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<br />A. The Program Manager shall be responsible to enforce the Construction Contract provisions <br />and ensure that all labor compliance requirements are performed and documented in the <br />Project file(s). Generally, labor compliance requirements are discussed at the pre- <br />construction conference. <br />B. When labor compliance problems are discovered, Program Manager will require that they <br />be reported to the City. The City is responsible for determining the appropriate action <br />required to remedy or address the problem. When labor compliance problems aze <br />discovered by process review they should be documented in the process review report with <br />a recommendation for correction of the problem. <br />18.1.2 Record Keening. The Program Manager shall maintain sufficient records to ensure each <br />Contractors' compliance with wage and apprenticeship sections of the Agreement. Specific actions <br />required, include but are not limited to: <br />A. Verify inspector's daily reports which note employee names, labor classifications, hours <br />worked and equipment working on the Project. Ideally, employee names, classifications, <br />and hours worked should be noted on each daily report. If this is not possible, then as a <br />minimum, the data must be reported in at least one diary during the week. <br />B. Conducting spot interviews with employees on the Project. State Form HC-0031 or a <br />similar form should be used. <br />C. Maintaining written evidence of apprentices employed on the Project. <br />D. Ensuring that each Contractor submit certified payrolls and/or owner operator listings (as <br />appropriate) for their work and from all subcontractors or equipment rental companies who <br />perform work on the Project. Every laborer or mechanic performing work on the Project <br />must appeaz on either a certified payroll or owner operator list. <br />E. Spot checking the payrolls or listings to ensure that at (east the applicable State prevailing <br />wage rates as referred by the special provisions are paid. <br />F. Cross checking reports, interviews, payrolls and wage rates in order to determine each <br />Contractor's compliance. Comparing all day labor work to certified payrolls. Employees' <br />names, classifications, and wage rates should match. <br />G. Ensuring that the Program Manager posts all specified posters, notices, wage determination, <br />etc. at the job site. <br />H. Enforcing necessary sanctions against Contractors for failure to submit payrolls or <br />noncompliance with the labor standard requirements. Sanctions must be in conformance <br />with current state policy as described in the Caltrans Construction Manual. Chapter D{. <br />Section 9-Ol, "Labor Compliance." <br />16 <br />