Vermont State Construction Prevailing Wage Rate Schedule 2022

The State of Vermont requires that contractors and subcontractors on public works projects pay their workers a prevailing wage that reflects the rates for similar work in the local labor market. The 2022 Prevailing Wage Rate Schedule (PWRS) is the most current set of rates and classifications used by the Vermont Department of Labor (VDOL). This page provides an overview of the schedule, the legal framework, how rates are determined, and practical guidance for contractors, labor unions, and public agencies.

Why Prevailing Wage Laws Matter

Prevailing wage laws, sometimes called DavisBacon laws, serve several public policy goals:

• Fair compensation: Workers on publicly funded projects receive wages that are comparable to privatesector rates for the same work.
• Level playing field: Contractors competing for public contracts cannot underbid by paying lower wages.
• Local economy support: Higher wages keep more money in the community, supporting local businesses.
• Workforce stability: Competitive wages attract skilled labor, reducing turnover and improving project quality.

Legal Basis in Vermont

Vermonts prevailingwage requirements are codified in Title 22, Chapter 1316 of the Vermont Statutes and administered by the Department of Labors Wage and Hour Division. Any contract that meets the following criteria triggers the wage schedule:

1. The contract is for construction, alteration, repair, or demolition of a public building or improvement.
2. The total contract value (including all change orders) is $2,500,000 or more.
3. The contract is funded, wholly or partially, with state or federal dollars.

How Rates Are Determined

VDOL surveys wages paid to workers in the same locality and occupation. The process includes:

• Collecting wage data from privatesector employers, union contracts, and previous publicproject payrolls.
• Calculating the prevailing rate as the average of the top 30% of wage earners in each classification.
• Adding fringe benefits (health, pension, vacation, etc.) mandated by collective bargaining agreements or calculated as a percentage of wages.

All rates are published annually in the PWRS and become effective on January1 of the year indicated. For 2022, the schedule reflects data collected in 20202021.

Key Classifications and Sample Rates (2022)

Below is a snapshot of some of the most common classifications. Full tables are available on the VDOL website.

Classification	Hourly Wage	Fringe Benefits	Total Hourly Rate
Carpenter Apprentice	$14.45	$6.20	$20.65
Carpenter Journeyman	$22.35	$9.50	$31.85
Laborer General	$13.25	$5.10	$18.35
Electrician Apprentice	$15.80	$7.00	$22.80
Electrician Journeyman	$28.10	$11.25	$39.35
Plumber Apprentice	$15.25	$6.75	$22.00
Plumber Journeyman	$27.40	$11.00	$38.40
Heavy Equipment Operator	$24.60	$9.20	$33.80
Project Superintendent	$55.00	$22.00	$77.00

Understanding Fringe Benefits

Fringe benefits are a required component of the prevailing wage. They may include:

• Health insurance
• Pension or retirement contributions
• Vacation and holiday pay
• Training and apprenticeship programs

When a union contract specifies specific benefit amounts, those numbers are used directly. If no contract exists, VDOL applies a percentage method, calculating benefits as a set percentage of the base wage.

Compliance Obligations for Contractors

To remain in good standing, contractors must:

1. Post the wage schedule: A copy of the 2022 PWRS must be displayed at the job site where workers can easily read it.
2. Submit certified payroll: Weekly payroll reports (Form WH225) must be filed with VDOL, showing wages, hours, and benefits for each employee.
3. Maintain records: Keep payroll records for at least three years and make them available for inspection.
4. Notify the agency: If a workers classification changes, the contractor must promptly notify the contracting agency and adjust wages accordingly.

Common Issues and How to Resolve Them

Misclassification of workers If a worker is placed in an incorrect classification, wages will be underpaid. VDOL may issue a Notice of Wage Violation, and the contractor may be required to pay back wages and penalties.

Late payroll submissions The deadline is the Friday after the end of the workweek. Late filings can trigger stopwork orders until compliance is achieved.

Disputes over benefits When a contractor disputes the amount of fringe benefits, the issue is usually resolved by VDOL after a review of the underlying union contract or percentage calculations.

Impact on Project Budgets

Prevailingwage rates are usually higher than market rates for nonpublic work. Contractors should incorporate these rates early in the estimating phase. A common budgeting approach is:

• Identify all labor classifications required for the scope.
• Multiply the total projected hours by the total hourly rate (wage+benefits).
• Add a contingency of 510% for unforeseen classification changes.

Accurate budgeting helps avoid change orders that could jeopardize project timelines.

Resources and Where to Find the Full Schedule

The complete 2022 Vermont State Construction Prevailing Wage Rate Schedule can be downloaded from the Department of Labors website:

• VDOL Prevailing Wage Page
• Direct PDF: 2022 PWRS PDF

Additional helpful guides:

• Certified Payroll Guide for Contractors PDF, 12pages.
• Understanding Fringe Benefits Quickreference sheet.

Conclusion

The 2022 Vermont State Construction Prevailing Wage Rate Schedule establishes clear, marketbased compensation standards for workers on publicly funded construction projects. By complying with the schedule, contractors not only avoid penalties but also contribute to a stronger, more skilled workforce in Vermont. Staying informed, using reliable payroll tools, and planning for wage costs early are the best strategies for successful, compliant project delivery.