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《劳工法》第1720(a)(1)条以资金来源为标准：依合同进行、全部或部分由公共资金支付的工程才适用现行工资。完全由私人资金支付的私有商业街不是公共工程，因此第1771条的门槛根本无从适用。1,000美元只是划出已属公共工程者何时开始适用现行工资，并不能把私人工程变成公共工程。没有任何法规要求加州所有建筑工程都支付现行工资。建筑许可属于规范执行行为，并未向该工程投入公共资金。

根据劳工法 §1773，劳工关系部部长按工种、按县确定现行工资标准，并按半年一次的时间表（通常为每年 2 月 22 日和 8 月 22 日）发布一般裁定，必要时发布特别裁定。

《劳工法》第1771.4(a)(3)条要求受监督工程上的每一家承包商和分包商，按部门网站规定的方式以电子格式直接向劳工专员提交第1776条所列记录：施工期间至少每30天一次，最后一个工作日后30天内再提交一次。挂号邮件送对了机构但用错了形式。把纸质件送给授予合同的机构是常见错误：该机构依第1776(b)条仍可索取记录，但这并不能履行第1771.4条的义务。传真根本不属于规定的格式。

《劳工法》第1726条和第1727条要求授予合同的机构从进度款或尾款中扣留劳工专员已评定的工资、罚款和罚没金额，并保留至该评定处理完毕，使这笔钱始终可供被少付的工人取得。解除合同是违约救济，受合同自身的违约与通知条款约束，而不是由工资稽核触发。现行工资的执法属于民事程序，因此移送刑事并非常规途径。授予合同的机构也不是旁观者：一旦收到通知，扣款就是它自己的法定义务。

《劳工法》第1735条禁止在公共工程中基于种族、宗教信仰、肤色、国籍、血统、身体残疾、医疗状况、婚姻状况、性别、年龄或性取向的歧视，并在工人可能享有的其他救济之外，按每次违反罚没法定金额。承包商既然拿了公共资金，就不能以「雇用属私事」为抗辩。参加培训可能是和解条款，但不是法定后果。保留金的返还由《公共合同法》第7107条规定，与歧视无关。

《劳工法》第1771.4(a)(2)条要求授予合同的机构，或由其指示总承包商，按规章在工地张贴告示；第8编第16451(d)条规定了 DIR 告示的内容：适用现行工资的要求、保存认证工资单的义务，以及工人如何投诉。Cal/OSHA 安全告示是另行要求的，不能替代本项义务。执照号码依 B&P 第7030.5条应标于承包商的车辆和合同上，而不是这份告示上。该要求现行有效，并未废除，而且是接受 DIR 监督的条件之一。

《民法》§9550 要求超过 25,000 美元的公共工程合同的直接承包商在开工前提交付款保证金，而它存在的意义恰恰就是为了这类索赔人：与分包商交易、又无法对公共财产设定留置权的供应商。索赔必须在 §9558 的期限内提出并起诉，该期限在停付通知期结束后六个月届满。对学校或市政建筑登记留置权(a)是无效的。供应商与发包机构之间没有合同，所以直接以违约起诉(b)因缺乏合同relationship而不成立。而等待保留金(c)才是真正的陷阱：依《公共合同法》§7107 释放的保留金是付给总承包商的，不会付给下面隔了两层的供应商，这样一等，唯一真正管用的救济就被 §9558 的时限耗掉了。

§1777.5 比例要求每 5 小时熟练工工作至少配 1 小时学徒工工作。在 200 熟练工小时下，承包商必须雇用至少 200 ÷ 5 = 40 小时的学徒工，并须来自州批准的学徒项目。

《劳工法》第1771.4(a)(3)条要求受监督工程上的每家承包商和分包商，按部门网站规定的方式以电子形式直接向劳工专员提交第1776条所列记录，施工期间至少每30天一次。只送交授予合同的机构是常见错误：该机构依第1776(b)条仍可索取记录，但这并不能履行第1771.4条的义务。县书记官只接收登记的通知，从不接收工资单。建筑主管查的是规范，不是工资。

依《劳工法》第1777.5条和第8编第230(a)条，承包商须在中标后10天内、且开工之前，用 DAS-140 表把中标情况书面通知工地所在地区各相关工种的学徒委员会。DAS-1 表是学徒本人的注册协议，不是中标通知。PWC-100 表是授予合同的机构依第1773.3条向 DIR 的备案，不是承包商的义务。这条链上根本没有 CSLB 的表格；学徒制度由学徒标准处管理。

第8编第230.1(a)条要求承包商在工地需要学徒工之前，至少提前72小时（不含周末和节假日）用 DAS-142 表向相关委员会申请派遣；若委员会随后未派遣，承包商凭这份有据可查的申请即视为已尽义务。没有任何法条规定未到岗名额要付双倍熟练工工资。第1777.5条的豁免由学徒标准处签发，不是 CSLB 注册官。而给未注册的学徒身份者支付学徒工资率，本身就构成现行工资违法。

《劳工法》第1771.4(a)(4)条把期限定为竣工后三年，第1174(d)条也要求工资单一般至少保存三年，两条规则一致。更短的期限会让记录在评定或第1741条复核尚未了结时就消失。把「保存记录」与「返还保留金」挂钩，是把共用一个词的两件事混为一谈：保留金由《公共合同法》第7107条规定，通常在竣工后60天内返还，远早于记录保存义务结束之时。

《劳工法》第1771.5(a)条只有在部长已批准授予机构实施劳工合规计划的前提下，才允许其免除现行工资，而且仅限于25,000美元以下的新建工程，或15,000美元以下的改建、拆除、维修或养护工程。1,000美元是第1771条的一般下限：低于该额度本就不欠现行工资，因此不是机构可以选择的豁免。50,000美元和100,000美元这两个数字在法条中根本不存在，小企业身份也不能免除任何义务。

Labor Code §1771确立基本规则：所有金额超过$1,000的公共工程项目必须支付现行工资。选项D中$25,000/$15,000的较高门槛仅适用于已按§1771.5采用经批准的劳动合规计划的发包方；无该计划时，§1771的$1,000默认门槛适用。$500和$5,000并非法定门槛。这一$1,000下限是商法考试中重点考查的数字之一。

《劳工法》第1775(a)条允许劳工专员按每名工人每个日历日最高200美元评定罚款，并在此之外补足应付给工人的工资差额，具体金额依违规的严重程度和承包商的历史确定。按合同金额的百分比计罚不在第1775条之内，而且会让罚款与被少付的工人人数脱钩。三倍赔偿属于其他工资法条，不属于本条。每日50美元、每项工程上限5,000美元，借用的是第1771.4条记录罚则的形状，却套在了另一种违法行为上。

《公共合同法》第7107(c)条要求公共机构在竣工之日起60天内返还保留金，第7107(f)条对任何不当扣留的金额按每月2%计收，替代其他利息，并由败诉方承担胜诉方在追款诉讼中的律师费。90天和120天都超出法定期限，而延迟的罚则并非可选项。30天借用的是进度款的时限；第7107(d)条确实给总承包商7天把保留金转付分包商，但那是另一个时钟。

《公共合同法》第4104(a)(1)条要求总承包商在投标书中列明每一家分包商的名称、营业地点、加州执照号、DIR 注册号以及承担的工作部分，只要该分包工作超过总承包商投标总额的千分之五（即二分之一个百分点）。道路与公路工程另有变体——千分之五或10,000美元，以较高者为准——这正是另一选项中10,000美元的来源，但其百分比仍是千分之五，而不是5%。25,000美元和10%这两个数字法条中并不存在；列名错误可能依第4110条导致失去合同。

《公共合同法》第4107(a)条只允许在法定事由存在时更换分包商——被列名者拒绝签署分包合同、破产、不履行、未持有相应执照等等——并且必须由授予合同的机构向被列名分包商发出书面通知，给予至少5个工作日提出异议并申请听证。替代者报价更低属于「压价转包」，正是该法要制止的行为，仅有通知并不能使其合法。事由成立时无需被列名分包商同意，而「给钱让其退出」也不是法定事由之一。签约日改变不了什么：列名自开标之时起即产生约束。

《劳工法》第1777.5(g)条和第8编第230.1条要求同工种中每5小时熟练工工作至少配1小时学徒工工作，并按整个项目期间累计计算，而不是逐班核算，除非该工种经批准的标准另定比例。逐班一对一既抬高了比例，也用错了计算周期。每名熟练工配2名学徒工则完全颠倒了两者关系。比例也不是总承包商说了算：未达标又拿不出 DAS-142 派遣申请记录的，会招致第1777.7条的罚款并可能被取消投标资格。

《劳工法》第1773.1(a)条把「按日工资」定义为基本小时工资率，加上雇主为健康与福利、养老金、休假与节假日、学徒或其他培训、工人保护与援助计划、行业发展与集体谈判事务管理所支付的款项——各项金额均以部长对该工种和该县的工资决定为准。只付现金不成立，因为福利部分是应付总额的组成部分，不是额外奖励。也不存在固定百分比：福利金额来自工资决定，而不是靠算术得出。H-2A 则是联邦的农业劳工项目，与建筑类公共工程毫无关系。

《公共合同法》第2500条允许授予合同的机构使用工程劳资协议（PLA），只要该协议对工会与非工会承包商一视同仁地接受投标、承认工人自行选择代表的权利、禁止罢工与闭厂、设有争议处理程序，并对项目上所有承包商和分包商具有约束力。因此 PLA 既未被禁止，也不限于联邦工程。它也不是达到某个金额就强制适用：是否采用由授予合同的机构决定。第2503条则从另一方向着手，对禁止使用 PLA 的宪章城市附加州建设资金的条件。

Under Labor Code §1771 and §1720, prevailing wages must be paid on public works projects over $1,000. (A narrow exception allows a $15,000/$25,000 threshold only for certain projects when a local agency has an approved labor compliance program.) The general trigger is the $1,000 threshold.

Labor Code §1770 and §1773 charge the Director of the Department of Industrial Relations with determining the general prevailing rate of per diem wages for each craft and locality. The U.S. Department of Labor sets Davis-Bacon rates, but those govern federally funded contracts, not California public works. The awarding body files the project notice and withholds for violations; it has no power to set the rate by resolution. Union dispatch rates are data the Director may weigh, not the determination itself.

Labor Code §1725.5 requires a contractor or subcontractor to register with the DIR, and pay the annual fee, before it may bid on, be listed on a bid for, or perform public work subject to prevailing wage. The CSLB issues the licence but runs no public works registration or certification, so that option names an agency that has no such programme. A bond of twice the contract amount is not a bidding prerequisite; bonding comes from the call for bids and Civil Code §9550. The Division of Apprenticeship Standards approves apprenticeship programmes, not contractors.

Labor Code §1776(a) requires records showing, for each individual worker, the name, address, social security number, work classification, straight-time and overtime hours worked each day and week, and the actual per diem wages paid, verified under penalty of perjury. Crew or trade totals fail because the record is per worker per day, not per crew. Contract price, change orders and retention are accounting for the contract, not payroll for the workers. The awarding body's payment dates belong to the progress-payment record, not to the certified payroll.

Labor Code §1777.5 requires the contractor to request dispatch from an approved apprenticeship programme, employ apprentices at the required ratio, and make training fund contributions. Davis-Bacon apprentice rules apply to federally funded work; California public works run on §1777.5. The CSLB issues no apprenticeship endorsement, so there is nothing to obtain. One apprentice per journeyman per shift overstates the duty twice over: 8 CCR §230.1 sets one hour of apprentice work for every five journeyman hours, and measures it over the whole project rather than shift by shift.

Labor Code §1741 authorises the Labor Commissioner, who heads the Division of Labor Standards Enforcement inside the DIR, to issue a civil wage and penalty assessment after investigating a prevailing wage violation. The Division of Apprenticeship Standards polices the §1777.5 apprenticeship duties, a separate programme with its own penalties. The CSLB disciplines licences and may act on a §7110 referral, but it does not assess wages or §1775 penalties. The Attorney General may litigate on the state's behalf but issues no assessment.

Public property cannot be sold to satisfy a private claim, so no mechanics lien attaches to it. The substitutes are the direct contractor's payment bond under Civil Code §9550 and the stop payment notice against undisbursed public funds under Civil Code §9352. A notice of non-responsibility is a private-works device by which an owner disclaims work ordered by a tenant; it protects the owner and pays nobody. Builder's risk insures the work against physical loss and answers no invoice.

The federal Miller Act and the state Little Miller Acts, including Civil Code §9550, require the prime contractor to furnish a payment bond protecting subcontractors and suppliers and, on most projects, a performance bond protecting the public agency. Builder's risk covers physical damage to the work and answers no payment claim. A lien waiver runs from the claimant to the owner; it is not something the public agency issues. The bid bond does its work at award and is discharged once the contract and the required bonds are executed.

Public agencies typically must award to the lowest responsible, responsive bidder. 'Responsive' means the bid conforms to the solicitation; 'responsible' means the bidder is qualified and capable. This process promotes fairness and stewardship of public funds.

Labor Code §1775(a) makes the contractor pay the difference between what was paid and the prevailing rate, and adds a civil penalty of up to $200 for each worker for each calendar day of underpayment. Nothing in the statute offers a first-offense warning. Licence revocation is a CSLB proceeding under B&P §7110 that may follow, but it is neither automatic nor what §1775 imposes. Forfeiting the contract price is not a prevailing wage remedy; under §1726 the awarding body withholds only the assessed amounts.

Labor Code §1720(a)(1) defines public works as construction, alteration, demolition, installation or repair work done under contract and paid for in whole or in part out of public funds. The $1,000 figure in §1771 is the threshold above which prevailing wages are owed, not the definition of public works. Public ownership of the land is not the test either: a privately funded project on public land can fall outside it, while a privately owned project built with a public subsidy can fall inside. Work a public agency performs with its own forces is expressly outside §1771.

Labor Code §1776(b) makes certified payroll available for inspection and furnishes certified copies on request to the employee, to a representative of the body awarding the contract, and to the Division of Labor Standards Enforcement, which the Labor Commissioner heads inside the DIR. Designers and inspectors administer the work, not the payroll. The public may request records, but §1776(e) requires the worker's name, address and social security number to be obliterated first, so unredacted public access is wrong. The county recorder takes recorded notices; payroll is never filed there.

Labor Code §1725.5 requires every contractor and subcontractor on covered public work to be registered before it is listed on a bid, awarded work, or allowed to perform, and §1725.5(e) makes an unregistered listing grounds to treat the bid as nonresponsive. The prime-only reading ignores that the statute names subcontractors expressly. Registering later does not cure the defect, because the duty attaches at bid listing. Registration is the contractor's own filing with the DIR; no awarding body registers a firm on its behalf.

Labor Code §1773.1(a) defines per diem wages as the basic hourly rate plus employer payments for health and welfare, pension, vacation and holiday, apprenticeship or other training, worker protection committees, and industry advancement funds. There is no flat percentage: the fringe amounts come from the Director's determination for that craft and county. Travel and subsistence are a separate §1773.8 obligation and do not stand in for the fringe package. Overhead is the contractor's own money and is never credited against what the worker is owed.

A bid bond guarantees only that the successful bidder will execute the contract and post the payment and performance bonds the call for bids requires; if it walks away, the surety covers the agency's cost of going to the next bidder. Freedom from defects is what a maintenance or warranty bond promises. Prevailing wage payment is backed by the payment bond and by §1726 withholding, not by the bid bond. DIR registration of listed subs is verified from the bid itself, and no bond guarantees it.

Labor Code §1777.7 sets a civil penalty of up to $100 for each full calendar day of noncompliance, rising to $300 a day for a knowing second violation within three years, and §1777.1(d)(1) lets the Labor Commissioner deny the right to bid on or perform public work for up to one year, or up to three for a repeat. DIR registration is a separate duty and is not forfeited for an apprenticeship breach. No statute raises the contract price to pay for a compliance failure. The CSLB may discipline a licence after a referral, but nothing about that is automatic.

Labor Code §1777.1 makes a debarred contractor, and firms in which it holds an interest, ineligible to bid on, be awarded, or perform as a subcontractor on a public works project for a fixed term, generally one to three years. The licence itself is untouched: a debarred contractor may keep working private jobs, which is why the CSLB option is wrong. Debarment runs for a stated period and then ends, so permanent removal overstates it. No statute doubles the wage rate as a penalty; §1775 adds a per-worker, per-day penalty instead.

Labor Code §1742(a) gives a contractor served with a civil wage and penalty assessment 60 days to file a written request for review, which is heard inside the DIR before any court sees it. The CSLB has no jurisdiction over a prevailing wage assessment. Going straight to superior court fails because the administrative remedy must be exhausted first; §1742(c) provides for review of the hearing decision by writ. Paying under protest and suing the awarding body targets the wrong party, since the assessment is the Labor Commissioner's.

A bid that misses a material requirement of the solicitation is nonresponsive and may be rejected however low it is; failing to acknowledge an addendum and omitting the subcontractor listing required by Public Contract Code §4104 are both material. An alternate bid is a priced option the agency itself invited, not a defective base bid. Calling it the lowest responsible bid confuses responsibility, which is about the bidder's capacity, with responsiveness, which is about the bid document. An agency may waive only an immaterial irregularity, and an omitted sub list is not one.

The Subletting and Subcontracting Fair Practices Act makes the prime name, in its bid, every subcontractor whose work exceeds one-half of one percent of the total bid, so the prime cannot shop those prices down after award or let rivals peddle lower ones in. Prevailing wage duties come from Labor Code §1771 and apply whether or not a sub is listed. Self-performance is not restricted by the Act; listing is required only for work actually subcontracted. Licensing is policed by the CSLB and by §4104's licence-number requirement, which is a detail of listing rather than its purpose.

Labor Code §1771 excepts only public works of $1,000 or less, so a $50,000 city sidewalk job carries the full prevailing wage obligation for every covered worker, at the rates the DIR Director has determined for that craft and county. Repair is named in the definition of public works, so it earns no minimum-wage treatment. Apprentices are paid their own prevailing rate, but so is every journeyman. The $25,000 figure is real but belongs elsewhere: §1771.5(a) lets an awarding body with an approved labor compliance programme skip prevailing wage on construction of $25,000 or less, and $15,000 or less for alteration, demolition, repair or maintenance.

Labor Code §1776(h) gives the contractor 10 days after a written request and then forfeits $100 for each calendar day, or part of one, for each worker, until strict compliance; those penalties are withheld from progress payments at the Division's request. Withholding is limited to the penalty amount, so the whole progress payment is not lost. Nothing about a records failure extends the completion date. The CSLB is not the assessing body here, and it is not the only one that can act: on a DIR-monitored job §1771.4(a)(3)(B) adds its own $100-a-day penalty, capped at $5,000 for the project.

On a federally funded construction contract above the statutory threshold, the Davis-Bacon Act requires the locally prevailing wages and fringe benefits determined by the U.S. Department of Labor. California's Labor Code prevailing wage scheme attaches to state and local public works; it does not travel onto a federal project merely because the work is in California. Article 2 of the Commercial Code governs sales of goods and says nothing about wages. B&P §7108 concerns diversion of funds by a licensee, not wage rates.

The performance bond names the public agency as obligee and guarantees that the work will be completed according to the contract; if the contractor defaults, the surety arranges completion or pays damages up to the penal sum. Unpaid subs and suppliers look instead to the payment bond required by Civil Code §9550 and to a stop payment notice. A surety bond is not insurance for the principal: it never indemnifies the contractor against its own defective work, and the surety may seek reimbursement from the contractor after paying. Delay damages against the agency are a contract claim, not a bond promise.

Labor Code §1725.5 makes DIR public works registration an annual registration with an annual fee, and it must be current at the moment the contractor bids, is listed on a bid, is awarded work, or performs. A CSLB licence is a separate requirement and waives nothing. A one-time registration would defeat the annual fee the statute imposes. Registration attaches to the contractor, not to the job, so one current registration covers every covered project rather than being repeated contract by contract.

Because public property cannot be liened, the unpaid subcontractor's security is the prime's payment bond: it must give any preliminary notice its position requires and then sue on the bond, which Civil Code §9558 allows any time after it stops work but no later than six months after the stop-notice period in §9356 closes. Recording a lien against the school or city building is void from the start. Retention is money owed the prime under the prime contract, not a fund the agency pays claimants from. No agency consent is needed or available; the bond is a contract with the surety.

Labor Code §1773.1 lets the employer count payments to bona fide health and welfare, pension, vacation and holiday, apprenticeship and training, and similar plans toward the total prevailing wage obligation, so long as the worker still receives the full package of cash plus creditable benefits. Overhead is the contractor's own cost of doing business and buys the worker nothing. Meals and lodging are not on the §1773.1 list; travel and subsistence are separately owed under §1773.8. The last option states the opposite of the rule: benefits are creditable, which is exactly why §1773.1 exists.

Labor Code §1774 binds the contractor and every subcontractor to pay not less than the prevailing rate, and §1772 covers all workers employed on the public work in covered classifications. The duty is not waivable by silence, so a worker who never asks is still owed it. Union membership and dispatch are irrelevant: the rate is set by craft and county, not by who hired the worker. Confining it to the prime's own payroll is the error §1774 exists to prevent, since most public works labour is performed by subcontractors.

Competitive sealed bidding exists to spend public money economically and to give every qualified bidder the same shot, which is why the award goes to the lowest responsible, responsive bidder on published criteria. It does not remove the bonding requirements, which come from the call for bids and Civil Code §9550 and apply on top of it. Discretion to pick a favourite is the very thing the process removes. Wage rates are fixed by the DIR determination under Labor Code §1773 whatever bidding method is used, and they are not union rates by definition.