classification prevailing wage determination. 

 ◊◊ The third shows the sequence for a “4(c)” wage determination. 

 ◊◊ Following is the e-98 request. 

Example 1

Selecting SCA WDs 

Select state & county where the services are to be performed then click Continue. 

If you do not find the locality listed, please request a WD by e-98. 

WDOL User's Guide: Sec. B.5.a

Texas Bexar

Continue

Were these services previously performed at this locality under an SCA-Covered contract? 

Yes No

--> YES 

Are any of the employees performing work subject to a Collective Bargaining Agreement 

(CBA)? WDOL User's Guide: Sec. B.5.b.

Yes No

--> NO 

Are the contract services to be performed listed below as Non-Standard Services? 

If so, high-light the service by clicking on it, and click "Yes". If the contract services are not 

listed below then click "No". 

Aerial Photographers/Seeding/Spraying Services

Aircraft Services (Large Multi-Engine Aircraft including CNET Postal Contracts)

Auto Concession Services

Baggage Inspection Services

Yes No

--> NO
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

19

Description: 

To see a description of each Non-Standard Service, please select it from the above drop-down 

list. 

If the contract services are not listed as Non-Standard, or covered by the classifications listed 

on the Standard WD, the contracting officer must use the DOL e-98 to request an appropriate 

SCA WD. 

Were these services previously performed under an SCA wage determination that ends in an 

even number? Example: 1994-2104; or 1994-2114. WDOL User's Guide: Sec. B.5.a.(1)

Yes No

--> NO 

 The Wage Determination you have requested is below. 

 Please scroll down to review the WD carefully to ensure that it is appropriate for the 

specific contract action. 

WD 05-2521 (Rev.-4) was first posted on www.wdol.gov on 10/02/2007

*******************************************************************

*******************************************************************

REGISTER OF WAGE DETERMINATIONS UNDER | U.S. DEPARTMENT OF LABOR

 THE SERVICE CONTRACT ACT | EMPLOYMENT STANDARDS ADMINISTRAT

By direction of the Secretary of Labor | WAGE AND HOUR DIVISION

 | WASHINGTON D.C. 20210

 |

 |

|

| Wage Determination No.: 2005-2521

William W.Gross Division of | Revision No.: 4

Director Wage Determinations| Date Of Revision: 09/26/2007

_______________________________________|____________________________

State: Texas

Printer Friendly Version

Sign Up for Alert Service Find Another WD Exit

WDOL User's Guide Sec. B.6.f
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

20

Clicking on “Printer Friendly Version” the user can obtain and print out the actual entire 

wage determination, as shown below. 

NOTE: Wage Determination No. 2005-2521, Revision No. 4, dated September 26, 2007, is 

generated by WDOL in response to the answers, shown above. In response to the 

question “Were these services previously performed under an SCA wage 

determination that ends in an even number?” the user answered “YES.” Therefore, the 

WDOL wage determination selection system provided an even numbered consolidated 

wage determination for the State/County identified by the user. As discussed 

previously, that wage determination has a “fixed cost” per employee H&W fringe 

benefit requirement. 

 If the user had instead answered the same question “NO” the WDOL wage 

determination selection process would have provided, instead, Wage Determination 

NO. 2005-2522, Revision No. 5, dated September 26, 2007. The classifications and 

wage requirements listed are identical. The difference is that Wage Determination 

NO. 2005-2522, issued on the same date for the same State/County has an “average 

cost” H&W fringe benefit requirement, for which the method of achieving compliance 

may be very different, as explained elsewhere in this chapter and in the chapter of this 

resource book entitled “SCA Compliance Principles.” 

 This illustrates the importance of users responding carefully to the questions in the 

WDOL decision tree for obtaining SCA wage determinations for use in SCA contracts. 

 The screen that would have led to the even-numbered wage determination – Wage 

Determination No 2005-2522, Revision 5, also dated September 26, 2007, for the same 

area is: 

 The Wage Determination you have requested is below. 

 Please scroll down to review the WD carefully to ensure that it is appropriate for the 

specific contract action. 

WD 05-2522 (Rev.-5) was first posted on www.wdol.gov on 10/02/2007

*******************************************************************

*******************************************************************

REGISTER OF WAGE DETERMINATIONS UNDER | U.S. DEPARTMENT OF LABOR

 THE SERVICE CONTRACT ACT | EMPLOYMENT STANDARDS ADMINISTRAT

By direction of the Secretary of Labor | WAGE AND HOUR DIVISION

 | WASHINGTON D.C. 20210

 |

 |

|

| Wage Determination No.: 2005-2522

William W.Gross Division of | Revision No.: 5

Director Wage Determinations| Date Of Revision: 09/26/2007

_______________________________________|____________________________

State: Texas

Printer Friendly Version
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

21

Sign Up for Alert Service Find Another WD Exit

WDOL User's Guide Sec. B.6.f

See the H&W provisions in “Wage Determination Sample Materials” provided below. 

Example 2

Selecting SCA WDs 

Select state & county where the services are to be performed then click Continue. 

If you do not find the locality listed, please request a WD by e-98. 

WDOL User's Guide: Sec. B.5.a

District of Columbia Statewide

Continue

Were these services previously performed at this locality under an SCA-Covered contract? 

Yes No

--> YES

Are any of the employees performing work subject to a Collective Bargaining Agreement 

(CBA)? WDOL User's Guide: Sec. B.5.b.

Yes No

--> NO

Are the contract services to be performed listed below as Non-Standard Services? 

If so, high-light the service by clicking on it, and click "Yes". If the contract services are not 

listed below then click "No". 

Hazardous Waste Pickup and Disposal Services (Material/Oil and Related Cleanup)

Health Physics Technician Services

Income Tax Preparation Services

Moving and Storage Services

 Yes No--> YES
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

22

Description:

To see a description of each Non-Standard Service, please select it from the above drop-down list. 

This WD may be used only for contracts for moving from one building to another or f

If the contract services are not listed as Non-Standard, or covered by the classifications listed on the 

Standard WD, the contracting officer must use the DOL e-98 to request an appropriate SCA WD. 

 The Wage Determination you have requested is below. 

 Please scroll down to review the WD carefully to ensure that it is appropriate for the specific 

contract action. 

WD 95-0819 (Rev.-20) was first posted on www.wdol.gov on 06/05/2007

FL/HH/MS

*******************************************************************

REGISTER OF WAGE DETERMINATIONS UNDER U.S. DEPARTMENT OF LABOR

 THE SERVICE CONTRACT ACT EMPLOYMENT STANDARDS ADMINISTRATIO

By direction of the Secretary of Labor WAGE AND HOUR DIVISION

 WASHINGTON, D.C. 20210

 

William W. Gross Division of Wage Wage Determination No: 1995-0819

Director Determinations Revision No: 20

 Date Of Revision: 05/29/2007

----------------------------------------------------------------------------------

States: District of Columbia, Maryland, Virginia

Area: District of Columbia Statewide

Printer Friendly Version

 Find Another WD Sign Up for Alert Service Exit

WDOL User's Guide Sec. B.6.f

See WD No. 1995-1895 in the “Wage Determination Sample Materials” provided below. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

23

Example 3

Selecting SCA WDs 

Select state & county where the services are to be performed then click Continue. 

If you do not find the locality listed, please request a WD by e-98. 

WDOL User's Guide: Sec. B.5.a

Texas Bexar

Continue

Were these services previously performed at this locality under an SCA-Covered contract? 

Yes No

--> YES 

Are any of the employees performing work subject to a Collective Bargaining Agreement 

(CBA)? WDOL User's Guide: Sec. B.5.b.

Yes No

--> YES 

NOTE: The format for a “4(c)” WD is shown in the “Wage Determination Sample Materials” 

at the end of this section of this resource book. 
24

U.S. DEPARTMENT OF LABO

PREVAILING WAGE GE DETERMINATIONS 

R

 RESOURCE BOOK 2010 SCA WA

e98

NOTICE OF INTENTION TO MAKE 

 A SERVICE CONTRACT AND RESPONSE TO 

NOTICE 

Click Here For Help With This Form

Rev. Feb. 1973

1. Notice No. TBA

Procurement Type If Sole Source type of procurement, name of organization agreement is with 

2. Estimated Solicitation 

Date

3. Estimated Date Bids or 

Proposals to be Opened or 

Negotiations Begun

4. Date Contract Performance to 

Begin

mm/dd/yyy mm/dd/yyy mm/dd/yyy

5. Places of Performance

State Counties

None - - - - - - - - - - - -

Counties Selected

- - - - - - - - - - - -

6. Services to be Performed Description of Services to be Performed

Other

JavaScript must be supported on enabled to submit SF98 forms.

JavaScript must be supported on enabled to submit SF98 forms.

7. Information about Performance

A. Services now performed by 

contractors 

B. Services now performed by 

Federal employees 

C. Services not presently being 

performed 

If box A in item 7 is marked, complete item 8 as applicable. 
PREVAILI RESOURCE BOOK 2010 GE DETERMINATIONS 

U.S. DEPARTMENT OF LABOR

NG WAGE SCA WA

25

Number of Contractors:

0 

8b. Year and Sequence Number of any wage determinations in incumbent's contracts

Number of Wage Determinations:

0 

8c. Name of Union if services are being performed under collective bargaining agreements

Mail or email copies of current applicable collective bargaining agreements to DOL or include agreement information 

in the Comments Field below (15). 

Number of Unions:

0 

9. Official Submitting Notice 10. Department, Agency, Bureau, or Division

First Name:

Last Name:

Email:

Phone: Ext: 

Fax:

Date: 11/15/2007 

Bureau of Reclamation

11. Name and address of contact person

Name:

Address:

City:

State: Zip:

Standard Occupations

Number of Standard Occupations:

0

 

Non Standard Occupations
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

26

Number of Non-Standard Occupations:

0

 

15. Comments

 

For help with the SF-98 Form 

please contact the Wage and Hour Division at 

(202) 357-0600. 

Help Desk is open Monday through Friday, 8:00 AM until 5:00 PM EST. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

27

CONTENTS OF AN SCA WAGE DETERMINATION 

◊ Each wage determination developed and issued by the WHD contains the “Register 

of Wage Determinations” which is the official documentation of issuance by DOL. 

◊ “Consolidated” prevailing wage determinations are most frequently issued and 

applied to SCA-covered contracts. These wage determinations contain the 

following types of information: 

 ◊◊ Wage Determination Number – is generally eight digits and will start with 

2005-2xxx or 2005-3xxx (previously issued using 1994-2xxx or 1994-

3xxx). Note: Two identical wage determinations are issued for each 

locality except for the fringe benefit requirements. 

 ◊◊◊ Odd-number wage determinations require compliance of its 

health and welfare fringe benefits on a “fixed cost” per employee 

basis. These apply most frequently. 

 ◊◊◊ Even-number wage determinations require compliance of its 

health and welfare fringe benefits on an “average cost” basis. 

Since June 1997, the WHD has issued such wage determinations 

only for successor contracts. Thus, agencies should use evennumbered wage determinations – only when a bid solicitation (or 

RFP) succeeds a contract that previously contained the “average 

cost” fringe benefit compliance requirement. 

 ◊◊◊ See the “SCA Compliance Principles” section of this resource 

book for information on how to comply with each of these fringe 

benefit requirements. 

 ◊◊ Revision No. – is assigned when the wage determination is modified. 

 ◊◊ Date of Revision – date wage determination was issued by the WHD. This 

date does not necessarily reflect the effective date of the wage 

determination in any particular contract. 

 ◊◊ Locality – each wage determination will specify the geographic scope 

usually by state and county. 

 ◊◊ Occupations – “consolidated” wage determinations list approximately 300 

occupations in 21 broad occupational categories (e.g., “Administrative 

Support and Clerical Occupations”) that are contained in the SCA 

Directory of Occupations. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

28

 ◊◊ Wage Rates – are specified for each occupation listed in the wage 

determination and are the minimum rates that must be paid to service 

employees working on the contract. 

 ◊◊◊ The wage rates and fringe benefits in “prevailing in the locality” wage 

determinations are based on the wages and fringe benefits determined 

to prevail in the locality where the place of contract performance is 

located. The best available information is used to determine what is 

prevailing, while giving due consideration to federal wage rates that 

would apply if the workers were direct-hire federal employees. 

 ◊◊ Health and Welfare Fringe Benefits – required by the wage determination 

for all occupations are specified in a footnote that follows the schedule of 

wage rates for the various occupations listed in the wage determination. 

 ◊◊◊ The footnote for the “Fixed cost” per employee health and 

welfare fringe benefit requirement is a single line specifying 

hourly, weekly, and monthly contribution amounts. For example: 

 HEALTH & WELFARE: $3.35 per hour or $134.00 per 

week or $580.66 per month. 

 ◊◊◊ The footnote for the “Average cost” health and welfare fringe 

benefit requirement is a brief paragraph listing types of benefits 

and an hourly contribution amount. For example: 

 HEALTH & WELFARE: Life, accident, and health insurance 

plans, sick leave, pension plans, civic and personal leave, 

severance pay, and savings and thrift plans. Minimum 

employer contributions must cost an average of $3.35 per hour 

computed on the basis of all hours worked by service 

employees employed on the contract. 

 ◊◊ Paid Vacation Benefits – are specified in a footnote following the health 

and welfare fringe benefits footnote. Vacation benefits vary from locality 

to locality and by total length of service of the service employee with the 

current contractor and any predecessor contractor(s). 

 ◊◊ Paid Holiday Benefits – are specified in a footnote following the vacation 

benefits footnote. 

 ◊◊ Remaining footnotes include: 

 ◊◊◊ Specific occupational footnotes; 

 ◊◊◊ Hazardous Pay Differential; 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

29

 ◊◊◊ Uniform Allowance; 

 ◊◊◊ SCA Directory, which edition applies and how to obtain a copy; and, 

 ◊◊◊ Request for Authorization of Additional Classification and Wage Rate 

(SF 1444) 

◊ “Non-standard” prevailing wage determinations – have most of the same 

information as the standard or “consolidated” wage determinations. 

 ◊◊ Non-standard wage determinations are issued for specific contracts or 

types of contracts and may be based on different data sources that may be 

industry specific, often cover different geographic areas that may be either 

narrower or broader that the standard wage determinations for the area 

(e.g., the non-standard wage determination may apply only to a specific 

contract or federal facility rather than the broader geographic area listed on 

the standard wage determination. 

 ◊◊ Conversely, the non-standard wage determination may apply statewide or 

regionwide as opposed to the smaller groups of counties listed on the 

standard (“consolidated”) wage determinations for that area that cover 

occupations listed in the SCA Directory of Occupations. 

 ◊◊ Non-standard wage determinations have numbers that reflect the year the 

wage determination was first issued. For example, a non-standard wage 

determination for “Forestry Services” covers the State of Alabama and 

carries a wage determination number of 2002-0147 Revision No. 10. 

◊ Section 4(c) “Successorship” Wage Determinations – reflect the predecessor 

contractor’s CBA wage rates and fringe benefits and are issued only when certain 

criteria are met. 

 ◊◊ These wage determinations are “short form,” i.e., they identify the specific 

contract, locality, the parties signatory to the CBA, and a brief statement 

regarding the application of section 4(c) to the contract. 

 

 ◊◊ If the wage determination is issued by DOL, it will include an eight digit 

wage determination number starting with the year of first issuance (e.g., 

2007-0248 (Revision No. 1). If the “successorship” wage determination is 

issued by the contracting agency via the wdol.gov website, it will include 

the letters “CBA” in the wage determination number, and the WHD will 

not have a copy of it on file. 

 ◊◊ The wage and fringe benefits required under “4(c)” CBA “successorship”

wage determinations are based on the wage rates and fringe benefits, 

including any accrued and prospective increases, contained in a 

predecessor or incumbent contractor’s CBA. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

30

 ◊◊ See SCA § 4(c) and 29 C.F.R. §§ 4.1(b) and 4.163. 

◊ Note: Compliance with the SCA is determined by the wage determination 

contained in the federal service contract. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

31

WAGE DETERMINATION SAMPLE MATERIALS 

Excerpts from WD Nos. 2005-2521 & 2005-2522 

 (1ST page and last 3 pages of each, showing footnotes: H&W different ) 

& 

WD No. 95-0819 (Rev.-20) 

 (An example of a WD for non-standard classifications) 

& 

“4(c)” WD Format 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

32

WD 05-2521 (Rev.-4) was first posted on www.wdol.gov on 10/02/2007 

****************************************************************************** 

****************************************************************************** 

REGISTER OF WAGE DETERMINATIONS UNDER | U.S. DEPARTMENT OF LABOR 

 THE SERVICE CONTRACT ACT | EMPLOYMENT STANDARDS ADMINISTRATION 

By direction of the Secretary of Labor | WAGE AND HOUR DIVISION 

 | WASHINGTON D.C. 20210 

 | 

 | 

 | 

 | Wage Determination No.: 2005-2521 

William W.Gross Division of | Revision No.: 4 

Director Wage Determinations| Date Of Revision: 09/26/2007 

_______________________________________|_______________________________________ 

State: Texas 

Area: Texas Counties of Atascosa, Bandera, Bexar, Comal, De Witt, Edwards, 

Gillespie, Gonzales, Guadalupe, Karnes, Kendall, Kerr, Kinney, McMullen, Medina, 

Real, Uvalde, Val Verde, Wilson 

_______________________________________________________________________________ 

 **Fringe Benefits Required Follow the Occupational Listing** 

OCCUPATION CODE - TITLE MINIMUM WAGE RATE 

01000 - Administrative Support And Clerical Occupations 

 01011 - Accounting Clerk I 12.58 

 01012 - Accounting Clerk II 14.11 

 01013 - Accounting Clerk III 15.78 

 01020 - Administrative Assistant 19.97 

 01040 - Court Reporter 16.64 

 01051 - Data Entry Operator I 10.73 

 01052 - Data Entry Operator II 11.72 

 01060 - Dispatcher, Motor Vehicle 15.18 

 01070 - Document Preparation Clerk 12.10 

 01090 - Duplicating Machine Operator 12.10 

 01111 - General Clerk I 10.45 

 01112 - General Clerk II 12.10 

 01113 - General Clerk III 15.45 

 01120 - Housing Referral Assistant 18.16 

 01141 - Messenger Courier 9.73 

 01191 - Order Clerk I 10.97 

 01192 - Order Clerk II 12.73 

 01261 - Personnel Assistant (Employment) I 14.73 

 01262 - Personnel Assistant (Employment) II 16.48 

 01263 - Personnel Assistant (Employment) III 18.38 

 01270 - Production Control Clerk 16.98 

 01280 - Receptionist 9.83 

 01290 - Rental Clerk 13.43 

 01300 - Scheduler, Maintenance 14.56 

 01311 - Secretary I 14.56 

 01312 - Secretary II 16.29 

 01313 - Secretary III 18.16 

 01320 - Service Order Dispatcher 13.44 

 01410 - Supply Technician 19.97 

 01420 - Survey Worker 15.14 

 01531 - Travel Clerk I 11.01 

 01532 - Travel Clerk II 11.72 

 01533 - Travel Clerk III 12.31 

 01611 - Word Processor I 12.30 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

33

 31290 - Shuttle Bus Driver 12.89 

 31310 - Taxi Driver 10.81 

 31361 - Truckdriver, Light 12.89 

 31362 - Truckdriver, Medium 13.70 

 31363 - Truckdriver, Heavy 16.02 

 31364 - Truckdriver, Tractor-Trailer 16.02 

99000 - Miscellaneous Occupations 

 99030 - Cashier 8.58 

 99050 - Desk Clerk 8.80 

 99095 - Embalmer 16.85 

 99251 - Laboratory Animal Caretaker I 9.59 

 99252 - Laboratory Animal Caretaker II 10.32 

 99310 - Mortician 22.43 

 99410 - Pest Controller 14.42 

 99510 - Photofinishing Worker 10.76 

 99710 - Recycling Laborer 10.30 

 99711 - Recycling Specialist 11.14 

 99730 - Refuse Collector 9.36 

 99810 - Sales Clerk 10.73 

 99820 - School Crossing Guard 10.46 

 99830 - Survey Party Chief 16.24 

 99831 - Surveying Aide 11.32 

 99832 - Surveying Technician 13.52 

 99840 - Vending Machine Attendant 8.88 

 99841 - Vending Machine Repairer 10.58 

 99842 - Vending Machine Repairer Helper 8.88 

________________________________________________________________________________ 

ALL OCCUPATIONS LISTED ABOVE RECEIVE THE FOLLOWING BENEFITS: 

HEALTH & WELFARE: $3.16 per hour or $126.40 per week or $547.73 per month 

VACATION: 2 weeks paid vacation after 1 year of service with a contractor or 

successor; 3 weeks after 5 years, and 4 weeks after 15 years. Length of service 

includes the whole span of continuous service with the present contractor or 

successor, wherever employed, and with the predecessor contractors in the 

performance of similar work at the same Federal facility. (Reg. 29 CFR 4.173) 

HOLIDAYS: A minimum of ten paid holidays per year, New Year's Day, Martin Luther 

King Jr's Birthday, Washington's Birthday, Memorial Day, Independence Day, Labor 

Day, Columbus Day, Veterans' Day, Thanksgiving Day, and Christmas Day. (A 

contractor may substitute for any of the named holidays another day off with pay in 

accordance with a plan communicated to the employees involved.) (See 29 CFR 4174) 

THE OCCUPATIONS WHICH HAVE PARENTHESES AFTER THEM RECEIVE THE FOLLOWING BENEFITS (as 

numbered): 

1) Does not apply to employees employed in a bona fide executive, administrative, 

or professional capacity as defined and delineated in 29 CFR 541. (See CFR 4.156) 

2) APPLICABLE TO AIR TRAFFIC CONTROLLERS ONLY - NIGHT DIFFERENTIAL: An employee is 

entitled to pay for all work performed between the hours of 6:00 P.M. and 6:00 A.M. 

at the rate of basic pay plus a night pay differential amounting to 10 percent of 

the rate of basic pay. 

3) AIR TRAFFIC CONTROLLERS AND WEATHER OBSERVERS - NIGHT PAY & SUNDAY PAY: If you 

work at night as part of a regular tour of duty, you will earn a night differential 

and receive an additional 10% of basic pay for any hours worked between 6pm and 6am. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

34

If you are a full-time employed (40 hours a week) and Sunday is part of your 

regularly scheduled workweek, you are paid at your rate of basic pay plus a Sunday 

premium of 25% of your basic rate for each hour of Sunday work which is not overtime 

(i.e. occasional work on Sunday outside the normal tour of duty is considered 

overtime work). 

HAZARDOUS PAY DIFFERENTIAL: An 8 percent differential is applicable to employees 

employed in a position that represents a high degree of hazard when working with or 

in close proximity to ordinance, explosives, and incendiary materials. This 

includes work such as screening, blending, dying, mixing, and pressing of sensitive 

ordance, explosives, and pyrotechnic compositions such as lead azide, black powder 

and photoflash powder. All dry-house activities involving propellants or 

explosives. Demilitarization, modification, renovation, demolition, and maintenance 

operations on sensitive ordnance, explosives and incendiary materials. All 

operations involving regrading and cleaning of artillery ranges. 

A 4 percent differential is applicable to employees employed in a position that 

represents a low degree of hazard when working with, or in close proximity to 

ordance, (or employees possibly adjacent to) explosives and incendiary materials 

which involves potential injury such as laceration of hands, face, or arms of the 

employee engaged in the operation, irritation of the skin, minor burns and the 

like; minimal damage to immediate or adjacent work area or equipment being used. 

All operations involving, unloading, storage, and hauling of ordance, explosive, and 

incendiary ordnance material other than small arms ammunition. These differentials 

are only applicable to work that has been specifically designated by the agency for 

ordance, explosives, and incendiary material differential pay. 

** 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. 

The duties of employees under job titles listed are those described in the 

"Service Contract Act Directory of Occupations", Fifth Edition, April 2006, 

unless otherwise indicated. Copies of the Directory are available on the Internet. A 

links to the Directory may be found on the WHD home page at 

http://www.dol.gov/whd/ or through the Wage Determinations On-Line (WDOL) Web 

site at http://wdol.gov/. 

REQUEST FOR AUTHORIZATION OF ADDITIONAL CLASSIFICATION AND WAGE RATE {Standard Form 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

35

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. Such conforming process shall be initiated by 

the contractor prior to the performance of contract work by such unlisted class(es) 

of employees. The conformed classification, wage rate, and/or fringe benefits shall 

be retroactive to the commencement date of the contract. {See Section 4.6 (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) and computes a proposed rate). 

2) After contract award, the contractor prepares a written report listing in order 

proposed classification title), a Federal grade equivalency (FGE) for each 

proposed classification), job description), and rationale for proposed wage 

rate), 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, Employment Standards Administration, U.S. Department of Labor, 

for review. (See section 4.6(b)(2) of Regulations 29 CFR Part 4). 

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 insure 

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. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

36

WD 05-2522 (Rev.-5) was first posted on www.wdol.gov on 10/02/2007 

****************************************************************************** 

****************************************************************************** 

REGISTER OF WAGE DETERMINATIONS UNDER | U.S. DEPARTMENT OF LABOR 

 THE SERVICE CONTRACT ACT | EMPLOYMENT STANDARDS ADMINISTRATION 

By direction of the Secretary of Labor | WAGE AND HOUR DIVISION 

 | WASHINGTON D.C. 20210 

 | 

 | 

 | 

 | Wage Determination No.: 2005-2522 

William W.Gross Division of | Revision No.: 5 

Director Wage Determinations| Date Of Revision: 09/26/2007 

_______________________________________|_______________________________________ 

State: Texas 

Area: Texas Counties of Atascosa, Bandera, Bexar, Comal, De Witt, Edwards, 

Gillespie, Gonzales, Guadalupe, Karnes, Kendall, Kerr, Kinney, McMullen, Medina, 

Real, Uvalde, Val Verde, Wilson 

_______________________________________________________________________________ 

 **Fringe Benefits Required Follow the Occupational Listing** 

OCCUPATION CODE - TITLE MINIMUM WAGE RATE 

01000 - Administrative Support And Clerical Occupations 

 01011 - Accounting Clerk I 12.58 

 01012 - Accounting Clerk II 14.11 

 01013 - Accounting Clerk III 15.78 

 01020 - Administrative Assistant 19.97 

 01040 - Court Reporter 16.64 

 01051 - Data Entry Operator I 10.73 

 01052 - Data Entry Operator II 11.72 

 01060 - Dispatcher, Motor Vehicle 15.18 

 01070 - Document Preparation Clerk 12.10 

 01090 - Duplicating Machine Operator 12.10 

 01111 - General Clerk I 10.45 

 01112 - General Clerk II 12.10 

 01113 - General Clerk III 15.45 

 01120 - Housing Referral Assistant 18.16 

 01141 - Messenger Courier 9.73 

 01191 - Order Clerk I 10.97 

 01192 - Order Clerk II 12.73 

 01261 - Personnel Assistant (Employment) I 14.73 

 01262 - Personnel Assistant (Employment) II 16.48 

 01263 - Personnel Assistant (Employment) III 18.38 

 01270 - Production Control Clerk 16.98 

 01280 - Receptionist 9.83 

 01290 - Rental Clerk 13.43 

 01300 - Scheduler, Maintenance 14.56 

 01311 - Secretary I 14.56 

 01312 - Secretary II 16.29 

 01313 - Secretary III 18.16 

 01320 - Service Order Dispatcher 13.44 

 01410 - Supply Technician 19.97 

 01420 - Survey Worker 15.14 

 01531 - Travel Clerk I 11.04 

 01532 - Travel Clerk II 11.72 

 01533 - Travel Clerk III 12.31 

 01611 - Word Processor I 12.30 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

37

 31290 - Shuttle Bus Driver 12.89 

 31310 - Taxi Driver 10.81 

 31361 - Truckdriver, Light 12.89 

 31362 - Truckdriver, Medium 13.70 

 31363 - Truckdriver, Heavy 16.02 

 31364 - Truckdriver, Tractor-Trailer 16.02 

99000 - Miscellaneous Occupations 

 99030 - Cashier 8.58 

 99050 - Desk Clerk 8.80 

 99095 - Embalmer 16.85 

 99251 - Laboratory Animal Caretaker I 9.59 

 99252 - Laboratory Animal Caretaker II 10.32 

 99310 - Mortician 22.43 

 99410 - Pest Controller 14.42 

 99510 - Photofinishing Worker 10.76 

 99710 - Recycling Laborer 10.30 

 99711 - Recycling Specialist 11.14 

 99730 - Refuse Collector 9.36 

 99810 - Sales Clerk 10.73 

 99820 - School Crossing Guard 10.46 

 99830 - Survey Party Chief 16.24 

 99831 - Surveying Aide 11.32 

 99832 - Surveying Technician 13.52 

 99840 - Vending Machine Attendant 8.88 

 99841 - Vending Machine Repairer 10.58 

 99842 - Vending Machine Repairer Helper 8.88 

________________________________________________________________________________ 

ALL OCCUPATIONS LISTED ABOVE RECEIVE THE FOLLOWING BENEFITS: 

HEALTH & WELFARE: Life, accident, and health insurance plans, sick leave, pension 

plans, civic and personal leave, severance pay, and savings and thrift plans. 

Minimum employer contributions costing an average of $3.16 per hour computed on the 

basis of all hours worked by service employees employed on the contract. 

VACATION: 2 weeks paid vacation after 1 year of service with a contractor or 

successor; 3 weeks after 5 years, and 4 weeks after 15 years. Length of service 

includes the whole span of continuous service with the present contractor or 

successor, wherever employed, and with the predecessor contractors in the 

performance of similar work at the same Federal facility. (Reg. 29 CFR 4.173) 

HOLIDAYS: A minimum of ten paid holidays per year, New Year's Day, Martin Luther 

King Jr's Birthday, Washington's Birthday, Memorial Day, Independence Day, Labor 

Day, Columbus Day, Veterans' Day, Thanksgiving Day, and Christmas Day. (A 

contractor may substitute for any of the named holidays another day off with pay in 

accordance with a plan communicated to the employees involved.) (See 29 CFR 4174) 

THE OCCUPATIONS WHICH HAVE PARENTHESES AFTER THEM RECEIVE THE FOLLOWING BENEFITS (as 

numbered): 

1) Does not apply to employees employed in a bona fide executive, administrative, 

or professional capacity as defined and delineated in 29 CFR 541. (See CFR 4.156) 

2) APPLICABLE TO AIR TRAFFIC CONTROLLERS ONLY - NIGHT DIFFERENTIAL: An employee is 

entitled to pay for all work performed between the hours of 6:00 P.M. and 6:00 A.M. 

at the rate of basic pay plus a night pay differential amounting to 10 percent of 

the rate of basic pay. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

38

3) AIR TRAFFIC CONTROLLERS AND WEATHER OBSERVERS - NIGHT PAY & SUNDAY PAY: If you 

work at night as part of a regular tour of duty, you will earn a night differential 

and receive an additional 10% of basic pay for any hours worked between 6pm and 6am. 

 If you are a full-time employed (40 hours a week) and Sunday is part of your 

regularly scheduled workweek, you are paid at your rate of basic pay plus a Sunday 

premium of 25% of your basic rate for each hour of Sunday work which is not overtime 

(i.e. occasional work on Sunday outside the normal tour of duty is considered 

overtime work). 

HAZARDOUS PAY DIFFERENTIAL: An 8 percent differential is applicable to employees 

employed in a position that represents a high degree of hazard when working with or 

in close proximity to ordinance, explosives, and incendiary materials. This 

includes work such as screening, blending, dying, mixing, and pressing of sensitive 

ordance, explosives, and pyrotechnic compositions such as lead azide, black powder 

and photoflash powder. All dry-house activities involving propellants or 

explosives. Demilitarization, modification, renovation, demolition, and maintenance 

operations on sensitive ordnance, explosives and incendiary materials. All 

operations involving regrading and cleaning of artillery ranges. 

A 4 percent differential is applicable to employees employed in a position that 

represents a low degree of hazard when working with, or in close proximity to 

ordance, (or employees possibly adjacent to) explosives and incendiary materials 

which involves potential injury such as laceration of hands, face, or arms of the 

employee engaged in the operation, irritation of the skin, minor burns and the 

like; minimal damage to immediate or adjacent work area or equipment being used. 

All operations involving, unloading, storage, and hauling of ordance, explosive, and 

incendiary ordnance material other than small arms ammunition. These differentials 

are only applicable to work that has been specifically designated by the agency for 

ordance, explosives, and incendiary material differential pay. 

** 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. 

The duties of employees under job titles listed are those described in the 

"Service Contract Act Directory of Occupations", Fifth Edition, April 2006, 

unless otherwise indicated. Copies of the Directory are available on the Internet. A 

links to the Directory may be found on the WHD home page at 

http://www.dol.gov/whd/ or through the Wage Determinations On-Line (WDOL) Web 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

39

site at http://wdol.gov/. 

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. Such conforming process shall be initiated by 

the contractor prior to the performance of contract work by such unlisted class(es) 

of employees. The conformed classification, wage rate, and/or fringe benefits shall 

be retroactive to the commencement date of the contract. {See Section 4.6 (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) and computes a proposed rate). 

2) After contract award, the contractor prepares a written report listing in order 

proposed classification title), a Federal grade equivalency (FGE) for each 

proposed classification), job description), and rationale for proposed wage 

rate), 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, Employment Standards Administration, U.S. Department of Labor, 

for review. (See section 4.6(b)(2) of Regulations 29 CFR Part 4). 

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 insure 

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. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

40

WD 95-0819 (Rev.-20) was first posted on www.wdol.gov on 06/05/2007 

FL/HH/MS 

****************************************************************************** 

REGISTER OF WAGE DETERMINATIONS UNDER 3 U.S. DEPARTMENT OF LABOR 

 THE SERVICE CONTRACT ACT 3 EMPLOYMENT STANDARDS ADMINISTRATION 

By direction of the Secretary of Labor 3 WAGE AND HOUR DIVISION 

 3 WASHINGTON, D.C. 20210 

 3 

 3 

William W. Gross Division of Wage 3 Wage Determination No: 1995-0819 

Director Determinations 3 Revision No: 20 

 3 Date Of Revision: 05/29/2007 

---------------------------------------------------------------------------------- 

States: District of Columbia, Maryland, Virginia 

Area: District of Columbia Statewide 

Maryland Counties of Calvert, Charles, Frederick, Montgomery, Prince George's, 

St Mary's 

Virginia Counties of Alexandria, Arlington, Fairfax, Falls Church, Fauquier, 

King George, Loudoun, Prince William, Stafford 

---------------------------------------------------------------------------------- 

**Fringe Benefits Required Follow the Occupational Listing** 

OCCUPATION CODE - TITLE MINIMUM WAGE RATE 

 

Food & Lodging: 

(not set) - Food Service Worker 8.51 

07041 - Cook I 10.93 

07042 - Cook II 13.14 

07070 - Dishwasher 7.78 

07250 - Waiter/Waitress 7.78 

11060 - Elevator Operator 7.78 

11210 - Laborer, Grounds Maintenance 8.51 

11240 - Maid or Houseman 8.51 

99030 - Cashier 8.51 

99050 - Desk Clerk (1) 8.51 

 

Halfway House & Residential Community Treatment: 

(not set) - Food Service Worker 8.51 

(not set) - Secretary 12.13 

01011 - Accounting Clerk I 10.48 

01012 - Accounting Clerk II 11.29 

01115 - General Clerk I 9.72 

01611 - Word Processor I 9.72 

07041 - Cook I 10.93 

07042 - Cook II 13.14 

07070 - Dishwasher 7.78 

11150 - Janitor 8.51 

11210 - Laborer, Grounds Maintenance 8.51 

11240 - Maid or Houseman 8.51 

23370 - General Maintenance Worker 11.73 

27101 - Guard I 9.58 

27102 - Guard II 10.24 

99050 - Desk Clerk (1) 9.72 

 

Moving & Storage: 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

41

21040 - Material Handling Laborer 9.33 

21071 - Forklift Operator 10.93 

21130 - Shipping Packer 10.93 

21400 - Warehouse Specialist 10.93 

31361 - Truckdriver, Light Truck 10.93 

31362 - Truckdriver, Medium Truck 11.73 

31363 - Truckdriver, Heavy Truck 12.43 

31364 - Truckdriver, Tractor-Trailer 13.14 

 

__________________________________________________________________ 

__________________________________ 

ALL OCCUPATIONS LISTED ABOVE RECEIVE THE FOLLOWING BENEFITS: 

HEALTH & WELFARE: $3.16 per hour or $126.40 per week or $547.73 per month 

VACATION: 2 weeks paid vacation after 1 year of service with a contractor or 

successor; 3 weeks after 5 years, and 4 weeks after 15 years. Length of service 

includes the whole span of continuous service with the present contractor or 

successor, wherever employed, and with the predecessor contractors in the 

performance of similar work at the same Federal facility. (Reg. 29 CFR 4.173) 

HOLIDAYS: A minimum of ten paid holidays per year: New Year's Day, Martin Luther 

King Jr.'s Birthday, Washington's Birthday, Memorial Day, Independence Day, 

Labor Day, Columbus Day, Veterans' Day, Thanksgiving Day, and Christmas Day. (A 

contractor may substitute for any of the named holidays another day off with pay 

in accordance with a plan communicated to the employees involved.) (See 29 CFR 

4.174) 

THE OCCUPATIONS WHICH HAVE PARENTHESES AFTER THEM RECEIVE THE FOLLOWING BENEFITS 

(as numbered): 

1) Rates are applicable only under the appropriate occupational category. 

** 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. 
U.S. DEPARTMENT OF LABOR

PREVAILING WAGE RESOURCE BOOK 2010 SCA WAGE DETERMINATIONS 

42

** 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. 

Source of Occupational Title and Descriptions: 

The duties of employees under job titles listed are those described in the 

"Service Contract Act Directory of Occupations," Fourth Edition, January 1993, 

as amended by the Third Supplement, dated March 1997, unless otherwise 

indicated. This publication may be obtained from the Superintendent of 

Documents, at 202-783-3238, or by writing to the Superintendent of Documents, 

U.S. Government Printing Office, Washington, D.C. 20402. Copies of specific job 

descriptions may also be obtained from the appropriate contracting officer. 

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. Such conforming process shall be 

initiated by the contractor prior to the performance of contract work by such 

unlisted class(es) of employees. The conformed classification, wage rate, and/or 

fringe benefits shall be retroactive to the commencement date of the contract. 

{See Section 4.6 (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 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. 
U.S. DEPARTMENT OF LABOR

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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, Employment Standards Administration, U.S. Department of 

Labor, for review. (See section 4.6(b)(2) of Regulations 29 CFR Part 4). 

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 insure 

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. 
U.S. DEPARTMENT OF LABOR

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___________________________________________________________________________________

REGISTER OF WAGE DETERMINATIONS UNDER | U.S. DEPARTMENT OF LABOR 

 THE SERVICE CONTRACT ACT | EMPLOYMENT STANDARDS ADMINISTRATION 

 By direction of the Secretary of Labor | WAGE AND HOUR DIVISION 

 | WASHINGTON D.C. 20210 

 | 

 (authorized signature) | 

 | 

 | Wage Determination No.: 

 (name) Division of | Revision No.: 

 Director Wage Determinations | Date of Revision: 

State(s): 

Area: (counties, by state)

Employed on (federal agency) contract for (specified services) . 

Collective Bargaining Agreement between (company) and (union) 

 effective (date) through (date) . 

In accordance with Sections 2(a) and 4(c) of the Service Contract Act, as amended, employees employed by 

the contractor(s) in performing services covered by the Collective Bargaining Agreement(s) are to be paid 

wage rates and fringe benefits set forth in the current collective bargaining agreement and modified extension 

agreement(s). 
U.S. DEPARTMENT OF LABOR

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