; and (C) the contract is for construction, alteration, or repair. (4) Under the Davis-Bacon Act, the Government may terminate a contract if locally prevailing wages have not been paid to employees working on the project. (5) For close to 90 years, this law has helped ensure quality craftsmanship on Federal projects, protected the standard of living of skilled and trained blue-collar construction workers, improved workplace safety by discouraging low-road contractors from bidding, and stimulated the economy. (6) The Wage and Hour Division of the Department of Labor administers the Davis-Bacon Act by, among other things, determining prevailing wage rates and prescribing regulations and standards to be observed by contracting agencies. (7) Contracting agencies, such as the Corps of Engineers, however, have the primary day-to-day responsibility for enforcement of the Davis-Bacon Act and its labor standards requirements. See, e.g., subparts 22.406 and 22.407 of the Federal Acquisition Regulation. (8) Some irresponsible contractors and subcontractors often avoid their prevailing wage obligations by, among other things, engaging in craft and independent contractor misclassification. (9) Craft misclassification refers to the practice in which contractors misclassify high-skilled workers as general laborers or other classifications in order to avoid paying the higher prevailing wage rate applicable to the high-skilled work actually performed. (10) Independent contractor misclassification refers to the practice in which contractors misclassify employees as independent contractors to avoid paying prevailing wages, reduce labor costs, and avoid State and Federal taxes. (11) This practice denies workers access to federally prescribed prevailing wages for the work done and related benefits. Communities also suffer because misclassification results in lower tax revenues for Federal, State, and local governments. (12) In 2000, the Department of Labor commissioned a study to determine the extent of misclassification, and found