This project, when it is advertised for bids and /or to forward said schedules to the successful bidder(s), immediately upon receipt, in order to insure the pro...

PREVAILING WAGE SCHEDULE FOR ARTICLE 9 PUBLIC WORK PROJECT Attached is the current schedule(s) of the prevailing wage rates and prevailing hourly supplements for the project referenced above. A unique Prevailing Wage Case Number (PRC#) has been assigned to the schedule(s) for your project. The Schedule is effective from July 2022 through June 2023. All updates or corrections, are posted on the 1st business day of each month. Updated PDF copies of your schedule can be accessed by entering your assigned PRC# at the proper location on the website, www.labor.ny.gov. Future copies of the annual determination are also available on the Department's website. It is the responsibility of the contracting agency or its agent to annex and make part, the attached schedule, to the specifications for this project, when it is advertised for bids and /or to forward said schedules to the successful bidder(s), immediately upon

receipt, in order to insure the proper payment of wages. Please refer to the "General Provisions of Laws Covering Workers on Article 9 Public Work Building Service Contracts" provided with this schedule, for the specific details relating to other responsibilities of the Department of Jurisdiction. Upon completion or cancellation of this project, enter the required information and mail OR fax this form to the office shown at the bottom of this notice, OR fill out the electronic version via the NYSDOL website. NOTICE OF COMPLETION / CANCELLATION OF PROJECT Date Completed: Date Cancelled: Name & Title of Representative: Phone: (518) 457-5589 Fax: (518) 485-1870 W. Averell Harriman State Office Campus, Bldg. 12, Room 130, Albany, NY 12240 www.labor.ny.gov. PW 200.9 PWAsk@labor.ny.gov Kathy Hochul, Governor Roberta Reardon, Commissioner Tioga County DPW Barbara Cushman, Secretary to the Commissioner 477 State Route 96 Owego NY 13827 Schedule Year 2022 through 2023 Date Requested 09/06/2022 PRC# 2022900919 Location various Project ID# Occupation Type(s) Janitor, Porter, Cleaners, Elevator Operator General Provisions of Laws Covering Workers on Article 9 Public Work Building Service Contracts Introduction The Labor Law requires public work contractors and subcontractors to pay a service employee under a contract for building service work for a public agency, a wage of not less than the prevailing wage and supplements (fringe benefits) in the locality for the classification(s) in which the worker was employed. Such a public work building service contract must be in excess of one thousand five hundred dollars ($1,500.00). Building service employee includes, but is not limited, to, watchman, guard, doorman, building cleaner, porter, handyman, janitor, gardener, groundskeeper, stationary fireman, elevator operator and starter, window cleaner, and occupations relating to the collection of garbage or refuse, and to the transportation of office furniture and equipment, and to the transportation and delivery of fossil fuel but does not include clerical, sales, professional, technician and related occupations. Building service employee also does not include any employee to whom the provisions of Article 8 are applicable. Responsibilities of the Public Agency A Public Agency means the state, any of its political subdivisions, a public benefit corporation, a public authority or commission or special purpose district board appointed pursuant to law, and a board of education. The Public Agency responsible for preparing the specifications for a building service contract must file a statement identifying the types of employees and work to be performed with the New York State Commissioner of Labor, or other fiscal officer (NOTE: The New York State Commissioner of Labor is the fiscal officer on all building service contracts except for those performed by or on behalf of a city, in which case the fiscal officer is the comptroller or other analogous officer of the city). A separate filing is required for every building service contract. Only one filing is required for each contract, regardless of the duration of the contract. To file with the Commissioner of Labor, the Public Agency MUST submit a Request for Wage and Supplement Information" form (PW 39) to the Bureau of Public Work, either online, by fax, or by mail. In response to each filing, the Bureau of Public Work will assign a Prevailing Rate Case (PRC) number to each building service contract, and will issue a Prevailing Wage Schedule setting forth the wage rates required to be paid for work performed and the expiration date of those rates. If work on the contract continues beyond the expiration date set forth in the Wage Schedule, new rates and expiration dates will be made available online as part of the original PRC Prevailing Wage Schedule determination automatically, without further filings or requests from the Public Agency. The Public Agency must include in the specifications for each building service contract the PRC number assigned to such contract and stipulation obligating the contactor to pay not less than the wage rates set forth in the Prevailing Wage Schedule issued under that PRC number. Upon the awarding of the contract, the law requires that the Public Agency furnish the following information to the Bureau of Public Work: the name and address of the contractor, the date the contract was let and the approximate dollar value of the contract. To facilitate compliance with this provision of the Labor Law, a copy of the Bureaus "Notice of Contract Award" form (PW 16.9) is provided with the original Prevailing Rate Schedule. The Public Agency is required to notify the Bureau of the completion or cancellation of any public work building service contract. The Bureaus PW 200.9 form is provided for this purpose. Hours A building service employee, employed by a contractor, shall work up to eight (8) hours in any one day and up to forty (40) hours in any workweek for the appropriate posted prevailing wage rate. A building service employee who works more than eight (8) hours in any one day or more than forty (40) hours in any workweek shall be paid wages for such overtime at a rate not less than one-and-one-half (1.5) times his prevailing basic cash hourly rate. Wages and Supplements The wages and supplements to be paid and/or provided to a building service employee, employed on a public work contract shall be not less than those listed in the Prevailing Rate Schedule provided with the awarded contract. In no event shall the basic hourly cash rate of pay be less than the statutory minimum wage or in a city with a local law requiring a higher minimum wage on city contract work, less than the minimum wage specified in such local law. The Commissioner of Labor makes an annual determination of the prevailing rates, which is in effect from July 1st through June 30th of the following year. Any errors in the annual determination will be corrected and posted to the NYSDOL website on the first business day of each month. Contractors are responsible for paying these updated rates as well, retroactive to July 1st. If a prime contractor on a public work contract has not been provided with a Prevailing Rate Schedule, the contractor must notify the Public Agency who in turn must request an original Prevailing Rate Schedule form the Bureau of Public Work. Requests may be submitted by: mail to NYSDOL, Bureau of Public Work, State Office Bldg. Campus, Bldg. 12, Rm. 130, Albany, NY 12240; Fax to Bureau of Public Work (518) 485-1870; or electronically at the NYSDOL website www.labor.state.ny.us. www.labor.ny.gov. Upon receiving the original schedule, the Public Agency is REQUIRED to provide complete copies to all prime contractors who in turn MUST, by law, provide copies of all applicable county schedules to each subcontractor and obtain from each subcontractor, an affidavit certifying such schedules were received. Payrolls and Payroll Records Every contractor and subcontractor MUST keep original payrolls or transcripts subscribed and affirmed as true under penalty of perjury. Payrolls must be maintained for at least three (3) years from the project's date of completion. Additionally, as per Article 6 of the Labor Law, contractors and subcontractors are required to establish, maintain, and preserve for not less that six (6) years, contemporaneous, true, and accurate payroll records. At a minimum, payrolls must show the following information for each person employed on a public work project: Name; Address, Last 4 Digits of Social Security number, Classification(s) in which the worker was employed, Hourly wage rate(s) paid, Supplements paid or provided, and Daily and weekly number of hours worked in each classification. Payroll records and transcripts are required to be kept on site during all the time that work under that contract is being performed. In addition, the Commissioner of Labor may require contractors to furnish, with ten (10) days of a request, payroll records sworn to as their validity and accuracy for public work and private work. Payroll records include, by are not limited to time cards, work description sheets, proof that supplements were provided, canceled payroll checks and payrolls. Failure to provide the requested information within the allotted ten (10) days will result in the withholding of up to 25% of the contract, not to exceed $100,000.00. All contractors or their subcontractors shall provide to their subcontractors a copy of the Prevailing Rate Schedule specified in the public work contract as well as any subsequently issued schedules. A failure to provide these schedules by a contractor or subcontractor is a violation of Article 9, Section 237 of the Labor Law. The prime contractor is responsible for any underpayments of prevailing wages or supplements by any subcontractor. All subcontractors engaged by a public work project contractor or its subcontractor, upon receipt of the original schedule and any subsequently issued schedules shall provide to such contractor a verified statement attesting that the subcontractor has received the Prevailing Rate Schedule and will pay or provide the applicable rates of wages and supplements specified therein. (See NYS Labor Law, Article 9. Section 237). Withholding of Payments When a complaint is filed with the Commissioner of Labor alleging the failure of a contractor or subcontractor to pay or provide the prevailing wages or supplements, or when the Commissioner of Labor believes that unpaid wages or supplements may be due, payments on the public work contract shall be withheld from the prime contractor in a sufficient amount to satisfy the alleged unpaid wages and supplements, including interest and civil penalty, pending a final determination. When the Bureau of Public Work finds that a contractor or subcontractor on a public work contract failed to pay or provide the requisite prevailing wages or supplements, the Bureau is authorized by Sections 235.2 of the Labor Law to so notify the financial officer of the Public Agency that awarded the public work contract. Such officer MUST then withhold or cause to be withheld from any payment due the prime contractor on account of such contract the amount indicated by the Bureau as sufficient to satisfy the unpaid wages and supplements, including interest and any civil penalty that may be assessed by the Commissioner of Labor. The withholding continues until there is a final determination of the underpayment by the Commissioner of Labor or by the court in the event a legal proceeding is instituted for review of the determination of the Commissioner of Labor. The Public Agency shall comply with this order of the Commissioner of Labor or of the court with respect to the release of the funds so withheld. Summary of Notice Posting Requirements The current Prevailing Rate Schedule must be posted in a prominent and accessible place on the site of the public work contract. Apprentices Employees cannot be paid apprentice rates unless they are individually registered in a program registered with the NYS Commissioner of Labor. The allowable ratio of apprentices to journeyworkers in any craft classification can be no greater than the statewide building trade ratios promulgated by the Department of Labor and included with the Prevailing Rate Schedule. An employee listed on a payroll as an apprentice who is not registered as above, must be paid the prevailing journeyworker's wage rate for the classification of work the employee is actually performing. NYSDOL Labor Law, Article 9, Section 231-7a, require that only apprentices individually registered with the NYS Department of Labor may be paid apprenticeship rates on a public work project. No other Federal or State Agency of office registers apprentices in New York State. Persons wishing to verify the apprentice registration of any person must do so in writing by mail, to the NYSDOL Office of Employability Development / Apprenticeship Training, State Office Bldg. Campus, Bldg. 12, Albany, NY 12240 or by Fax to NYSDOL Apprenticeship Training (518) 457-7154. All requests for verification must include the name and social security number of the person for whom the information is requested The only conclusive proof of individual apprentice registration is written verification from the NYSDOL Apprenticeship Training Albany Central office. Neither Federal nor State Apprenticeship Training offices outside of Albany can provide conclusive registration information. It should be noted that the existence of a registered apprenticeship program is not conclusive proof that any person is registered in that program. Furthermore, the existence or possession of wallet cards, identification cards, or copies of state forms is not conclusive proof of the registration of any person as an apprentice. Interest and Penalties In the event that an underpayment of wages and/or supplements is found: - Interest shall be assessed at the rate then in effect as prescribed by the Superintendent of Banks pursuant to section 14-a of the Banking Law, per annum from the date of underpayment to the date restitution is made. - A Civil Penalty may also be assessed, not to exceed 25% of the total of wages, supplements, and interest due. Debarment Any contractor or subcontractor and/or its successor shall be ineligible to submit a bid on or be awarded any public work contract or subcontract with any state, municipal corporation or public body for a period of five (5) years when: - Two (2) willful determinations have been rendered against that contractor or subcontractor and/or its successor within any consecutive six (6) year period. - There is any willful determination that involves the falsification of payroll records or the kickback of wages or supplements. Criminal Sanctions Willful violations of the Prevailing Wage Law (Article 9 of the Labor Law) constitute a misdemeanor punishable by fine or imprisonment, or both. Discrimination No employee or applicant for employment may be discriminated against on account of age, race, creed, color, national origin, sex, disability or marital status. No contractor, subcontractor nor any person acting on its behalf, shall by reason of race, creed, color, disability, sex or national origin discriminate against any citizen of the State of New York who is qualified and available to perform the work to which the employment relates (NYS Labor Law, Article 9, Section 239-1). No contractor, subcontractor, nor any person acting on its behalf, shall in any manner, discriminate against or intimidate any employee on account of race, creed, color, disability, sex, or national origin (NYS Labor Law, Article 9, Section 239- 2). The Human Rights Law also prohibits discrimination in employment because of age, marital status, or religion. There may be deducted from the amount payable to the contractor under the contract a penalty of $50.00 for each calendar day during which such person was discriminated against or intimidated in violation of the provision of the contract (NYS Labor Law, Article 9, Section 239-3). The contract may be cancelled or terminated by the State or municipality. All monies due or to become due thereunder may be forfeited for a second or any subsequent violation of the terms or conditions of the anti-discrimination sections of the contract (NYS Labor Law, Article 9, Section 239-4). Every employer subject to the New York State Human Rights Law must conspicuously post at its offices, places of employment, or employment training centers notices furnished by the State Division of Human Rights. Workers' Compensation In accordance with Section 142 of the State Finance Law, the contractor shall maintain coverage during the life of the contract for the benefit of such employees as required by the provisions of the New York State Workers' Compensation Law. A contractor who is awarded a public work contract must provide proof of workers' compensation coverage prior to being allowed to begin work. The insurance policy must be issued by a company authorized to provide workers' compensation coverage in New York State. Proof of coverage must be on form C-105.2 (Certificate of Workers' Compensation Insurance) and must name this agency as a certificate holder. If New York State coverage is added to an existing out-of-state policy, it can only be added to a policy from a company authorized to write workers' compensation coverage in this state. The coverage must be listed under item 3A of the information page. The contractor must maintain proof that subcontractors doing work covered under this contract secured and maintained a workers' compensation policy for all employees working in New York State. Every employer providing worker's compensation insurance and disability benefits must post notices of such coverage in the format prescribed by the Workers' Compensation Board in a conspicuous place on the jobsite. Unemployment Insurance Employers liable for contributions under the Unemployment Insurance Law must conspicuously post on the jobsite notices furnished by the New York State Department of Labor. Notice of Contract Award New York State Labor Law, Article 9, Section 231.5 requires that certain information regarding the awarding of public work contracts, be furnished to the Commissioner of Labor. One "Notice of Contract Award" (PW 16.9, which may be photocopied), MUST be completed for EACH prime contractor on the above referenced project. Upon notifying the successful bidder(s) of this building service contract, enter the required information and mail OR fax this form to the office shown at the bottom of this notice, OR fill out the electronic version via the NYSDOL website. Contractor Information All information must be supplied Federal Employer Identification Number: Name: Address: aaa City: State: Zip: Amount of Contract: $ Occupation(s): Approximate Starting Date: - - - - /- - - - / Approximate Completion Date: - - - - /- - - - / Phone: (518) 457-5589 Fax: (518) 485-1870 W. Averell Harriman State Office Campus, Bldg. 12, Room 130, Albany, NY 12240 www.labor.ny.gov. PW 16.9 PWAsk@labor.ny.gov Kathy Hochul, Governor Roberta Reardon, Commissioner Tioga County DPW Barbara Cushman, Secretary to the Commissioner 477 State Route 96 Owego NY 13827 Schedule Year 2022 through 2023 Date Requested 09/06/2022 PRC# 2022900919 Location various Project ID# Occupation Type(s) Janitor, Porter, Cleaners, Elevator Operator Introduction to the Prevailing Rate Schedule Introduction The Labor Law requires public work contractors and subcontractors to pay a service employee under a contract for building service work for a public agency, a wage of not less than the prevailing wage and supplements (fringe benefits) in the locality for the classification(s) in which the worker was employed. Such a public work building service contract must be in excess of one thousand five hundred dollars ($1,500). Requesting a Wage Schedule For every building service contract, the public agency must file a statement identifying the types of employees and work to be performed by submitting a Request for Wage and Supplement Information form (PW 39) to the Bureau of Public Work, either online, by fax, or by mail. The Commissioner of Labor makes an annual determination of the prevailing rates. This determination is in effect from July 1st through June 30th of the following year. The Public Agency must include the specifications for each building service contract the PRC number assigned to such contract and stipulation obligating the contractor to pay not less than the wage rates set forth in the Prevailing Wage Schedule issued under that PRC number. Hours A building service employee, employed by a contractor, shall work up to eight (8) hours in any one day and up to forty (40) hours in any workweek for the appropriate posted prevailing wage rates. A building service employee who works more than eight (8) hours in any one day or more than forty (40) hours in any workweek shall be paid wages for such overtime at a rate not less than one-and-one-half (1.5) times the prevailing basic cash hourly rate. Wages and Supplements The wages and supplements to be paid and/or provided to a building service employee, employed on a public work contract shall be not less than those listed in the Prevailing Rate Schedule. A supplemental benefit of 'paid time off' shall be provided as paid leave, or converted to an hourly value paid to the employee. If 'paid time off' is converted to an hourly monetary value, such an amount is to be paid in addition to any other hourly supplements required by this schedule. The hourly value for 'paid time off' would be calculated as follows: hourly wage rate X 8 hours per day X total number of paid days off divided by 2080 hours. For example: $16.00 per hour wage rate X 8 hours per day = $128.00; $128.00 X 5 paid days off = $640.00; $640.00 divided by 2080 hours = $0.31 per hour. The $0.31 per hour amount would be in addition to any other required supplemental monetary amount paid. All 'paid time off' provided to part-time employees, shall be prorated (divided, distributed, or assessed proportionately) based on fulltime equivalent hours. The amount of 'paid time off' for part-time employees, would be calculated as follows: number of part-time weekly hours divided by 40 fulltime weekly hours = percentage of 'paid time off' for part-time employee. For example: a fulltime employee works 40 hours per week and a part-time employee works 30 hours per week (30 hours divided by 40 hours = .75); If a fulltime employee is provided 5 paid vacation days (5 X .75 = 3.75), a part-time employee would be provided 3.75 paid vacation days. Payrolls and Payroll Records Every contractor and subcontractor MUST keep original payrolls or transcripts subscribed and affirmed as true under penalty of perjury. Payrolls must be maintained for at least three (3) years from the projects date of completion. Additionally, as per Article 6 of the Labor Law, contractors and subcontractors are required to establish, maintain, and preserve for not less that six (6) years, contemporaneous, true, and accurate payroll records. At a minimum, payrolls must show the following information for each person employed on a public work project: Name; Address, Last 4 Digits of Social Security number, Classification(s) in which the worker was employed, Hourly wage rate(s) paid, Supplements paid or provided, and Daily and weekly number of hours worked in each classification. Payroll records and transcripts are required to be kept on site during all the time that work under that contract is being performed. NOTE: For more detailed information regarding Article 9 prevailing wage contracts, please refer to "General Provisions of Laws Covering Workers on Article 9 Public Work Building Service Contracts". Page 9 Prevailing Wage Rates for 07/01/2022 - 06/30/2023 Published by the New York State Department of Labor Last Published on Sep 01 2022 PRC Number 2022900919 If you have any questions concerning the attached schedule or would like additional information, please write to: New York State Department of Labor Bureau of Public Work State Office Campus, Bldg. 12 Albany, NY 12240 OR Contact the nearest BUREAU of PUBLIC WORK District Office District Office Locations: Telephone # FAX # Bureau of Public Work - Albany 518-457-2744 518-485-0240 Bureau of Public Work - Binghamton 607-721-8005 607-721-8004 Bureau of Public Work - Buffalo 716-847-7159 716-847-7650 Bureau of Public Work - Garden City 516-228-3915 516-794-3518 Bureau of Public Work - Newburgh 845-568-5287 845-568-5332 Bureau of Public Work - New York City 212-932-2419 212-775-3579 Bureau of Public Work - Patchogue 631-687-4882 631-687-4902 Bureau of Public Work - Rochester 585-258-4505 585-258-4708 Bureau of Public Work - Syracuse 315-428-4056 315-428-4671 Bureau of Public Work - Utica 315-793-2314 315-793-2514 Bureau of Public Work - White Plains 914-997-9507 914-997-9523 Bureau of Public Work - Central Office 518-457-5589 518-485-1870 Page 10 Prevailing Wage Rates for 07/01/2022 - 06/30/2023 Published by the New York State Department of Labor Last Published on Sep 01 2022 PRC Number 2022900919 Tioga County Article 9 Janitor, Porter, Cleaners, Elevator Operator 09/01/2022 JOB DESCRIPTION Janitor, Porter, Cleaners, Elevator Operator DISTRICT 10 ENTIRE COUNTIES Broome, Cayuga, Chemung, Chenango, Clinton, Cortland, Franklin, Hamilton, Herkimer, Jefferson, Lewis, Livingston, Madison, Monroe, Oneida, Onondaga, Ontario, Oswego, Otsego, Schuyler, Seneca, St. Lawrence, Tioga, Tompkins, Wayne, Yates WAGES Per hour: 07/01/2022 07/01/2023 $ 15.40 $ 15.90 New Hire Rate: First 180 days only 14.40 14.90 Regularly scheduled to clean/strip floors: + 0.25 per hr. NOTE: Duct Cleaning is broken down into two separate functions: 1.The disassembly, re-assembly and modification of duct, which is covered under Article 8. 2. The actual cleaning of the duct which is covered by Article 9. IMPORTANT INFORMATION: Article 9 230.6. "Prevailing wage" means the wage determined by the fiscal officer to be prevailing for the various classes of building service employees in the locality. In no event shall the basic hourly cash rate of pay be less than the statutory minimum wage established by article nineteen of this chapter, or, in a city with a local law requiring a higher minimum wage on city contract work, less than the minimum wage specified in such local law. SUPPLEMENTAL BENEFITS Per hour paid (required up to 40 hrs. per week) Single Part Time after 15th $ .21 day of employment Family Part Time after 15th .45 day of employment Single Full Time after 15th day of employment 5.40 Family Full Time after 15th day of employment 5.64 Full time is 30 or more regularly scheduled hours in a week. ADDITIONAL PER HOUR PAID BENEFIT - After 90 days of employment. Payment required for all employees who are scheduled to be paid 1000 hours in 12 consecutive months. If not scheduled 1000 hours but the employee is paid 1000 hours in 12 consecutive months, this additional payment is retroactive to first hour. 07/01/2022 07/01/2023 $ 1.40 $ 1.40 ADDITIONAL PER HOUR PAID BENEFIT - After 180 days of employment. Payment required for all employees who are Full Time 30 hours or more per week. $ 0.13 TBD Vacation is paid after 1 year of employment. Part-time employees receive vacation pay on pro-rate basis. 1 year of work 1 week of vacation 2 years of work 2 weeks of vacation 3 years of work 2 weeks and 1 day vacation 4 years of work 2 weeks and 2 days vacation 5 years of work 2 weeks and 3 days vacation 6 years of work 2 weeks and 4 days vacation 7 years of work 3 weeks Sick days are paid after 30 days probationary period. Full time employees 3 sick days per year Part time employees 2 sick days per year 2 paid personal days per year. Page 11 Prevailing Wage Rates for 07/01/2022 - 06/30/2023 Published by the New York State Department of Labor Last Published on Sep 01 2022 PRC Number 2022900919 Tioga County Paid time off for part-time employees shall be prorated. (See "Introduction to the Prevailing Rate Schedule" page 10, Wage and Supplements heading, for a detailed explanation.) Employment shall be defined as an Employees length of service with the Employer or at the Facility, whichever is greater. OVERTIME PAY See (B, B2, K) on OVERTIME PAGE Time and one half for all work on Sunday (unless Sunday is a regularly scheduled work day.) HOLIDAY Paid: See (5, 6) on HOLIDAY PAGE Overtime: See (5, 6) on HOLIDAY PAGE PLUS 4 floating holidays Above Holidays paid after 180 days with employer Any work on a paid Holiday is paid at time and one half plus the wage for the holiday. Holidays that fall on the weekends are observed on either Friday or Monday. If required to work the Friday or Monday then pay is time and one half plus the Holiday pay. 10-200 UNITED Page 12 Prevailing Wage Rates for 07/01/2022 - 06/30/2023 Published by the New York State Department of Labor Last Published on Sep 01 2022 PRC Number 2022900919 Tioga County Overtime Codes Following is an explanation of the code(s) listed in the OVERTIME section of each classification contained in the attached schedule. Additional requirements may also be listed in the HOLIDAY section. NOTE: Supplemental Benefits are 'Per hour worked' (for each hour worked) unless otherwise noted ( AA ) Time and one half of the hourly rate after 7 and one half hours per day ( A ) Time and one half of the hourly rate after 7 hours per day ( B ) Time and one half of the hourly rate after 8 hours per day ( B1 ) Time and one half of the hourly rate for the 9th & 10th hours week days and the 1st 8 hours on Saturday. Double the hourly rate for all additional hours ( B2 ) Time and one half of the hourly rate after 40 hours per week ( C ) Double the hourly rate after 7 hours per day ( C1 ) Double the hourly rate after 7 and one half hours per day ( D ) Double the hourly rate after 8 hours per day ( D1 ) Double the hourly rate after 9 hours per day ( E ) Time and one half of the hourly rate on Saturday ( E1 ) Time and one half 1st 4 hours on Saturday; Double the hourly rate all additional Saturday hours ( E2 ) Saturday may be used as a make-up day at straight time when a day is lost during that week due to inclement weather ( E3 ) Between November 1st and March 3rd Saturday may be used as a make-up day at straight time when a day is lost during that week due to inclement weather, provided a given employee has worked between 16 and 32 hours that week ( E4 ) Saturday and Sunday may be used as a make-up day at straight time when a day is lost during that week due to inclement weather ( E5 ) Double time after 8 hours on Saturdays ( F ) Time and one half of the hourly rate on Saturday and Sunday ( G ) Time and one half of the hourly rate on Saturday and Holidays ( H ) Time and one half of the hourly rate on Saturday, Sunday, and Holidays ( I ) Time and one half of the hourly rate on Sunday ( J ) Time and one half of the hourly rate on Sunday and Holidays ( K ) Time and one half of the hourly rate on Holidays ( L ) Double the hourly rate on Saturday ( M ) Double the hourly rate on Saturday and Sunday ( N ) Double the hourly rate on Saturday and Holidays ( O ) Double the hourly rate on Saturday, Sunday, and Holidays ( P ) Double the hourly rate on Sunday ( Q ) Double the hourly rate on Sunday and Holidays ( R ) Double the hourly rate on Holidays ( S ) Two and one half times the hourly rate for Holidays Page 13 Prevailing Wage Rates for 07/01/2022 - 06/30/2023 Published by the New York State Department of Labor Last Published on Sep 01 2022 PRC Number 2022900919 ( S1 ) Two and one half times the hourly rate the first 8 hours on Sunday or Holidays One and one half times the hourly rate all additional hours. ( T ) Triple the hourly rate for Holidays ( U ) Four times the hourly rate for Holidays ( V ) Including benefits at SAME PREMIUM as shown for overtime ( W ) Time and one half for benefits on all overtime hours. ( X ) Benefits payable on Paid Holiday at straight time. If worked, additional benefit amount will be required for worked hours. (Refer to other codes listed.) Page 14 Prevailing Wage Rates for 07/01/2022 - 06/30/2023 Published by the New York State Department of Labor Last Published on Sep 01 2022 PRC Number 2022900919 Holiday Codes PAID Holidays: Paid Holidays are days for which an eligible employee receives a regular day's pay, but is not required to perform work. If an employee works on a day listed as a paid holiday, this remuneration is in addition to payment of the required prevailing rate for the work actually performed. OVERTIME Holiday Pay: Overtime holiday pay is the premium pay that is required for work performed on specified holidays. It is only required where the employee actually performs work on such holidays. The applicable holidays are listed under HOLIDAYS: OVERTIME. The required rate of pay for these covered holidays can be found in the OVERTIME PAY section listings for each classification. Following is an explanation of the code(s) listed in the HOLIDAY section of each classification contained in the attached schedule. The Holidays as listed below are to be paid at the wage rates at which the employee is normally classified. ( 1 ) None ( 2 ) Labor Day ( 3 ) Memorial Day and Labor Day ( 4 ) Memorial Day and July 4th ( 5 ) Memorial Day, July 4th, and Labor Day ( 6 ) New Year's, Thanksgiving, and Christmas ( 7 ) Lincoln's Birthday, Washington's Birthday, and Veterans Day ( 8 ) Good Friday ( 9 ) Lincoln's Birthday ( 10 ) Washington's Birthday ( 11 ) Columbus Day ( 12 ) Election Day ( 13 ) Presidential Election Day ( 14 ) 1/2 Day on Presidential Election Day ( 15 ) Veterans Day ( 16 ) Day after Thanksgiving ( 17 ) July 4th ( 18 ) 1/2 Day before Christmas ( 19 ) 1/2 Day before New Years ( 20 ) Thanksgiving ( 21 ) New Year's Day ( 22 ) Christmas ( 23 ) Day before Christmas ( 24 ) Day before New Year's ( 25 ) Presidents' Day ( 26 ) Martin Luther King, Jr. Day ( 27 ) Memorial Day ( 28 ) Easter Sunday Page 15 Prevailing Wage Rates for 07/01/2022 - 06/30/2023 Published by the New York State Department of Labor Last Published on Sep 01 2022 PRC Number 2022900919 ( 29 ) Juneteenth Page 16 Prevailing Wage Rates for 07/01/2022 - 06/30/2023 Published by the New York State Department of Labor Last Published on Sep 01 2022 PRC Number 2022900919 New York State Department of Labor - Bureau of Public Work State Office Building Campus Building 12 - Room 130 Albany, New York 12240 REQUEST FOR WAGE AND SUPPLEMENT INFORMATION Fax (518) 485-1870 or mail this form for new schedules or for determination for additional occupations. This Form Must Be Typed Submitted By: (Check Only One) A. Public Work Contract to be let by: (Enter Data Pertaining to Contracting/Public Agency) 1. Name and complete address 2. 07 City 01 DOT 08 Local School District 02 OGS 09 Special Local District, i.e., 03 Dormitory Authority Fire, Sewer, Water District 1O Village04 State University 11 TownConstruction Fund 12 County05 Mental Hygiene Facilities Corp. 13 Other Non-N.Y. State Fax:Telephone: 06 OTHER N.Y. STATE UNIT (Describe)E-Mail: check if new or change) 4. SERVICE REQUIRED. Check appropriate box and provide project information. 3. SEND REPLY TO ( Name and complete address: New Schedule of Wages and Supplements. APPROXIMATE BID DATE : Additional Occupation and/or Redetermination PRC NUMBER ISSUED PREVIOUSLY FOR THIS PROJECT : OFFICE USE ONLYTelephone: Fax: E-Mail: B. PROJECT PARTICULARS 6. Location of Project:5. Location on Site Route No/Street Address Village or City Town County 7. Nature of Project - Check One: 8. OCCUPATION FOR PROJECT : 1. New Building Guards, WatchmenConstruction (Building, Heavy 2. Addition to Existing Structure Highway/Sewer/Water) Janitors, Porters, Cleaners, Elevator Operators3. Heavy and Highway Construction (New and Repair) Tunnel Moving furniture and4. New Sewer or Waterline equipment Residential 5. Other New Construction (Explain) Trash and refuse removal Landscape Maintenance 6. Other Reconstruction, Maintenance, Repair or Alteration Elevator maintenance Window cleaners7. Demolition Exterminators, Fumigators Other (Describe)8. Building Service Contract Signature Name and Title of Requester10. SEE PAGE TWO FOR LAWS RELATING TO PUBLIC WORK CONTRACTSPW-39 (04.11) ( ) ( ) Project Title Description of Work Contract Identification Number Note: For NYS units, the OSC Contract No. NY State Units (see Item 5) 9. Has this project been reviewed for compliance with the Wicks Law involving separate bidding? YES ( ) ( ) As Required by Articles 8 and 9 of the NYS Labor Law Contracting Agency Architect or Engineering Firm Public Work District Office Date: (Check if new or change) Fire Safety Director, NYC Only NO Article 9 AGENCY Fiscal Officer FEIN EMPLOYER NAME EMPLOYER DBA NAME ADDRESS DEBARMENT START DATE DEBARMENT END DATE DOL NYC *****5732 COMMERCIAL BUILDING MAINTENANCE CORPORATION 65 BILTMORE DR MASTIC BEACH NY 11951 03/14/2022 03/14/2027 DOL NYC DAVID PARSONS 200 OAK DR SYOSSET NY 11791 03/14/2022 03/14/2027 DOL DOL DENNISDAN OGBEIDE P.O BOX 50028 BRONX NY 10458 04/24/2018 04/24/2023 DOL DOL *****5067 DENOG PROTECTIVE SECURITY SERVICES INC P. O BOX 50028 BRONX NY 10458 04/24/2018 04/24/2023 DOL DOL *****9060 PEC GROUP OF N.Y., INC. 9.35 S LAKE BLVD SUITE 7MAHOPAC NY 10541 03/02/2021 03/02/2026 DOL DOL RUSSELL NEEDHAM 532 NEPTUNE AVENUE BROOKLYN NY 11224 01/12/2022 01/12/2027 DOL DOL *****7007 SHOREFRONT MENTAL HEALTH BOARD BROOKLYN BRIGHT 532 NEPTUNE AVENUE BROOKLYN NY 11224 01/12/2022 01/12/2027 NYSDOL Bureau of Public Work Debarment List 09/12/2022 Page 1 of 1