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Prevailing wage laws affecting the construction industry in the United States exist at the Federal and State levels. These laws require that construction workers employed by contractors on government works be paid at least the wage rates and fringe benefits 'prevailing' for similar work where government contract work is performed. The federal law (Davis-Bacon Act) was passed in 1931. By 1969 four fifth of States had enacted prevailing wage legislation. In the 1970s, facing fiscal crises, States considered repealing their laws in an effort to reduce construction costs, and since 1979 nine States have repealed their laws. These repeals at State level along with unsuccessful attempts to repeal the Davis-Bacon Act have pushed prevailing wages to the forefront of public policy and controversy. This book, for the first time, brings together scholarly research in the economics of prevailing wages placed in historical and institutional context.
"A Manhattan Institute for Policy Research book."Includes index. Bibliography: p. 276-301.
This manual describes a new methodology to measure a decent but basic standard of living in different countries and how much workers need to earn to afford this, making it possible for researchers to estimate comparable living wages around the world and determine gaps between living wages and prevailing wages, even in countries with limited secondary data.
Shared Responsibility for Employers Regarding Health Coverage (US Internal Revenue Service Regulation) (IRS) (2018 Edition) The Law Library presents the complete text of the Shared Responsibility for Employers Regarding Health Coverage (US Internal Revenue Service Regulation) (IRS) (2018 Edition). Updated as of May 29, 2018 This document contains final regulations providing guidance to employers that are subject to the shared responsibility provisions regarding employee health coverage under section 4980H of the Internal Revenue Code (Code), enacted by the Affordable Care Act. These regulations affect employers referred to as applicable large employers (generally meaning, for each year, employers that had 50 or more full-time employees, including full-time equivalent employees, during the prior year). Generally, under section 4980H an applicable large employer that, for a calendar month, fails to offer to its full-time employees health coverage that is affordable and provides minimum value may be subject to an assessable payment if a full-time employee enrolls for that month in a qualified health plan for which the employee receives a premium tax credit. This book contains: - The complete text of the Shared Responsibility for Employers Regarding Health Coverage (US Internal Revenue Service Regulation) (IRS) (2018 Edition) - A table of contents with the page number of each section