At Pilar Services, we firmly believe in that time old saying “that you are only as good as the company you keep”. This couldn’t be truer when speaking of Federal Contracts and our employees. All of our employees must pass drug screening and criminal background checks before getting hired, providing a safe and Drug-Free Workplace. PSI, is an equal opportunity employer following strict guidelines under the Affirmative Action Executive Order providing a diverse workforce for women and minorities. We honor Prevailing Wage requirements, maintain Security Clearance, and take Cyber Security very seriously following all of the NSIT’s requirements published in the Special Publication 800-171.
Security Clearance – Some federal contracts require contractors to have the ability to access classified information. There must be a bona fide procurement requirement to have access to U.S. classified information or facilities. When this need has been established, a procuring agency of the government, or a cleared contractor (in the case of subcontracting), may request the clearance for the bidding contractor. The request for clearance must come from the contracting agency; the contractor cannot apply for security clearance on its own. Once the contractor has obtained facility clearance, it can request the applicable security clearance for its employees. The process of obtaining a Facility Security Clearance and a Personnel Security Clearance is established by the Defense Security Service (DSS), which is the interface between the government and the contractors who need clearance.
Cyber Security Protection Requirements – Contractors with a federal acquisition contract or subcontract must apply 15 basic cybersecurity safeguarding requirements and procedures to protect “federal contract information.” The requirements are based on security requirements published in the National Institute of Standards and Technology’s (NIST) Special Publication (SP) 800-171, “Protecting Controlled Unclassified Information in Nonfederal Information Systems and Organizations.” Specific requirements are in FAR Subpart 4.19 and FAR Clause 52.204-21.
Ethics Requirements – Contractors with federal contract awards of at least $5 million (entered into on or after December 12, 2008) are subject to Federal Acquisition Regulation ethics rules. They must implement written codes of business ethics and conduct, an employee awareness and compliance program, and an internal control system. In addition, covered contractors must self-disclose credible evidence of violations of certain criminal laws or the civil False Claims Act and “significant over-payment.”
Collective Bargaining Agreement (CBA) – is a written legal contract between an employer and a union representing the employees. The CBA is the result of an extensive negotiation process between the parties regarding topics such as wages, hours, and terms and conditions of employment.
Affirmative Action – Under Executive Order (EO) 11246, employers with a covered supply or service federal contract or subcontract of at least $50,000 must engage in affirmative action efforts to increase the workforce representation of women and minorities.
In addition to the primary aspects of affirmative action compliance described above, covered contractors and subcontractors must prepare and submit both EEO-1 and VETS-4212 reports to the government annually.
Prevailing Wages – Service Contract Act (SCA) Section 4c requires service contractors to comply with prevailing wage determinations and minimum fringe benefit payments. As evidence of their compliance with the requirement to pay workers the prevailing wage, covered contractors must maintain records during the work and for three years after job completion reflecting the following: Name, address, and Social Security Number of each employee, Each employee’s work classification(s), Hourly rates of pay and contributions for fringe benefits or their cash equivalents, Daily and weekly numbers of hours worked, Actual wages paid and deductions made, and if applicable, detailed information on fringe benefits and approved apprenticeship or trainee programs.
The Davis Bacon Act (DBA) – The Davis-Bacon Act (DBA) establishes the requirement for paying prevailing wages on projects involving the construction, alteration, or repair (including painting and decorating) of public buildings or public works. DBA states that all government construction contracts over $2,000 to which a federal agency or the District of Columbia is a party must include provisions for paying workers on-site no less than the local prevailing wages and benefits as set by the DOL. The DBA prevailing wage requirements is extended by the Davis-Bacon Related Acts (DBRA) to many federally funded or assisted construction activities.
Drug-Free Workplace – The Drug-Free Workplace Act of 1988 (DFWA) requires certain federal contractors to agree to provide drug-free workplaces as a condition of receiving a contract from a federal agency.
E-Verify – A federal contractor with a contract for a term of performance of at least 120 days and with a value of at least $100,000 ($3,000 for subcontractors) must agree to use E-Verify to verify the employment eligibility of: (1) all employees hired during the contract term that will be performing work within the U.S.; and (2) all individuals assigned to perform work in the U.S. on the federal contract.
Subcontract – Contractors must recognize that their obligations under these laws and executive orders also apply to their subcontractors. Many CBAs provide that the agreement applies to any subcontractor used by the contractor to perform work done by covered employees, and the contractor is responsible for the subcontractor’s failure to comply with the terms of the CBA.