5 Laws Anyone Working in Woman Owned Construction Company Should Know
A proud woman owned Construction Company, legal compliance isn’t an afterthought—it’s a foundation we build everything upon. The construction industry operates under intense legal oversight, and when you layer in specific certifications and classifications like “woman-owned,” the rules become even more defined. Understanding the laws that guide our business helps protect our team, our clients, and our mission.
Whether we’re managing federal contracts, bidding on local public projects, or working with private clients, each law that applies to our operations plays a crucial role in how we deliver safe, ethical, and successful results. Here are five key laws anyone working in a woman owned construction company should know—and how Milidaro stays ahead of the curve.
- The Federal Acquisition Regulation (FAR) – WOSB Program Guidelines
The Federal Acquisition Regulation (FAR) governs all federal contracting processes, and for us as a woman owned construction company, it connects directly with the Women-Owned Small Business (WOSB) Federal Contracting Program. This program is designed to give women-owned firms fair access to federal contracting opportunities in industries where women have historically been underrepresented, including construction.
To qualify, we follow strict documentation and certification requirements. These include ownership verification, control of day-to-day operations, and proof that women hold the highest officer positions within our firm. We make sure all team members are trained to respect the boundaries and rules of WOSB contracts—especially related to subcontracting, bidding, and reporting.
Working under WOSB contracts also subjects us to set-aside competition, meaning only other qualified woman owned firms can bid. We stay vigilant to ensure we don’t accidentally disqualify ourselves by violating FAR regulations through missteps like unauthorized subcontracting or non-compliant proposal submissions. Understanding FAR is essential for everyone on our team.
- Davis-Bacon and Related Acts (DBRA) – Wage Law for Federal Projects
When we take on federal construction contracts—especially those involving public buildings or infrastructure—Davis-Bacon and Related Acts (DBRA) apply. These laws require us to pay workers prevailing wages based on local union standards. It’s not just about offering fair pay—it’s the law, and failure to comply can result in withheld payments, penalties, or suspension from future contracts.
Milidaro ensures compliance by tracking labor classifications, keeping certified payroll reports, and auditing wage rates for each role on every federal project. We educate our foremen and payroll staff to recognize the importance of classifying workers correctly. Our field employees receive the wages they are legally entitled to, and we encourage anyone who joins our woman owned construction company to understand how this law protects them.
Contractors who fail to adhere to DBRA standards don’t just risk their contracts—they damage trust with clients and workers. By staying compliant, we reinforce our commitment to both ethical labor practices and legal responsibility.
- OSHA Regulations – Workplace Health and Safety Requirements
Safety on a construction site is non-negotiable, and the Occupational Safety and Health Administration (OSHA) define the minimum legal standards that every contractor must meet. These regulations cover everything from scaffolding to fall protection to hazard communication.
As a woman owned construction company, we take a proactive approach to OSHA compliance. Our supervisors receive continuous training, and we hold daily toolbox talks to reinforce safe practices. We also make sure that anyone who steps onto one of our job sites—whether an employee, subcontractor, or inspector—understands the safety expectations required by law.
Failing to follow OSHA regulations can result in serious injury, fines, and project shutdowns. That’s why our leadership team takes accountability for ensuring that every member of Milidaro knows their rights and responsibilities under OSHA standards. Legal safety compliance isn’t just a box we check—it’s a culture we enforce.
- Title VII of the Civil Rights Act – Employment Non-Discrimination
In a woman owned construction company like Milidaro, we’re especially aware of the protections offered by Title VII of the Civil Rights Act, which prohibits employment discrimination based on race, color, religion, sex, or national origin. For us, this law is the backbone of an inclusive hiring and management process.
We uphold non-discriminatory hiring practices, provide equal pay, and protect our team members from workplace harassment and bias. This law also gives every worker the right to report discrimination or retaliation without fear of punishment. We’ve implemented a grievance process to handle complaints confidentially and fairly, ensuring everyone on our team has the legal support they need.
Following Title VII isn’t optional—it’s legally required, and it reinforces the values that Milidaro is built on. As a company that thrives on diversity and representation, we uphold this law through action, not just words.
- Public Contract Code (PCC) – State Bidding Laws for California Projects
When Milidaro works on public construction projects within California—whether for schools, municipalities, or other state agencies—the California Public Contract Code (PCC) governs the bidding, award, and execution of those contracts. This law ensures public agencies get fair pricing while promoting transparency and competition.
For us, compliance with PCC means understanding the thresholds for competitive bidding, submitting complete and truthful proposals, and following contract delivery requirements once the bid is awarded. We never cut corners in the pre-bid process. Our estimating and legal teams collaborate to ensure every submission reflects the scope accurately and complies with all state guidelines.
PCC also protects subcontractors through prompt payment laws and requires that all construction firms working on public contracts be licensed and bonded. These layers of regulation may feel complex, but they help ensure ethical and effective delivery. As a woman owned construction company competing in this space, we consider PCC knowledge a vital skill across our leadership team.
We believe that legal awareness is just as important as technical skill in the construction industry. Laws are not obstacles—they are safeguards that protect our workers, our clients, and our right to lead as a woman owned construction company in a competitive and regulated industry. From federal contracting regulations to state-level bidding laws, these five legal frameworks help us do what we do best: build with integrity, transparency, and excellence.