Service Contract Act Wage Determination 2007-0093

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         
                                       |
                                       |
                                       |
                                       | Wage Determination No.: 2007-0093
Daniel W. Simms          Division of   |           Revision No.: 41
Director            Wage Determinations|  Date Of Last Revision: 8/14/2026
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State: Puerto Rico


Area: Puerto Rico Counties of Adjuntas, Aguada, Aguadilla, Aguas 
Buenas, Aibonito, Anasco, Arecibo, 
Arroyo, Barceloneta, Barranquitas, Cabo 
Rojo, Caguas, Camuy, Canovanas, 
Carolina, Catano, Cayey, Ceiba, Ciales, 
Cidra, Coamo, Comerio, Corozal, Culebra, 
Dorado, Fajardo, Florida, Guanica, 
Guayama, Guayanilla, Guaynabo, Gurabo, 
Hatillo, Hormigueros, Humacao, Isabela, 
Jayuya, Juana Diaz, Juncos, Lajas, 
Lares, Las Marias, Las Piedras, Loiza, 
Luqillo, Manati, Maricao, Maunabo, 
Mayaguez, Moca, Morovis, Naguabo, 
Naranjito, Orocovis, Patillas, Penuelas, 
Ponce, Quebradillas, Rincon, Rio Grande, 
Sabana Grande, Salinas, San German, San 
Juan, San Lorenzo, San Sebastian, Santa 
Isabel, Toa Alta, Toa Baja, Trujillo 
Alto, Utuado, Vega Alta, Vega Baja, 
Vieques, Villalba, Yabucoa and Yauco




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          **Fringe Benefits Required Follow the Occupational Listing**       


OCCUPATION CODE - TITLE                                    FOOTNOTE    RATE

24540 - Beautician (Cosmetologist)                                     14.75

ALL OCCUPATIONS LISTED ABOVE RECEIVE THE FOLLOWING BENEFITS: 

HEALTH & WELFARE: $5.92 per hour, up to 40 hours per week, or $236.80 per week or 
$1,026.13 per month
 
HEALTH & WELFARE EO 13706: $5.42 per hour, up to 40 hours per week, or $216.80 per 
week, or $939.46 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: 3 weeks paid vacation after 1 year of service with a contractor or 
successor; 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)

HOLIDAYS: A minimum of twelve paid holidays per year:  New Year's Day, Martin 
Luther King Jr's Birthday, Washington's Birthday, Good Friday, 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)


** 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:

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.
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