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Prevailing wage forms are official documents used to ensure that workers on federally funded or federally assisted construction projects are paid fair, legally mandated wages and fringe benefits. These requirements stem from the Davis-Bacon and Related Acts (DBRA), a set of federal labor laws designed to protect construction workers from wage undercutting on public projects. Contractors and subcontractors working on covered projects must carefully track and report their payroll data to demonstrate compliance with applicable prevailing wage determinations set by the U.S. Department of Labor.
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About prevailing wage forms
The most widely used form in this category is the WH-347, the Wage and Hour Division's certified payroll reporting form. General contractors, subcontractors, and their payroll administrators typically need to submit this form on a weekly basis for the duration of a covered project. It requires detailed information about each worker's classification, hours worked, wage rates, and deductions, along with a signed Statement of Compliance. Errors or omissions can trigger audits, back wage assessments, or even debarment from future federal contracts, so accuracy is critical.
Because these forms involve repetitive, detail-heavy data entry, tools like Instafill.ai use AI to fill them out in under 30 seconds — handling the information accurately and securely, which is especially useful for contractors managing multiple projects or large crews.
Forms in This Category
| Form Name | Pages | |
|---|---|---|
| 1. | Davis-Bacon and Related Acts Weekly Certified Payroll Form (Form WH-347) | 2 |
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How to Choose the Right Form
If you've landed on this page, you're most likely looking for the standard certified payroll reporting form required on federal construction projects — and there's one clear answer.
The Only Form You Need Here
Davis-Bacon and Related Acts Weekly Certified Payroll Form (Form WH-347) is the go-to document for contractors and subcontractors working on federal or federally assisted construction projects covered by the Davis-Bacon and Related Acts (DBRA).
Who Should Use Form WH-347?
- General contractors and subcontractors on federally funded or federally assisted construction projects
- Payroll administrators responsible for weekly certified payroll submissions to the contracting agency
- Compliance officers verifying that workers received at least the applicable prevailing wage rates and fringe benefits
What It Covers
- Weekly employee hours, wages, and job classifications
- Fringe benefit contributions
- A signed Statement of Compliance — legally attesting that all workers were paid correctly
When You Must File It
Submission is required every week for the duration of a covered project. While the WH-347 template itself is technically optional, the underlying reporting obligation is not — the DBRA contract clauses mandate weekly payroll data and the compliance statement regardless of which form you use.
A Note on Accuracy
Because willful falsification of certified payrolls can result in civil penalties, criminal prosecution, and debarment from future federal contracts, accuracy matters enormously. Using an AI-powered tool like Instafill.ai can help you fill out Form WH-347 correctly and consistently each week, reducing the risk of errors on this high-stakes document.
Bottom line: If you're on a Davis-Bacon covered project and need to submit weekly certified payroll, Form WH-347 is your form.
Form Comparison
| Form | Purpose | Who Files It | When to Use |
|---|---|---|---|
| Davis-Bacon and Related Acts Weekly Certified Payroll Form (Form WH-347) | Report weekly wages paid on federal construction projects | Contractors and subcontractors on covered projects | Every week work is performed on DBRA-covered projects |
Tips for prevailing wage forms
Every employee who performed work on a covered federal or federally assisted construction project during the pay period must appear on that week's certified payroll — even if they only worked one day. Omitting workers is a common mistake that can trigger compliance issues during agency reviews. Double-check your crew lists against timesheets before submitting.
Each worker must be listed under the specific labor classification that matches the work they actually performed, and paid at least the prevailing wage rate for that classification as listed in the applicable wage determination. Misclassifying workers — even unintentionally — is one of the most frequent Davis-Bacon violations. Always cross-reference your wage determination before completing the form.
The signed Statement of Compliance on the reverse side of WH-347 is not optional — it is a legally required attestation that your payroll information is accurate and that workers were paid correctly. Willful falsification of this statement can result in civil or criminal penalties and potential debarment from future federal contracts. Make sure an authorized company representative signs it every week.
Certified payrolls are required on a weekly basis for the duration of the project, and some contracting agencies require a 'no work performed' statement for weeks when no work took place. Gaps in your payroll submission history can raise red flags during compliance audits. Establish a consistent weekly submission routine to stay on track.
Fringe benefits — such as health insurance, pension contributions, or vacation pay — can be used to satisfy part of the prevailing wage obligation, but they must be reported correctly in the designated columns. Failing to document fringe benefits properly can make it appear that workers were underpaid, even when they weren't. Keep supporting documentation for all benefit contributions on file.
AI-powered tools like Instafill.ai can complete the WH-347 certified payroll form in under 30 seconds with high accuracy, which is a major time-saver when you're submitting payroll reports every week for the life of a project. Instafill.ai also converts non-fillable PDF versions into interactive forms, so you're never stuck typing over a scanned document. Your data stays secure throughout the process.
Contractors are required to maintain payroll records for a specified period after project completion, as contracting agencies or the Department of Labor may request them during an investigation or audit. Organize your certified payrolls by project and week so you can retrieve any specific record quickly. Digital copies stored securely are generally easier to manage than paper files.
Each subcontractor working on a covered project is independently responsible for submitting their own weekly certified payrolls — the general contractor's submission does not cover subcontractor employees. General contractors should establish a clear process for collecting and tracking subcontractor payroll submissions to ensure project-wide compliance. Missing subcontractor payrolls can put the entire project at risk during agency review.
Frequently Asked Questions
Prevailing wage forms are documents used by contractors and subcontractors to report that workers on covered federal or federally assisted construction projects have been paid at least the legally required wage rates and fringe benefits. Any contractor or subcontractor performing work on projects subject to the Davis-Bacon and Related Acts (DBRA) is required to submit these forms to demonstrate compliance with federal wage protections.
Form WH-347 is the Wage and Hour Division's certified payroll reporting form, commonly used on federal and federally assisted construction projects covered by the Davis-Bacon and Related Acts. It captures weekly payroll data for each worker, including hours worked, job classifications, wage rates, and deductions, along with a signed Statement of Compliance confirming that prevailing wages and fringe benefits were properly paid.
The WH-347 template itself is optional — contractors may use their own payroll format as long as it contains all the required information. However, submitting weekly certified payroll reports and a signed Statement of Compliance is mandatory under DBRA regulations and contract clauses, regardless of the format used.
Certified payroll reports must be submitted on a weekly basis for each week in which work is performed on a covered project. Submissions are typically made to the contracting agency overseeing the project, and maintaining timely, accurate records is essential for compliance.
Completed certified payroll forms are generally submitted to the federal or state agency that awarded or is overseeing the construction contract, rather than directly to the Department of Labor. The specific submission method — whether electronic, paper, or through a project management system — is usually outlined in the contract documents.
Willful falsification of certified payroll records is a serious violation that can result in civil and criminal penalties under federal law. Contractors found to have submitted fraudulent payroll information may also face debarment, meaning they could be prohibited from bidding on future federally funded projects.
Yes, both prime contractors and subcontractors working on DBRA-covered projects are required to submit their own certified payroll reports. Each entity is independently responsible for ensuring their workers are paid the applicable prevailing wages and for documenting that compliance weekly.
Prevailing wage rates are the minimum hourly wages and fringe benefits that must be paid to workers in specific job classifications on covered federal construction projects. These rates are determined by the U.S. Department of Labor based on surveys of wages paid to workers in similar classifications in the geographic area where the project is located, and they are published in wage determinations included in the contract.
Yes — AI-powered tools like Instafill.ai can fill out certified payroll forms such as WH-347 in under 30 seconds by accurately extracting and placing data from your source documents. This significantly reduces manual data entry errors and helps ensure your submissions are complete and consistent each week.
Manually completing a certified payroll form can take considerable time, especially on projects with many workers across multiple classifications. Using AI tools like Instafill.ai, the process can be completed in under 30 seconds, with data automatically extracted from existing payroll records and populated into the correct fields.
Contractors are generally required to maintain detailed payroll records, including time cards, wage rate schedules, and documentation of fringe benefit payments, for a period specified by the contract and applicable regulations. These supporting records may be requested by the contracting agency or the Department of Labor during a compliance review or investigation.
Yes, Davis-Bacon and Related Acts requirements can apply to construction projects that receive federal financial assistance, even if federal funds cover only a portion of the project cost. Whether a specific project is covered depends on the type of federal assistance and the applicable statute, so contractors should review their contract documents and consult the contracting agency if unsure.
Glossary
- Prevailing Wage
- The minimum hourly wage rate and fringe benefits that contractors must pay workers on federally funded construction projects, determined by the U.S. Department of Labor based on wages paid to similar workers in the same geographic area.
- Davis-Bacon and Related Acts (DBRA)
- A set of federal laws requiring contractors and subcontractors on federal or federally assisted construction projects exceeding $2,000 to pay workers the locally prevailing wages and fringe benefits as determined by the Department of Labor.
- Certified Payroll
- A weekly payroll report that contractors and subcontractors must submit to the contracting agency, accompanied by a signed Statement of Compliance, verifying that all workers were paid at least the required prevailing wage rates.
- Statement of Compliance
- A signed declaration included with each weekly certified payroll submission in which the contractor or subcontractor attests that workers were paid no less than the applicable prevailing wage rates and fringe benefits; willful falsification can result in criminal penalties.
- Wage Determination
- An official document issued by the U.S. Department of Labor that lists the prevailing wage rates and fringe benefit rates for specific job classifications in a particular geographic area, which must be incorporated into covered construction contracts.
- Fringe Benefits
- Non-wage compensation required under prevailing wage law, such as contributions to health insurance, pension plans, vacation pay, or apprenticeship programs, which count toward meeting the total prevailing wage obligation.
- Wage and Hour Division (WHD)
- The division within the U.S. Department of Labor responsible for administering and enforcing the Davis-Bacon Act and related prevailing wage laws, including reviewing certified payroll submissions for compliance.
- Debarment
- A penalty that prohibits a contractor or subcontractor found to have violated prevailing wage laws from being awarded future federal or federally assisted contracts, typically for a period of three years.
- Work Classification
- The specific job category or trade (e.g., carpenter, electrician, laborer) assigned to each worker on a certified payroll, which determines the applicable prevailing wage rate they must be paid under the relevant wage determination.