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<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2>Hi Geoff,</FONT></SPAN></DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2></FONT></SPAN> </DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2>Ain't rebates great! They sure go a long way toward
"keeping solar affordable"... </FONT></SPAN></DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2></FONT></SPAN><SPAN class=968014115-12022009><FONT
face=Arial color=#0000ff size=2></FONT></SPAN> </DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2>Generally speaking, Prev Wage has several characteristics,
not all of which are "hourly wage". </FONT></SPAN><SPAN
class=968014115-12022009><FONT face=Arial color=#0000ff size=2>In CA there are
wage components like Health & Welfare, Vacation, Training, Hourly Wage, Per
Diem... Maybe something else in there too. <EM>(These are separate from and do
not include Unemployment, Worker's Comp and standard payroll deductions &
employer contributions like FICA, State Income Tax,
SSI)</EM></FONT></SPAN></DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2></FONT></SPAN> </DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2>There is often, but not always, a "Certified Payroll"
requirement as well. Each component of the "Wage" as well as deductions and
employer contributions </FONT></SPAN><SPAN class=968014115-12022009><FONT
face=Arial color=#0000ff size=2>must be itemized and identified on the
"Certified Payroll" report. The wage components are determined by the task being
performed, which should fall under a corresponing Classification. <EM>(Similar
to the Rigger / Electrician classifications you described)</EM> In general, a
Certified Payroll report must be prepared by either a 3rd Party <EM>(Payroll
service, CPA, etc.)</EM> or can be generated by a Certified and Audited
Accounting Program. QuickBooks ain't that. The agency requiring the Certified
Payroll is the one who determines what form of Certified Payroll is acceptable
and who can provide it. <EM>(In your case it sounds like it's gonna be the
grant administrator).</EM></FONT></SPAN></DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2></FONT></SPAN> </DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2>If you are <STRONG><U>not</U></STRONG> working on a Fed
project, your state administers the Classification definitions and other
requirements under a Labor or Employment Commission / Department. There may also
be section of a Government code/statute that applies. In general, the agency
administering the program/contract/grant has the authority to accept or reject
the classification submitted by the employer <EM>(contractor).</EM> It is common
for these agencies to suffer from HUA syndrome and not really have it
together... HUA in the public sector is caused by many things, but a
common symptom preceding a full breakout is FBIC <EM>(Fat Butt In Chair)</EM>
syndrome. HUA in the private sector is granted by business schools in the form
of an MBA. If there is a corresponding Fed Classification Code for the
craft/task/trade, then they normally rubber stamp your paperwork if you use
that.</FONT></SPAN></DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2></FONT></SPAN> </DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2>Since there isn't a "Solar Panel Installer"
or "PV Technician" Classification Code, <EM>(biting my tongue really
hard here..... ) </EM>you're gonna have to use whatever existing classifications
apply and/or the grant administrator will accept. </FONT></SPAN><SPAN
class=968014115-12022009><FONT face=Arial color=#0000ff size=2>Laborer, roofer,
and electrician <EM>(inside wireman)</EM> are common in CA. Payroll gets really
burdensome if you have one guy doing all the above and you want to
classify & pay according to the separate classifications. Be careful
how you set yourself up here... If you elect to "multi-classify",
y</FONT></SPAN><SPAN class=968014115-12022009><FONT face=Arial color=#0000ff
size=2>our Worker's Comp <EM>(and maybe liability)</EM> will end up being
affected. It may not result in you owing more money, but it will end up causing
a paperwork and administrative headache.</FONT></SPAN></DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2></FONT></SPAN> </DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2>It sounds to me like you already multi-classify, and it
sounds like you're using responsible classifications <EM>(The actual name of the
classification varies by state)</EM>. As long as these are acceptable
classifications to the grant administrator, you should be way ahead of the
curve. I recommend submitting the associated craft descriptions <EM>(task
descriptions & working conditions, often a copy of a collective
bargaining agreement)</EM> and the associated wage breakout to the grant
administrator and requesting a formal opinion. In writing this
time!</FONT></SPAN></DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2></FONT></SPAN> </DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2>They may or may not have this figured out yet. I do
know that the <STRONG>IBEW</STRONG> had a <STRONG>very bad</STRONG> case of
<STRONG>heartburn</STRONG> over Ohio's grant program, so the fallout from that
might have resulted in an unbalanced or skewed program. </FONT></SPAN><SPAN
class=968014115-12022009><FONT face=Arial color=#0000ff size=2>Not to be a
conspiracist, but it wouldn't surprise me if non-IBEW applications got lost
&/or delayed at a higher rate than IBEW applications. Fly-on-the-wall
curiosity...</FONT></SPAN></DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009><FONT face=Arial
color=#0000ff size=2></FONT></SPAN><SPAN class=968014115-12022009><FONT
face=Arial color=#0000ff size=2></FONT></SPAN> </DIV>
<DIV dir=ltr align=left><SPAN class=968014115-12022009></SPAN><SPAN
class=968014115-12022009><FONT face=Arial color=#0000ff size=2>If they
haven't gotten it figured out and well-underway yet, your mission will be
to have them accept your current practice.</FONT> <FONT face=Arial
color=#0000ff size=2>Somewhere back in time you came up with Laborer / Stager /
Electrician / Steel Erector and an associated wage and classification
description... </FONT></SPAN></DIV>
<OL dir=ltr>
<LI>
<DIV align=left><SPAN class=968014115-12022009><FONT face=Arial color=#0000ff
size=2>Go find that paperwork / source. </FONT></SPAN></DIV></LI>
<LI>
<DIV align=left><SPAN class=968014115-12022009><FONT face=Arial color=#0000ff
size=2>Make sure you have and are in compliance with the most current
version.</FONT></SPAN></DIV></LI>
<LI>
<DIV align=left><SPAN class=968014115-12022009><FONT face=Arial color=#0000ff
size=2>Adjust your practice as required by #2 above.</FONT></SPAN></DIV></LI>
<LI>
<DIV align=left><SPAN class=968014115-12022009><FONT face=Arial color=#0000ff
size=2>Organize and compile the documents by
classification.</FONT></SPAN></DIV></LI>
<LI>
<DIV align=left><SPAN class=968014115-12022009><FONT face=Arial color=#0000ff
size=2>Submit your collection to the grant administrator with a cover
letter requesting an opinon. Express your interest in helping to expedite
this. Be sure to include a note describing how many
lost/deferred manhours of work are incurred by your
employees with every hour you have to wait for an opinion... Ohio
jobs.</FONT></SPAN></DIV></LI>
<LI>
<DIV align=left><SPAN class=968014115-12022009></SPAN><SPAN
class=968014115-12022009><FONT face=Arial color=#0000ff size=2>Follow up with
a phone call to make sure they received your
submittal.</FONT></SPAN></DIV></LI>
<LI>
<DIV align=left><SPAN class=968014115-12022009><FONT face=Arial color=#0000ff
size=2>Get the names, phone numbers, email addresses, and titles of everybody
who will be involved in review & rendering of the opinion. Get the same
info on their supervisors just for a little
insurance.</FONT></SPAN></DIV></LI>
<LI>
<DIV align=left><SPAN class=968014115-12022009><FONT face=Arial color=#0000ff
size=2>Request a hard date for when you can expect an
answer.</FONT></SPAN></DIV></LI>
<LI>
<DIV align=left><SPAN class=968014115-12022009><FONT face=Arial color=#0000ff
size=2>Contact up the food chain and be a helpful pest. You don't want this to
linger and you don't want to be on the bottom of the
pile.</FONT></SPAN></DIV></LI></OL>
<DIV dir=ltr><SPAN class=968014115-12022009><FONT face=Arial color=#0000ff
size=2>Good luck!</FONT></SPAN></DIV>
<DIV dir=ltr align=left> </DIV>
<DIV dir=ltr align=left><EM><FONT face="Monotype Corsiva" size=4><STRONG>Matt
Lafferty</STRONG></FONT></EM></DIV>
<DIV align=left><FONT face=Arial size=2><A
href="mailto:gilligan06@gmail.com">gilligan06@gmail.com</A></FONT></DIV><BR>
<DIV class=OutlookMessageHeader lang=en-us dir=ltr align=left>
<HR tabIndex=-1>
<FONT face=Tahoma size=2><B>From:</B> re-wrenches-bounces@lists.re-wrenches.org
[mailto:re-wrenches-bounces@lists.re-wrenches.org] <B>On Behalf Of </B>Geoff
Greenfield<BR><B>Sent:</B> Thursday, February 12, 2009 7:07 AM<BR><B>To:</B>
RE-wrenches<BR><B>Subject:</B> [RE-wrenches] HELP! prevailing wage
classification?<BR></FONT><BR></DIV>
<DIV></DIV>
<DIV style="FONT-SIZE: 12pt; COLOR: #000000; FONT-FAMILY: Times New Roman">
<P>Greetings fellow wrenches!</P>
<P><FONT face=Arial color=#0000ff size=2></FONT> </P>
<P>I am certain (and hopeful) that some of you folks have already been down this
road, and can share some advice (and hopefully documents or references)
regarding this issue. I have no problem with unions, (They
"brought us the weekend", have done a lot to remedy exploitation and unsafe
conditions etc), but we are an "open shop" in a small family owned company where
we have great relations with our well paid employees. </P>
<P> </P>
<P>Our meager grant program slipped some fine print into the documents implying
that any projects receiving funding (even residential!?) are subject to
prevailing wages etc. It seems that politics and influence has been
working behind the scenes, and now we need to figure out how to react.</P>
<P> </P>
<P>We have done plenty of public work and regularly are on PW jobs... Our
inquiry into "what class is solar" led to the response (that we unfortunately
dont have in writing) to use the classification closest to the task and pay at
that level. We often use labor rates for staging and mechanical assembly,
electrical rates for wiring and steel erector rates for wind towers etc...
It was explained to me that "a Rigger would deliver, set and install a big air
handler and an electrician would wire it up".</P>
<P><FONT face=Arial color=#0000ff size=2></FONT> </P>
<P>SO - the "HELP" part-</P>
<P> </P>
<P>can any of you point me toward a ruling or interpretation that helps us
defend our practice, or give guidance on the subject?</P>
<P> </P>
<P>Thanks in advance! Lets keep solar affordable and keep small shop
wrenches on the rooftops!<BR><BR></P>
<DIV>
<DIV>For a brighter energy future,<BR><BR>Geoff Greenfield<BR><BR><EM><FONT
size=4>Clean Energy - Expertly
Installed<BR></FONT></EM><BR><BR><BR><BR></DIV></DIV></DIV></BODY></HTML>