A U.S. Department of Labor investigation has recovered nearly $63,000 for 31 truck drivers who were owed back wages and benefits by a Alabama-based trucking company.
R.L. Box Inc. of Winfield, AL, which has a federal contract to transport bulk mail to centers in Alabama and Mississippi, was found to have violated wage and benefit requirements following an investigation by the Department of Labor office in Birmingham.
According to the DOL’s release, R.L. Box failed to pay $17,064 in fringe benefits owed to 31 truck drivers, and another $45,772 in unpaid prevailing wages owed to 29 of those drivers.
“The terms of federally funded contracts are clear and well-established in the bidding process and upon award of a contract,” said Kenneth Stripling, director of the Wage and Hour Division’s Birmingham District office, in a release. “The Labor Department is committed to ensuring that taxpayer dollars are used properly by companies performing work for the federal government and, as demonstrated by the resolution of this case, we are vigorously pursuing violators to ensure compliance and accountability under the law.”
The violations were uncovered after interviewing and reviewing records of actual hours worked, holiday and vacation hours and regular rates of pay.
“Investigators determined that the employer had failed to count all hours worked and pay the required prevailing wage rate because most drivers were not paid for pre-trip inspections of their vehicles or the training time required to learn mail routes,” according to the DOL release about the case. R.L. Box also failed to pay the full increase in their hourly rates when the Postal Service increased its wage and health and welfare rates, among other issues.
R.L. Box has paid the back wages and benefits to the drivers and has agreed to “maintain future compliance” with the requirements outlined in the McNamara-O’Hara Service Contract Act, according to the DOL release. The SCA states that contractors and subcontractors providing services on federal contracts greater than $2,500 must pay the local prevailing wage or pay rates “contained in a predecessor contractor’s collective bargaining agreement.”