foundation for fair contracting of CT Inc
Fair Pay.
Fair Work.
Fair Contracting.
Promoting fairness and compliance in public construction to ensure workers receive the wages and protections they deserve.
WHO WE Are
ABOUT FFC
The Foundation for Fair Contracting of Connecticut (FFC) is an industry-sponsored non-profit organization dedicated to promoting fairness and accountability in public works construction.
Since 1994, we’ve been working to ensure that workers on public works projects receive
the wages and protections guaranteed by law.
We focus on enforcing prevailing wage laws, ensuring workers are properly classified, and
supporting compliance with state apprenticeship and licensing standards. We’re here to protect workers’ rights and help contractors navigate the rules that keep Connecticut’s construction industry fair and transparent.
KEY POLICY ISSUES
Legislatively, the FFC remains focused on industry-standard issues, including prevailing wage, apprenticeship standards, and occupational licensing requirements. Safeguarding and promoting these core principles is paramount to ensuring we foster a level-playing field on Connecticut’s public works construction projects.
Prevailing Wage
Proper Classification
Apprenticeship
Licensing Standards
What we do
compliance
At the Foundation for Fair Contracting (FFC), we work closely with our affiliates to identify public construction projects – federal, state, and municipal – to monitor. As a non-profit organization, we operate under the Freedom of Information Act, which allows us to request and review key project documents, including certified payroll records, bid documents, wage schedules, and daily work logs. We use this information to monitor compliance with labor laws – especially those related to prevailing wage protections. If warranted, we will further work with our affiliates to submit a wage or licensing complaint to the appropriate state or federal enforcement authority.
Understanding CT’s Prevailing Wage
Connecticut has long supported fair wages for public construction workers. After the federal government passed the Davis-Bacon Act in 1931, our state followed suit by enacting its own version—a “mini-Davis-Bacon Act”—in 1933.
Today, Connecticut’s prevailing wage law is codified in General Statutes §31-53. It applies to a wide range of public works projects, including construction, remodeling, refurbishment, rehabilitation, alteration, and repair, when performed by or for the state or any of its political subdivisions.
outdated monetary thresholds
Despite its good intentions, Connecticut’s prevailing wage law includes outdated monetary thresholds:
-
-
New construction of public works projects under $1,000,000 are exempt
-
Renovation or repair of any public works project under $100,000 is also excluded
-
At the FFC, we believe these thresholds are arbitrary and harmful. They limit which workers receive the family-supporting wages guaranteed under the law—unfairly excluding many who do the same work on smaller-scale projects.
We actively advocate at the Connecticut General Assembly to:
-
-
Oppose further increases to these thresholds
-
Push for lowering the limits to match standards in neighboring states
-
Help raise the standard of living for all construction workers in Connecticut
-
legislative progress
In 2021, the FFC spearheaded legislation to streamline how prevailing wage rates are determined in Connecticut. Our advocacy helped pass Public Act 21-154, signed into law by Governor Ned Lamont.
This law—now codified in §31-53(d)—establishes that collective bargaining rates serve as the basis for prevailing wage rates.
RESOURCES
FAQS
Looking for answers? Here are some questions we get asked the most.
If you can’t find what you’re looking for, CONTACT US — we’re here to help!
What is the Davis-Bacon Act?
The Davis-Bacon and Related Acts, apply to contractors and subcontractors performing on federally funded or assisted contracts in excess of $2,000 for the construction, alteration, or repair (including painting and decorating) of public buildings or public works. Davis-Bacon Act and Related Act contractors and subcontractors must pay their laborers and mechanics employed under the contract no less than the locally prevailing wages and fringe benefits for corresponding work on similar projects in the area. The Davis-Bacon Act directs the Department of Labor to determine such locally prevailing wage rates. The Davis-Bacon Act applies to contractors and subcontractors performing work on federal contracts. The Davis-Bacon Act prevailing wage provisions apply to the “Related Acts,” under which federal agencies assist construction projects through grants, loans, loan guarantees, and insurance. More info here.
What is the Prevailing Wage Law?
Connecticut’s prevailing wage law, or mini-Davis-Bacon-Act, is codified in Connecticut General Statutes Section Section 31-53. The law applies to each contract for the construction, remodeling, refinishing, refurbishing, rehabilitation, alteration or repair of any public works project by the State or its agents, or by any political subdivision of the State.
Who can I contact if I think I did not receive the prevailing wage?
If you believe you have not received the correct rate of pay for work performed on a public prevailing wage project in Connecticut, you can contact the FFC at 860-667-7727 or the Connecticut Department of Labor’s Wage and Workplace Standards Division at 860-263-6000. The FFC can assist you with reviewing documents and filing a complaint with the DOL, if there is cause.
Who can I contact if I think I did not receive the Davis-Bacon Wage wage?
If you believe you have not received the correct rate of pay for work performed on a federally funded project in Connecticut, you can contact the FFC at 860-667-7727 or the U.S. Department of Labor’s (U.S. DOL) Wage and Hour Division’s Hartford Office at 860-240-4160. Or, you can contact their New Haven office at 203-773-2249. The FFC can assist you with reviewing documents and filing a complaint with the U.S. DOL, if there is cause.
How can an employee find out what the prevailing wage rate is for a particular project?
The law requires prevailing wage rates to be posted in a conspicuous place on all public construction sites. To obtain the rates on a particular project, you may contact the awarding authority for the prevailing wage rate schedule. Prevailing wage rates may vary from project to project. Contact the FFC to learn more.
Does the prevailing wage apply to employees of a sub-contractor?
Yes. All workers performing public works construction on a site, with the exception of those performing strictly supervisory functions, must be paid the prevailing wage.
Are contractors allowed to use apprentices on a prevailing wage project?
Yes. The contractor may use apprentices if the contractor is sponsoring a bona fide apprenticeship program certified by the CT Department of Labor’s office of Apprenticeship Training, and if the apprentice is registered by the sponsor. Additionally, if the contractor is working in a licensed craft, they must abide by the appropriate journeyman to apprentice ratio, which can be found here.
Can an employer deduct money from the prevailing wage rate for a health, welfare and pension plan that an employee does not want?
Yes. If the plan is bona fide, the contractor can make the deductions. For further information about validity of benefit plans, contact the U.S. Attorney General Regulated Industries Division at 617-727-2200 x 3466 or the U.S. Department of Labor, Pension Welfare and Benefits Administration at 617-565-9600.
Is an employer engaged in public works construction required to file certified payroll records with the owner/awarding authority?
Yes. All contractors and subcontractors are required to file weekly certified payroll records with the owner/awarding authority. These certified records must include each employee’s name, address, occupational classification, hours worked and wages paid.
Contact us
If you believe you have been the victim of wage theft on a public works construction project, please feel free to contact our office. You can also visit the Connecticut Department of Labor’s Wage & Workplace Division’s website to file a complaint here.