At a Glance
Quick Answer
Oregon has an active prevailing wage law (Oregon Prevailing Wage Rate Law (ORS 279C.800-279C.870)). Administered by Oregon Bureau of Labor and Industries (BOLI). Certified payroll is required. Federal Davis-Bacon applies to all federal projects.
Oregon's prevailing wage law applies to public works projects of $50,000 or more. BOLI determines prevailing wage rates based on collective bargaining agreements and wage surveys. Rates are published and updated regularly.
Context
Prevailing Wage & Bidding in Oregon
Oregon enforces a robust prevailing wage law (ORS 279C.800-279C.870) administered by the Bureau of Labor and Industries (BOLI). It applies to public works projects of $50,000 or more, so almost any meaningful public job in Oregon must be bid at BOLI's published rates. Those rates are derived from collective bargaining agreements and wage surveys and are updated regularly, so when you estimate you must pull the correct rate for each trade classification and apply the full base wage plus fringe. Misclassifying a worker or pricing to open-shop wages is the fastest way to lose money or a protest on an Oregon public bid.
Certified payroll is required, and you must report weekly for yourself and every subcontractor. Build that administrative cost into your bid and verify that subs are licensed and capable of complying. Where a project also receives federal funding, both Oregon's law and federal Davis-Bacon apply, and you must pay the higher of the two rates for each classification. Estimators should compare the state determination against the federal wage determination class by class rather than assuming one always controls.
The compliance stakes are real. Violations can bring back-wage liability, civil penalties up to $5,000 per violation, and debarment from public contracts for up to three years. A debarment can end your access to public work entirely, so the cost of getting payroll wrong dwarfs any short-term savings. Bid Oregon public work by confirming the current BOLI rate book, locking subcontractor rates to the same determination, and pricing certified-payroll administration and fringe obligations into your number from the start.
Details
Coverage Details
State Law Details
- Law
- Oregon Prevailing Wage Rate Law (ORS 279C.800-279C.870)
- Agency
- Oregon Bureau of Labor and Industries (BOLI)
- Thresholds
- Public works projects of $50,000 or more
- Certified Payroll
- Required
Federal Davis-Bacon Coverage
The federal Davis-Bacon Act applies to all federally funded or federally assisted construction contracts over $2,000 in Oregon. This includes projects funded by federal agencies, FHWA highway projects, HUD housing, and projects receiving federal grants.
Reference
Key Facts
Threshold is $50,000 for public works projects
BOLI (Bureau of Labor and Industries) administers the program
Rates based on collective bargaining agreements and wage surveys
Civil penalties up to $5,000 per violation
Debarment for up to 3 years for serious or repeated violations
Enforcement
Penalties
Contractors face payment of back wages, civil penalties of up to $5,000 per violation, and debarment from public contracts for up to 3 years.
Resources
Related Tools & Templates
Turn wage rules into bid-ready alerts
Use ConstructionBids.ai to track matching public projects, save bid searches, and move wage-sensitive scopes into your estimating workflow.
FAQ
Questions Contractors Ask
Does Oregon have a prevailing wage law?
Yes. Oregon has an active state prevailing wage law: Oregon Prevailing Wage Rate Law (ORS 279C.800-279C.870). Oregon's prevailing wage law applies to public works projects of $50,000 or more. BOLI determines prevailing wage rates based on collective bargaining agreements and wage surveys. Rates are published and updated regularly.
Does Davis-Bacon apply in Oregon?
Yes. The federal Davis-Bacon Act applies to all federally funded construction projects over $2,000 in Oregon, regardless of state law. Contractors must pay the prevailing wage rate determined by the DOL for the project location.
Is certified payroll required in Oregon?
Yes. Oregon requires certified payroll on state prevailing wage projects. Additionally, certified payroll is always required on federal Davis-Bacon projects using form WH-347.
What are the penalties for prevailing wage violations in Oregon?
Contractors face payment of back wages, civil penalties of up to $5,000 per violation, and debarment from public contracts for up to 3 years.
What is the prevailing wage threshold for public works in Oregon?
Oregon's prevailing wage law applies to public works projects of $50,000 or more. At or above that value you must pay BOLI's published rates, including base wage and fringe, for every trade classification on the job and submit certified payroll for your forces and subcontractors.
Which wage applies when an Oregon project also has federal funding?
Both Oregon's law and federal Davis-Bacon apply, and you must pay the higher of the two rates for each classification. Compare the BOLI determination against the federal wage determination craft by craft rather than assuming a single schedule governs the entire project.
What happens if I underpay prevailing wages in Oregon?
You face back-wage liability, civil penalties up to $5,000 per violation, and debarment from public contracts for up to three years. Debarment can cut off your access to public work entirely, so accurate classification and timely certified payroll are essential to protect your bidding eligibility.