SOL_W15QKN16R0002_PLS_ATTACH_0045_WAGE_DETERMINATION_2013009311.txt

REGISTER OF WAGE DETERMINATIONS UNDER | U.S. DEPARTMENT OF LABOR

THE SERVICE CONTRACT ACT | EMPLOYMENT STANDARDS ADMINISTRATION

By direction of the Secretary of Labor | WAGE AND HOUR DIVISION

| WASHINGTON D.C. 20210

| Wage Determination No.: 2013-0093 Daniel W. Simms Division of | Revision No.: 11 Director Wage Determinations| Date Of Last Revision: 02/08/2017 Note: Under Executive Order (EO) 13658, an hourly minimum wage of $10.20 for calendar year 2017 applies to all contracts subject to the Service Contract Act for which the contract is awarded (and any solicitation was issued) on or after January 1, 2015. If this contract is covered by the EO, the contractor must pay all workers in any classification listed on this wage determination at least $10.20 per hour (or the applicable wage rate listed on this wage determination, if it is higher) for all hours spent performing on the contract in calendar year 2017. The EO minimum wage rate will be adjusted annually.

Additional information on contractor requirements and worker protections under the EO is available at www.dol.gov/whd/govcontracts.

States: Alabama, Alaska, American Samoa, Arizona, Arkansas, California, Colorado, Connecticut, Delaware, District of Columbia, Florida, Georgia, Hawaii, Idaho, Illinois, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maine, Maryland, Massachusetts, Michigan, Minnesota, Mississippi, Missouri, Montana, Nebraska, Nevada, New Hampshire, New Jersey, New Mexico, New York, North Carolina, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, Virginia, Washington, West Virginia, Wisconsin, Wyoming

Area: Alaska Statewide

Alabama Statewide

Arkansas Statewide

American Samoa Statewide

Arizona Statewide

California Statewide

Colorado Statewide

Connecticut Statewide

District of Columbia Statewide

Delaware Statewide

Florida Statewide

Georgia Statewide

Hawaii Statewide

Iowa Statewide

Idaho Statewide

Illinois Statewide

Indiana Statewide

Kansas Statewide

Kentucky Statewide

Louisiana Statewide

Massachusetts Statewide

Maryland Statewide

Maine Statewide

Michigan Statewide

Minnesota Statewide

Missouri Statewide

Mississippi Statewide

Montana Statewide

North Carolina Statewide

North Dakota Statewide

Nebraska Statewide

New Hampshire Statewide

New Jersey Statewide

New Mexico Statewide

Nevada Statewide

New York Statewide

Ohio Statewide

Oklahoma Statewide

Oregon Statewide

Pennsylvania Statewide

Rhode Island Statewide

South Carolina Statewide

South Dakota Statewide

Tennessee Statewide

Texas Statewide

Utah Statewide

Virginia Statewide

Vermont Statewide

Washington Statewide

Wisconsin Statewide

West Virginia Statewide

Wyoming Statewide

**Fringe Benefits Required Follow the Occupational Listing**

OCCUPATION CODE - TITLE FOOTNOTE RATE

(not set) - Victims Advocate Alabama statewide (except Madison County) 23.85 Alabama, Madison County 23.85 Alaska 26.35 American Samoa 23.85 Arizona 23.85 Arkansas 23.85 California Counties of Sacramento, Yolo 25.73 California statewide (except Sacramento, 23.85 San Bernardo, San Diego, Yolo Counties) California, San Bernardo County 26.87 California, San Diego County 26.32 Colorado Counties of Boulder, Denver 25.83 Colorado statewide (except Boulder, Denver 23.85 Counties) Connecticut statewide (except Hartford 23.85 County) Connecticut, Hartford County 26.44 Delaware 25.26 District of Columbia 26.34 Florida 23.85 Georgia 23.85 Hawaii, Honolulu 24.44 Idaho 23.85 Illinois 23.85 Indiana 23.85 Iowa 23.85 Kansas 23.85 Kentucky 23.85 Louisiana 23.85 Maine 23.85 Maryland Counties of Baltimore, Washington 26.34 Maryland statewide (except Baltimore, 23.85 Washington Counties) Massachusette statewide (except Worcester 23.85 County) Massachusette, Worcester County 26.26 Michigan 23.85 Minnesota 23.85 Mississippi 23.85 Missouri 23.85 Montana 23.85 Nebraska 23.85 Nevada 23.85 New Hamsphire 23.85 New Jersey 23.85 New Mexico 23.85 New York Counties of Cattaraugus, Niagara 24.59 New York statewide (except Cattaraugus, New 23.85 York, Niagara Counties) New York, New York County 27.19 North Carolina statewide (except Durham 23.85 County) North Carolina, Durham County 24.67 North Dakota 23.85 Ohio 23.85 Oklahoma 23.85 Oregon 23.85 Pennsylvania statewide (except Philadelphia 23.85 County) Pennsylvania, Philadelphia County 25.67 Rhode Island 23.85 South Carolina 23.85 South Dakota 23.85 Tennessee 23.85 Texas statewide (except Dallas, Houston 23.85 Counties) Texas, Dallas County 25.41 Texas, Houston County 25.89 Utah 23.85 Vermont 23.85 Virginia Counties of Arlington, Washington 26.34 Virginia Counties of Prince George, Richmond 24.49 Virginia statewide (except Arlington, 23.85 Prince George, Richmond, Wash Counties) Washinghton statewide (except Pierce County) 23.85 Washington, Pierce County 25.75 West Virginia 23.85 Wisconsin Counties of Milwaukee, Waukesha 24.79 Wisconsin statewide (except Milwaukee, 23.85 Waukesha Counties) Wyoming 23.85

Note: Executive Order (EO) 13706, Establishing Paid Sick Leave for Federal Contractors, applies to all contracts subject to the Service Contract Act for which the contract is awarded (and any solicitation was issued) on or after January 1, 2017. If this contract is covered by the EO, the contractor must provide employees with 1 hour of paid sick leave for every 30 hours they work, up to 56 hours of paid sick leave each year. Employees must be permitted to use paid sick leave for their own illness, injury or other health-related needs, including preventive care; to assist a family member (or person who is like family to the employee) who is ill, injured, or has other health-related needs, including preventive care; or for reasons resulting from, or to assist a family member (or person who is like family to the employee) who is the victim of, domestic violence, sexual assault, or stalking. Additional information on contractor requirements and worker protections under the EO is available at www.dol.gov/whd/govcontracts.

ALL OCCUPATIONS LISTED ABOVE RECEIVE THE FOLLOWING BENEFITS:

HEALTH & WELFARE: $4.27 per hour or $170.80 per week or $740.13 per month

VACATION: 2 weeks paid vacation after 1 year of service with a contractor or successor, 3 weeks after 5 years, and 4 weeks after 15 years. Length of service includes the whole span of continuous service with the present contractor or successor, wherever employed, and with the predecessor contractors in the performance of similar work at the same Federal facility. (Reg. 29 CFR 4.173)

HOLIDAYS: A minimum of ten paid holidays per year: New Year's Day, Martin Luther King Jr.'s Birthday, Washington's Birthday, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans' Day, Thanksgiving Day, and Christmas Day. (A contractor may substitute for any of the named holidays another day off with pay in accordance with a plan communicated to the employees involved.) (See 29 CFR 4.174)

** UNIFORM ALLOWANCE **

If employees are required to wear uniforms in the performance of this contract (either by the terms of the Government contract, by the employer, by the state or local law, etc.), the cost of furnishing such uniforms and maintaining (by laundering or dry cleaning) such uniforms is an expense that may not be borne by an employee where such cost reduces the hourly rate below that required by the wage determination. The Department of Labor will accept payment in accordance with the following standards as compliance:

The contractor or subcontractor is required to furnish all employees with an adequate number of uniforms without cost or to reimburse employees for the actual cost of the uniforms. In addition, where uniform cleaning and maintenance is made the responsibility of the employee, all contractors and subcontractors subject to this wage determination shall (in the absence of a bona fide collective bargaining agreement providing for a different amount, or the furnishing of contrary affirmative proof as to the actual cost), reimburse all employees for such cleaning and maintenance at a rate of $3.35 per week (or $.67 cents per day). However, in those instances where the uniforms furnished are made of "wash and wear" materials, may be routinely washed and dried with other personal garments, and do not require any special treatment such as dry cleaning, daily washing, or commercial laundering in order to meet the cleanliness or appearance standards set by the terms of the Government contract, by the contractor, by law, or by the nature of the work, there is no requirement that employees be reimbursed for uniform maintenance costs.

** SERVICE CONTRACT ACT DIRECTORY OF OCCUPATIONS **

The duties of employees under job titles listed are those described in the "Service Contract Act Directory of Occupations", Fifth Edition (Revision 1), dated September 2015, unless otherwise indicated.

REQUEST FOR AUTHORIZATION OF ADDITIONAL CLASSIFICATION AND WAGE RATE

Standard Form 1444 (SF-1444)

Conformance Process:

The contracting officer shall require that any class of service employee which is not listed herein and which is to be employed under the contract (i.e., the work to be performed is not performed by any classification listed in the wage determination), be classified by the contractor so as to provide a reasonable relationship (i.e., appropriate level of skill comparison) between such unlisted classifications and the classifications listed in the wage determination. Such conformed classes of employees shall be paid the monetary wages and furnished the fringe benefits as are determined (See 29 CFR 4.6(b)(2)(i)). Such conforming procedures shall be initiated by the contractor prior to the performance of contract work by such unlisted class(es) of employees (See 29 CFR 4.6(b)(2)(ii)). The Wage and Hour Division shall make a final determination of conformed classification, wage rate, and/or fringe benefits which shall be retroactive to the commencement date of the contract (See 29 CFR 4.6(b)(2)(iv)(C)(vi)). When multiple wage determinations are included in a contract, a separate SF-1444 should be prepared for each wage determination to which a class(es) is to be conformed.

The process for preparing a conformance request is as follows:

1) When preparing the bid, the contractor identifies the need for a conformed occupation(s) and computes a proposed rate(s).

2) After contract award, the contractor prepares a written report listing in order the proposed classification title(s), a Federal grade equivalency (FGE) for each proposed classification(s), job description(s), and rationale for proposed wage rate(s), including information regarding the agreement or disagreement of the authorized representative of the employees involved, or where there is no authorized representative, the employees themselves. This report should be submitted to the contracting officer no later than 30 days after such unlisted class(es) of employees performs any contract work.

3) The contracting officer reviews the proposed action and promptly submits a report of the action, together with the agency's recommendations and pertinent information including the position of the contractor and the employees, to the Wage and Hour Division, U.S. Department of Labor, for review (See 29 CFR 4.6(b)(2)(ii)).

4) Within 30 days of receipt, the Wage and Hour Division approves, modifies, or disapproves the action via transmittal to the agency contracting officer, or notifies the contracting officer that additional time will be required to process the request.

5) The contracting officer transmits the Wage and Hour decision to the contractor.

6) The contractor informs the affected employees.

Information required by the Regulations must be submitted on SF-1444 or bond paper.

When preparing a conformance request, the "Service Contract Act Directory of Occupations" (the Directory) should be used to compare job definitions to ensure that duties requested are not performed by a classification already listed in the wage determination. Remember, it is not the job title, but the required tasks that determine whether a class is included in an established wage determination.

Conformances may not be used to artificially split, combine, or subdivide classifications listed in the wage determination.

** OCCUPATIONS NOT INCLUDED IN THE SCA DIRECTORY OF OCCUPATIONS **

Victims Advocate

Works under the supervision of the Victim Advocate Program manager, who provides guidance on program policies and objectives. Incumbent is expected to work independently within established program guidelines and keeps the FAPM informed of program status and unusual or controversial situations. Work is reviewed to assure compliance with established policy procedures and regulatory requirements.

Completed work is reviewed for compliance with general instructions and policies, technical adequacy and soundness of conclusions. Serve as the Victim Advocate for the Family Advocacy Program (FAP) providing comprehensive assistance and liaison to victims of sexual assault and domestic violence. Educate Army personnel and Family members on the prevention of Family violence and the effective management of intimate partner maltreatment and sexual assault. 1. Provides comprehensive advocacy services to individuals exhibiting a wide variety of issues related to being a victim or survivor of partner maltreatment or sexual assault. Conducts assessments with clients to determine required needs and evaluates safety and levels of risk. Assesses the urgency of cases and develops a plan for assistance.

Develops and implements an appropriate plan of action in crisis situations.

Maintains contact with clients through follow-up support for ongoing needs related to coping with abuse and assault incident (s). Conducts safety planning, lethality assessments and initiates the notification process with agencies such as law enforcement, safe shelters and command to ensure safety and wellbeing for the victim, alleged offender, affected Family members and the community, Recognizes symptoms of emotional distress or social disorganization that require immediate professional intervention and refer cases to appropriate professional staff. Possess knowledge of local services and support for victims of abuse and or assault and provide clients with information, referrals and applicable resources available through the military and local communities. Inform individual of their reporting options, rights and responsibilities as a victim and Army spouse. Screens cases for impact on affected family members and provide appropriate referral. Reviews MP blotters and extract reports on domestic violence and sexual assault incidence and initiates contact with identified victims to provide information about the program and offer services. The job requires experience in the field - the job is non-exempt due to the large workload related to prevention and initial investigation and reports, specifically non-exempt per FLSA guidelines. Responsible of maintaining workload of cases at all times. Victim Advocate provide training to service members, family members, civilian and military organizations and agencies to enable them to identify harmful/dangerous behaviors associated with domestic abuse, sexual abuse and child abuse. Victim Advocate conduct confidential contact with spouses and intimate partners, conduct initial investigative interviews and file appropriate reports and notices, works closely with victims to help them understand the resources available to them. Counsel victims, and accompany them to hospital, court, or other as necessary.