2015-0034 Rev. 34.pdf

U.S. DEPARTMENT OF LABOR

EMPLOYMENT STANDARDS ADMINISTRATION

WAGE AND HOUR DIVISION

WASHINGTON, D.C. 20210

REGISTER OF WAGE DETERMINATIONS UNDER

THE SERVICE CONTRACT ACT

By direction of the Secretary of Labor

Daniel W. Simms Director

Division of Wage Determinations

Wage Determination No.:

Revision No.:

Date of Last Revision:

2015-0034 12/3/2025

States: Alabama, Alaska, Arizona, Arkansas, California, Colorado, Delaware, District of Columbia, Florida, Georgia, Guam, 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, Puerto Rico, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, Virgin Islands, Virginia, Washington, West Virginia, Wisconsin, Wyoming

Area: Alaska Statewide Alabama Statewide Arkansas County of Pulaski Arizona Counties of Cochise, Maricopa, Yuma California Counties of Monterey, Sacramento, San Bernardino Colorado Counties of Arapahoe, El Paso District of Columbia Statewide Delaware County of New Castle Florida Counties of Dade, Hillsborough, Okaloosa, Saint Johns Georgia Counties of Chatham, Chattahoochee, Cobb, Liberty, Muscogee, Richmond Guam Statewide Hawaii Statewide Iowa County of Polk Idaho County of Boise Illinois Counties of Rock Island, Sangamon Indiana County of Marion Kansas Counties of Geary, Leavenworth, Riley, Shawnee Kentucky Counties of Christian, Franklin, Hardin Louisiana Parishes of Orleans, Vernon Massachusetts County of Middlesex Maryland Counties of Anne Arundel, Baltimore, Frederick, Harford, Montgomery Maine County of Kennebec Michigan Counties of Ingham, Macomb Minnesota County of Ramsey Missouri Counties of Cole, Pulaski Mississippi Counties of Forrest, Hinds Montana County of Lewis and Clark North Carolina Counties of Cumberland, Wake North Dakota County of Burleigh Nebraska County of Lancaster New Hampshire County of Merrimack New Jersey County of Burlington New Mexico County of Santa Fe Nevada County of Carson City New York Counties of Albany, Jefferson, Kings, Orange Ohio County of Franklin Oklahoma Counties of Comanche, Oklahoma

WAGE DETERMINATION NO.: ISSUE DATE: Page 22015-0034 (Rev. 34) 12/3/2025

Oregon County of Marion Pennsylvania Counties of Cumberland, Lebanon Puerto Rico Statewide Rhode Island County of Providence South Carolina County of Richland South Dakota County of Pennington Tennessee County of Davidson Texas Counties of Bell, Bexar, El Paso, Travis Utah Counties of Tooele, Utah Virginia Counties of Arlington, Fairfax, Newport News, Nottoway, Prince George, Virginia Beach Virgin Islands Statewide Vermont County of Chittenden Washington County of Pierce Wisconsin County of Dane West Virginia County of Kanawha Wyoming County of Laramie

** Fringe Benefits Required Follow the Occupational Listing **

OCCUPATION TITLE RATECODE FOOTNOTE

Education Counselor:

29.28 Alabama

33.11 Alaska

29.84 Arizona: Cochise County

30.63 Arizona: Maricopa County

29.28 Arizona: Yuma County

29.28 Arkansas: Pulaski County

36.61 California: Monterey County

32.46 California: Sacramento County

34.14 California: San Bernardino County

32.65 Colorado: Arapahoe County

30.05 Colorado: El Paso County

32.27 Delaware: New Castle County

33.50 District of Columbia

29.28 Florida: Counties of Hillsborough, Okaloosa, Saint

Johns

31.19 Florida: County of Dade

29.28 Georgia: Chatham, Chattahoochee, Liberty, Muscogee, Richmond Counties

30.97 Georgia: Cobb County

29.28 Guam

30.57 Hawaii

29.28 Idaho: Boise County

29.75 Illinois: Rock Island County

29.28 Illinois: Sangamon County

29.55 Indiana: Marion County

29.52 Iowa: Polk County

29.28 Kansas: Geary, Riley Counties

29.76 Kansas: Leavenworth, Shawnee Counties

29.28 Kentucky: Christian, Franklin and Hardin Counties

WAGE DETERMINATION NO.: ISSUE DATE: Page 32015-0034 (Rev. 34) 12/3/2025

29.28 Louisiana: Parrish of Orleans, Vernon

29.28 Maine: Kennebec County

33.50 Maryland: Anne Arundel, Baltimore, Frederick, Harford, Montgomery Counties

33.16 Massachusetts: Middlesex County

32.30 Michigan: Ingham County

32.30 Michigan: Macomb County

31.92 Minnesota: Ramsey County

29.28 Mississippi: Forrest, Hinds Counties

29.28 Missouri: Cole County

29.28 Missouri: Pulaski County

29.28 Montana: Lewis and Clark County

29.28 Nebraska: Lancaster County

32.46 Nevada: Carson City County

33.16 New Hampshire: Merrimack County

32.27 New Jersey: Burlington, County

29.60 New Mexico: Santa Fe County

30.21 New York: Albany County

29.28 New York: Jefferson County

34.51 New York: Kings County and Orange County

30.58 North Carolina: Cumberland, Wake Counties

29.28 North Dakota: Burleigh County

30.55 Ohio: Franklin County

29.28 Oklahoma: Comanche, Oklahoma Counties

31.55 Oregon: Marion County

29.87 Pennsylvania: Cumberland, Lebanon Counties

29.28 Puerto Rico

33.16 Rhode Island: Providence County

29.28 South Carolina: Richland County

29.28 South Dakota: Pennington County

29.28 Tennessee: Davidson County

29.28 Texas: Bell and El Paso Counties

29.71 Texas: Bexar County

30.10 Texas: Travis County

29.28 Utah:Tooele, Utah Counties

29.88 Vermont: Chittenden County

29.28 Virgin Islands

33.50 Virginia: Arlington and Fairfax Counties

29.72 Virginia: Newport News and Virginia Beach Counties

30.59 Virginia: Nottoway County

30.59 Virginia: Prince George County

32.91 Washington: Pierce County

29.28 West Virginia: Kanawha County

29.28 Wisconsin: Dane County

29.28 Wyoming: Laramie County

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

WAGE DETERMINATION NO.: ISSUE DATE: Page 42015-0034 (Rev. 34) 12/3/2025 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.

Note: Executive Order 13658 generally applies to contracts subject to the Service Contract Act that were awarded on or between January 1, 2015 and January 29, 2022, and that have not been renewed or extended on or after January 30, 2022. If a contract is subject to Executive Order 13658, the contractor must pay all covered workers at least $13.30 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 2025. The applicable Executive Order minimum wage rate will be adjusted annually. Additional information on contractor requirements and worker protections under Executive Order 13658 is available at www.dol.gov/whd/govcontracts.

ALL OCCUPATIONS LISTED ABOVE RECEIVE THE FOLLOWING BENEFITS:

HEALTH & WELFARE: $5.55 per hour, up to 40 hours per week, or $222.00 per week or $962.00 per month

HEALTH & WELFARE EO 13706: $5.09 per hour, up to 40 hours per week, or $203.60 per week, or $882.27 per month*

*This rate is to be used only when compensating employees for performance on an SCA-covered contract also covered by EO 13706, Establishing Paid Sick Leave for Federal Contractors. A contractor may not receive credit toward its SCA obligations for any paid sick leave provided pursuant to EO 13706.

VACATION: 2 weeks paid vacation after 1 year of service with a contractor or successor, 3 weeks after 10 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. (See 29 CFR 4.173)

HOLIDAYS: A minimum of eleven paid holidays per year: New Year's Day, Martin Luther King Jr.'s Birthday, Washington's Birthday, Memorial Day, Juneteenth National Independence 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)

VACATION (Hawaii): 2 weeks paid vacation after 1 year of service with a contractor or successor; 3 weeks after 10 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)

HEALTH & WELFARE (Hawaii): $2.42 per hour, up to 40 hours per week, or $96.80 per week, or $419.47 per month for all employees on whose behalf the contractor provides health care benefits pursuant to the Hawaii prepaid Health Care Act. For those employees who are not receiving health care benefits mandated by the Hawaii prepaid Health Care Act, the new health and welfare benefit rate will be $5.55 per hour, up to 40 hours per week.

HEALTH & WELFARE (Hawaii EO 13706): $1.96 per hour, up to 40 hours per week, or $78.40 per week, or $339.73 per month for all employees on whose behalf the contractor provides health care benefits pursuant to the Hawaii prepaid Health Care Act. For those employees who are not receiving health care benefits mandated by the Hawaii prepaid Health Care Act, the new health and welfare benefit rate will be $5.09 per hour, up to 40 hours per week. *

*This rate is to be used only when compensating employees for performance on an SCA-covered contract

WAGE DETERMINATION NO.: ISSUE DATE: Page 52015-0034 (Rev. 34) 12/3/2025 also covered by EO 13706, Establishing Paid Sick Leave for Federal Contractors. A contractor may not receive credit toward its SCA obligations for any paid sick leave provided pursuant to EO 13706.

** HAZARDOUS PAY DIFFERENTIAL **

An 8 percent differential is applicable to employees employed in a position that represents a high degree of hazard when working with or in close proximity to ordnance, explosives, and incendiary materials. This includes work such as screening, blending, dying, mixing, and pressing of sensitive ordnance, explosives, and pyrotechnic compositions such as lead azide, black powder and photoflash powder. All dry-house activities involving propellants or explosives. Demilitarization, modification, renovation, demolition, and maintenance operations on sensitive ordnance, explosives and incendiary materials. All operations involving re-grading and cleaning of artillery ranges.

A 4 percent differential is applicable to employees employed in a position that represents a low degree of hazard when working with, or in close proximity to ordnance, (or employees possibly adjacent to) explosives and incendiary materials which involves potential injury such as laceration of hands, face, or arms of the employee engaged in the operation, irritation of the skin, minor burns and the like; minimal damage to immediate or adjacent work area or equipment being used. All operations involving, unloading, storage, and hauling of ordnance, explosive, and incendiary ordnance material other than small arms ammunition. These differentials are only applicable to work that has been specifically designated by the agency for ordnance, explosives, and incendiary material differential pay.

** 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:

WAGE DETERMINATION NO.: ISSUE DATE: Page 62015-0034 (Rev. 34) 12/3/2025

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 (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 paid to all employees performing in the classification from the first day of work on which contract work is performed by them in the classification. Failure to pay such unlisted employees the compensation agreed upon by the interested parties and/or fully determined by the Wage and Hour Division retroactive to the date such class of employees commenced contract work shall be a violation of the Act and this contract. (See 29 CFR 4.6(b)(2)(v)). 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 U.S. Department of Labor, Wage and Hour Division, 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 Division's decision to the contractor.

6) Each affected employee shall be furnished by the contractor with a written copy of such determination or it shall be posted as a part of the wage determination (See 29 CFR 4.6(b)(2)(iii)).

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" 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 (See 29 CFR 4.152(c)(1)).

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

Education Counselor

Positions in this series require the application of professional knowledge of education to educational and vocational testing and counseling, and the application of the administrative policies and procedures of the

WAGE DETERMINATION NO.: ISSUE DATE: Page 72015-0034 (Rev. 34) 12/3/2025 education service program. Employees apply this knowledge in providing guidance and assistance to training program enrollees seeking to develop their full potential by pursuing jo-related instruction or self-improvement courses. The work involves furnishing support to programs of general education for adults, including occupational specialty related courses, basic academic courses, and other adult programs. These positions may be found in military organizations, correctional institutions, or other organizations. Organizations generally structure education services positions similar to the five examples below. While many positions fall into one or another of these types, others may reflect different combinations of duties. The examples are not intended to be restrictive or all-inclusive. Positions that involve administering education services programs.

Employees - manage, and may establish, an education services program or center; conduct surveys to determine the educational needs and preference of the population served; develop potential programs in response to assessed educational needs; assess the ability and willingness of available educational and training institutions to provide educational opportunities, and make arrangements with them to do so; monitor the quality and cost effectiveness of the educational service program, and assure the adequacy of equipment and facilities used; and advise managers and staff members on matters related to the education service program. 2. Positions that involve educational and vocational testing and counseling. Employees -- select, administer, and interpret tests to give program participants information on their vocational aptitudes and interests, and their educational strengths and weaknesses; counsel participants in establishing career goals, on available educational and training opportunities, and on making appropriate plans; assist participants in selecting courses and completing application and registration procedures; and may teach courses in such areas as adult basic education. 3. Positions that involve conducting liaison with the education community to enhance military recruitment. Employees - provide information to prospective and active duty military personnel on the Armed Services Vocational Aptitude Battery (ASVB) and specific service tests; advise them on armed services occupational education and training programs available; provide similar information to civilian placement officials, school guidance personnel, career education coordinators, school administrators, and classroom teachers; and advise managers and staff of military career education programs on including educational and occupational counseling. 4. Positions that involve evaluating the effectiveness of education services programs. Employees - develop policies procedures and regulations; advise on improving education and training program opportunities; and analyze and consolidate financial plans; budgets; and requirements for staff, facilities, equipment and supplies. 5. Positions that involve monitoring pertinent developments in the field of educational and vocational counseling. Employee - establish and maintain liaison with State and Federal educational officials on matters concerning education service programs; analyze and advise on national, regional and local trends that affect education services programs; prepare statements of work for potential contractors that reflect agency education policies, and develop such policies when necessary;

monitor contractor performance and adherence to specification; and maintain contact with recognized experts in appropriate educational fields, and contract for their services in conducting professional seminars and workshops. TITLES Education Services Specialist is the title for the nonsupervisory positions that involve directing or managing a local or departmental education services program; performing liaison activities between military recruitment functions and the civilian community; or maintaining contacts with State, local and professional education associations. Guidance Counselor is the title for nonsupervisory positions that involve counseling individuals on their potential educational and vocational capabilities, needs, and available means of meeting them, and analyzing and interpreting test data for application to individual educational plans.