Payroll

Rhode Island prevailing wage and certified payroll rules

Rhode Island applies prevailing wages to public works contracts over $1,000, using the federal Davis-Bacon wage decisions as its rates. Certified payroll is kept on a state weekly form and turned in to the awarding authority every month.

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Rhode Island sets a very low bar for prevailing wage coverage. Under the state's prevailing wage law (R.I. Gen. Laws 37-13-1 and following) and the Department of Labor and Training (DLT) regulations, any contractor awarded a public works contract over $1,000, and every subcontractor on it, must pay the prevailing wage listed in the federal General Wage Decisions, the same Davis-Bacon determinations used on federal work. Payroll goes on the RI Certified Weekly Payroll Form, one for each week, delivered to the awarding authority monthly.

Rhode Island prevailing wage at a glance
RuleRhode Island
State lawYes, R.I. Gen. Laws Chapter 37-13, enforced by the Department of Labor and Training
ThresholdPublic works contracts over $1,000, including service and maintenance contracts that involve alteration, installation, repair, or construction
RatesDavis-Bacon General Wage Decisions, fixed as of the contract award date
Certified payrollRI Certified Weekly Payroll Form for each week, furnished to the awarding authority monthly
Daily logRI Certified Prevailing Wage Daily Log on site when the prime contract is $1,000,000 or more (not road, highway, or bridge jobs)
ApprenticesRequired on state-awarded public works contracts of $1,000,000 or more
Record retentionFive years from the date the work was performed
Penalty for payroll or log violationsUp to $500 per calendar day of noncompliance

Which Rhode Island jobs are covered

The $1,000 line means almost every public job counts. The U.S. Department of Labor's state summary lists $1,000 as Rhode Island's threshold, and DLT's rules say the prime is liable for prevailing wages on any public works contract above it, even when a subcontractor is the one who underpaid. Service and maintenance contracts with the state or a city or town are covered too when the price is over $1,000 and the work includes alterations, installation, repairs, or construction.

So a $4,800 call to replace a rooftop unit's compressor at a town library is a prevailing wage job in Rhode Island. In Pennsylvania, with its $25,000 line, a job that size would not qualify. DLT's definition of construction also reaches installing items fabricated off site, painting and decorating, and hauling materials to or from the site by the contractor's own employees.

How Rhode Island sets wage rates

Rhode Island does not build its own wage survey from scratch. DLT's rules say the department is guided by the General Wage Decisions, meaning the Davis-Bacon wage determinations published by the U.S. Department of Labor and available on SAM.gov. The rate in effect on the date the prime contract is awarded applies to the general contractor and subs until DLT modifies it.

  • Fringe in full: the full fringe amount in the wage decision must be paid as bona fide benefits, cash, or both.
  • Overtime on base: overtime is calculated on the base hourly rate, then the full fringe amount is added.
  • Escrow for paid time off: if you claim fringe benefit credit for holidays, sick, or vacation paid from general assets, DLT requires the money to be set aside in escrow.
  • Owners on the tools: owners, supervisors, or foremen doing manual work on site must appear on the certified payroll at the prevailing rate.

Certified payroll and the daily log

Every contractor and sub completes an RI Certified Weekly Payroll Form for each week of work and hands the set to the awarding authority monthly, covering the preceding month. On Rhode Island Department of Transportation jobs, federal forms such as the WH-347 may be submitted instead, but if DLT investigates a RIDOT contractor, it must produce the state form within 10 days of the request.

Large building jobs add a second document. When the general or prime contract is $1,000,000 or more, each contractor and subcontractor keeps an RI Certified Prevailing Wage Daily Log on site listing its workers each day, available for inspection at all times. This rule does not apply to road, highway, or bridge projects. DLT says mere errors or omissions in the daily log are not grounds for a penalty, but missing logs are.

Apprentices, records, and enforcement

On public works contracts awarded by the state and valued at $1,000,000 or more, general contractors and subcontractors must employ apprentices within DLT-approved apprentice ratios, and certify compliance on DLT apprenticeship certification forms at bid and award. Apprentice rates only apply to workers registered under the state apprenticeship law. Apprentices working outside the job site ratios get the full journeyperson rate.

  • Records: keep certified weekly payroll records for five years from the date the work was performed, and produce them to DLT within 10 days of a request.
  • Daily fines: DLT may impose up to $500 for each calendar day of noncompliance with the payroll or daily log rules.
  • Withholding: DLT may order the awarding authority to withhold all future payments until the contractor or sub complies.
  • Debarment: a contractor found in violation cannot bid on or perform public works for 18 to 36 months, and awarding authorities check DLT's debarment list before award. DLT's rules let a debarment proceeding reach the principals, officers, or successors in interest responsible.
  • Complaints: workers file written complaints with DLT within 24 months of project completion.

Rhode Island versus Davis-Bacon

The rates are the same source, which makes Rhode Island easier to price than states with their own schedules. The differences are in coverage and paperwork. Davis-Bacon starts at $2,000 on federally funded work; Rhode Island starts at $1,000 on state and local work. Davis-Bacon accepts the WH-347 weekly; Rhode Island wants its own weekly form, delivered monthly, plus a daily log on $1,000,000 building jobs and apprentices on large state contracts. Pair this with the Rhode Island contractor license rules, Rhode Island mechanics lien rights, and Rhode Island prompt payment timelines.

With a $1,000 threshold, small service calls turn into certified payroll. Smart Business Automator ties field hours to classifications on every job and prepares the payroll reports from them. See certified payroll automation.

Frequently asked questions

What is the prevailing wage threshold in Rhode Island?

Public works contracts over $1,000. That includes service and maintenance contracts with the state or a municipality when the work involves alterations, installation, repairs, or construction.

Where do Rhode Island prevailing wage rates come from?

DLT is guided by the federal General Wage Decisions, the Davis-Bacon wage determinations. The rates in effect when the prime contract is awarded apply for the job until modified.

How often is certified payroll due in Rhode Island?

You complete the RI Certified Weekly Payroll Form for each week and furnish the forms to the awarding authority monthly for the work done in the preceding month. RIDOT jobs may accept federal forms.

When is a daily log required in Rhode Island?

When the general or prime contract is $1,000,000 or more, each contractor and subcontractor keeps an RI Certified Prevailing Wage Daily Log on site. The rule does not apply to road, highway, or bridge projects.

What are the penalties for certified payroll violations in Rhode Island?

DLT may impose up to $500 per calendar day of noncompliance, order payments withheld until the contractor complies, and pursue debarment from public works bidding.

Sources

  1. Rhode Island Department of Labor and Training: Rules and Regulations Relating to Prevailing Wages (170-RICR-30-05-08), as filed with the Rhode Island Secretary of State
  2. Rhode Island General Assembly: R.I. Gen. Laws 37-13-14.1, Enforcement and hearings (archived copy, February 2026)
  3. U.S. Department of Labor, Wage and Hour Division: Dollar threshold amount for contract coverage under state prevailing wage laws
  4. U.S. Department of Labor, Wage and Hour Division: Construction (Davis-Bacon and Related Acts)

Laws and rates change. Confirm current requirements with the state agency before you bid, file, or pay. This page is general information, not legal advice.

Written and edited by

Maurice Francois writes and edits construction operations guides for Smart Business Automator. More from Maurice on the Scaling Legends podcast.

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