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Certified Payroll Services

Easy Compliance: Eliminate Risk. Maximize Profit.
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Stop Worrying About
Certified Payroll
Compliance

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The Davis-Bacon Act (DBA) is mandatory for federal construction projects. While essential, managing Certified Payroll Compliance is complex, time-consuming, and carries massive financial risk. Manually tracking Prevailing Wages, fringe benefits, and weekly reporting (WH-347) drains time from Project Managers and exposes your firm to penalties and costly audits.
We provide the dedicated expertise and technology your team needs to guarantee compliance from day one.

The True Cost of Non-Compliance

Streamlined Recruiting

Reduce time to hire and improve candidate quality with our intelligent ATS.

Enhanced Compliance

Stay compliant with automated background checks and document management.

Engaged Workforce

Foster employee growth with integrated performance and learning tools.

What is Certified Payroll?

Certified Payroll is the mandated weekly report (Form WH-347) submitted to
contracting agencies. It certifies that every employee on a federal or federally
funded project has been paid the required local Prevailing Wage and benefits.

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Who Needs Davis-Bacon Compliance?

Contract Requirements:

  • Threshold: Any construction, alteration, or repair contract exceeding $2,000.
  • Funding: Projects funded entirely or partially by the Federal government or D.C. government.
  • Related Acts: Compliance often extends to state-level "Little Davis-Bacon" acts.

Covered Employees:

The DBA covers all laborers and mechanics
performing work directly on the project site. This
includes carpenters, electricians, plumbers, and
equipment operators.

  • Crucial Distinction: Employees who are generally not covered include office staff, material suppliers who only deliver, and supervisors who perform no manual labor.
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Mastering the Core
Requirements

Prevailing Wage requirements are precise and non-negotiable. Getting these three items wrong triggers most audits.
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Wage Determinations (WDs)

Every job classification (e.g., “Crane Operator,” “Laborer”) is tied to a specific local Prevailing Wage rate.
  • 1. Classification is key: Misclassifying a worker to a lower-paying rate is a guaranteed compliance failure
  • 2 Rate Source: The correct rates must be pulled from the official Wage Determinations provided in the contract documents, often found on sam.gov.

Best Rate vs. Fringe Benefits

The total Prevailing Wage consists of two parts that must be tracked separately:
  • Base Rate: Misclassifying a worker to a lower-paying rate is a guaranteed compliance failure
  • Fringe Benefits: The dollar amount paid per hour for bona fide benefits (e.g., health insurance, 401k/pension, training). You must provide documentation to prove these offsets.

Covered Employees:

All hours worked over 40 in a workweek must be paid at 1.5 times the employee’s regular wage rate.

The Mandatory Form
WH-347

The Certified Payroll report is the official document that proves compliance. It must be prepared and submitted weekly.

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Key Data Points:

The form requires detailed, auditable data for every worker:

  • Employee identification and classification.
  • Daily record of hours worked (ensuring correct classification per day).
  • Wage deductions and gross wages paid.
  • Accurate accounting of fringe benefit contributions.

The Statment of Compliance

This is the legal certification that your company adhered to all requirements. The contractor or an authorized agent must sign it. This signature exposes your company to liability if the data is inaccurate.

The Dangerous
Consquences of Non-
Compliance

For the CFO, the risks are financial and existential.

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Back-Wage & Restitution

If the DOL finds an underpayment, you must immediately repay the difference to the employee, often with interest. This is a direct, immediate hit to your budget.

Financial Penalties

You will face substantial fines levied by the Department of Labor.

Debarment

The most severe penalty. Your company can be barred from bidding on all future federal contracts for up to three years, crippling future revenue.

Costly Audits

Inaccurate or incomplete records trigger lengthy DOL investigations, tying up your Compliance and HR teams for months.

Our Complete Certified Payroll
Compliance Solution

Manual processing creates risk. We offer a phased approach tailored to your
administrative needs, ensuring guaranteed accuracy and audit readiness.

Phase 1

Expert Setup &
Implementation (the
Compliance Foundation)

  • Every client starts here. Our team handles all the initial heavy
    lifting, so your reports are compliant from the start.
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  • Benefit (Immediate): Immediate, Error-Free Deployment and peace of mind. Your foundation for Certified Payroll Compliance is fully auditable
  • Value: We map your contracts to the correct Wage Determinations, configure all system settings, and provide custom training.

Phase 2

Choose Your Ongoing Service:
Control vs. Outsourcing

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Option A

Audit-Ready Software Platform (Self-Service Control)

  • Perfect For: Project Managers who want to save time, and Compliance Officers who need verification.
  • Value: Gain control with our automated platform. It handles WD lookups, auto-populates Forms WH-347, calculates benefits, and integrates with existing payroll systems.
  • Benefit (PM/Compliance): Control, Accuracy, and Speed. Save the Project Manager hours every week and give the Compliance Officer instant, verifiable data.

Option B

Fully Managesd Outsourced Processing (Zero-Burden Compliance)

  • Perfect For: CFOs and Payroll/HR Officers who want to eliminate administrative burden and risk.
  • Value: Eliminate the burden entirely. Our dedicated experts handle all weekly payroll processing, calculation, and final compliance submissions on your behalf.
  • Benefit (PM/Compliance): Guaranteed Zero Risk and maximum efficiency. Significantly reduce overhead for Payroll and eliminate financial liability for the CFO

Key Benefits by Role:

  • CFO: Eliminate financial risk and back-wage liabilities.
  • Complaince Officer: Ensure 100% adherence to all federal and state DBA requirements.
  • Project Manager: Save hours every week on reporting tasks, letting you focus on the project.

Ready for Guaranteed
Compliance?

Don’t let manual reporting risk your federal contracts. Talk to our experts today.

Request Free Complaince Assessment

You can request free compliance assessment to determine the best Certified Payroll Compliance solution for you next project.

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Contact us today to ensure your team is 100% compliant and audit-ready

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