Service Contract Act Wage Determination 2000-0085

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         
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                                       | Wage Determination No.: 2000-0085
Daniel W. Simms          Division of   |           Revision No.: 24
Director            Wage Determinations|  Date Of Last Revision: 5/13/2026
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Employed on U.S. Navy contract(s) for stevedoring services to operate and manage the 
ocean terminal support operations at Fleet and Industrial Supply Center, Pearl Harbor.


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State: Hawaii


Area: Hawaii Counties of Hawaii, Honolulu, Kalawao, Kauai and 
Maui




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          **Fringe Benefits Required Follow the Occupational Listing**       


OCCUPATION CODE - TITLE                                    FOOTNOTE    RATE

92717 - Longshoreman                                                   42.91

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.

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 $13.65 per hour (or the applicable wage rate listed on this wage determination, if it is higher) for all hours spent performing on the contract from May 11, 2026, through December 31, 2026. 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: All 9 unions with the exception of Young Brothers, Limited 
(Contractor), receive 100 percent employer paid health insurance from a private 
company; equivalent to $3.81 for each compensated hour.  Young Brothers make 
contributions of 1.75 for each compensated hour to the fund.  Each active employee 
pays a co-pay of ten (10) percent; $1.75 for medical, prescription drug, vision, and 
dental insurance premiums.  

The Hawaii Medical  Service Association' Preferred Provider Plan, Kaiser 
Permanente Health Plan, and the HDS Major Dental Plan is considered the base plan.

VACATION: An employee who has been in the employ of the Employer for a continuous 
period of one year (12 months) but less than the two years (24 months) shall be 
eligible for one (1) week with pay computed on the basis of forty-five (45) hours at 
the straight time rate; two (2) or more full and continuous years shall be eligible 
for two (2) weeks with pay computed on the basis of ninety (90) hours at the 
straight time rate;  seven (7) or more full and continuous years shall be eligible 
for three (3) weeks with pay computed on the basis of one hundred thirty-five (135) 
hours at the straight time rate;  twelve (12) or more full and continuous years 
shall be eligible for four (4) weeks with pay computed on the basis of one hundred 
and eighty (180) hours at straight time rate; seventeen (17) or more full and 
continuous years, shall be eligible for five (5) weeks with pay computed on the 
basis of two hundred twenty-five (225) hours at the straight time; and twenty-two 
(22) or more full and continuous years shall be eligible for six (6) weeks with pay 
computed on the basis of two hundred seventy (270) hours at the straight time rate.

A pro rata vacation of three-fourths (3/4) of the vacation with pay provided for if 
he has worked between 75-85% of the hours available to him but not less than 1000 
converted hours during the twelve (12) months immediately preceding his vacation 
accrual date.

All time paid for such as stand by, travel, jury duty, military leave, and vacation 
shall be included for vacation credit.  Vacation shall not be cumulative from year 
to year except that an employee who is eligible for an annual vacation of more than 
one (1) week and who wishes to take an extended vacation in some specific future 
year may, if his request to do so is approved by the Employer, accumulate up to six 
(6) weeks of vacation.  However, during each of the years in which the accumulation 
is being made, the employee must take at least one (1) week of his annual vacation.  
Accumulation shall be made in consecutive years and the accumulated weeks plus the 
regular weeks of vacation shall be taken by the second year following maximum 
accumulation unless otherwise arranged between the employee and the Employee by 
mutual consent.

HOLIDAYS: 14 named holidays:  New Year's Day, Jack Hall Day (January 2), 
Lincoln's Birthday, President's Day, Harry Bridges Memorial Day (March 30), Good 
Friday, Memorial Day, Kamehameha Day, Independence Day, Labor Day, Veterans' Day, 
Thanksgiving Day, Christmas Day, and Employee's Birthday.  An employee who works 
at least one (1) day during the week in which a paid holiday falls shall receive 
nine (9) hours' pay at the straight time rate.  An employee who works on a named 
holiday shall be paid at the overtime rate.

SICK PAY: Every employee covered by this agreement who has been in the continuous 
employment of the Employer for one or more years shall receive sick leave benefits 
of 196 hours per calendar year.  A newly hired employee at the end of his period of 
probation shall be credited with eighty (80) hours for sick leave benefits.

Employees who have unused accumulated sick leave benefits under the Employer's 
prior sick leave plan shall retain such accumulated benefits up to 500 hours.  
Current sick leave benefits (196 hours per year) will not be credited until the 
employees' accumulated sick leave benefits under this paragraph have been reduced 
to less than 300 hours.  Employees may accumulate sick leave benefits up to 300 
hours after one (1) year of service.

If an employee has less than 300 hours of accumulated sick leave benefits remaining 
under the provisions of the preceding paragraph, he may accumulate unused current 
sick leave benefits for the calendar year and calendar years thereafter to a maximum 
of 130 hours per year and a maximum accumulation of 300 hours.

JURY DUTY: GOVERNMENT BOARDS AND COMMISSIONS:  An employee excused from performing 
work by reason of jury duty or service on boards or commissions which are 
established by or under statutory authority on any regularly scheduled workday 
(including night shift) on which he would have been offered work, shall receive pay 
for such day equal to the difference between (1) the amount of his jury duty or 
service pay and (2) the amount of straight time pay at the classified or 
personalized rate he would have received for the number of hours not to exceed eight 
(8) he would otherwise have worked on such day.  It is understood that if such 
service requires attendance only for a portion of the employee's normal scheduled 
workday, the employee shall notify the Employer by telephone and the Employer shall 
determine whether or not the employee should report to work on that day.

BEREAVEMENT:  In the event of death in an employee's immediate family (father, 
mother, brother, sister, spouse, child, step children, father-in-law, mother-in-law, 
grandfather, grandmother or grandchild) and upon notification by the employee to the 
Employer of such death, he shall be entitled to three (3) days off with straight 
time pay for eight (8) hours commencing with the date of the death and terminating 
on the fiftieth (50th) day following the death.

MILITARY SERVICE:  An employee on military leave for annual active duty for 
training in the National Guard or Reserve which does not extend beyond two (2) weeks 
shall be entitled to receive such amount, if any, that the employee's military pay 
is less than the amount of straight time pay at the classified or personalized rate 
the employee would have earned had the employee worked during such leave period.

SEVERANCE ALLOWANCE:  An employee eligible to receive a severance allowance is one 
who:  (1) has been permanently laid off or who, with the consent of the Employer, 
substitutes for another employee scheduled to be permanently laid off; (2) has 
completed three (3) or more years of continuous service with the Employer; (3) has 
not been terminated under the disability provisions of the Pension Plan; (4) has not 
been terminated under the repatriation provision of the Pension Plan; and (5) has 
elected, pursuant to the Provisions of Section IX(e) of the Pension Agreement, to be 
paid a lump-sum severance pursuant to  paragraph 15.02.  Severance allowances will 
be paid in the event of a permanent layoff announced by the Employer.  Employees who 
voluntarily quit or are terminated for reasons other than by layoff to effect 
permanent reduction in the workforce are not eligible for severance allowance.


** 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.


** 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 **       

Longshoreman
Handles and secures all cargo manually or mechanically in its transfer from vessel 
to last place of rest, and from first place of rest to the vessel, including sorting 
and piling (if it is to be sorted or piled), and the direct transfer of cargo from 
vessel to railroad car or barge or vice versa.  Some of the duties include rigging 
hatch tents and gear, opening and closing of hatches and decks, lashing and 
unlashing, shoring and unshoring, and handling of lines for securing cargo and vice 
versa
"