Certified payroll, prevailing wage, OSHA 300 logs, and MOD reduction, run by one specialist team that knows construction. We help you drive your experience mod down and keep your bid-sheet ratios clean.
$165K
OSHA willful/repeat violation max (2026)
All 50
States supported for Davis-Bacon certified payroll
6 hrs
Fastest WH-347 reconstruction on the payroll bench (65-employee contractor)
WC Class Codes & EMR
We assign class codes by actual employee function, not just job title, then layer in claims management and return-to-work programs that drive your experience mod down inside 18 months.
Every class code is audited against actual function, and each open claim is tracked to closure by a single assigned specialist.
What it can cost One missed class-code audit triggers a 3-year retroactive premium recalc. Typical adjustment $40K–$200K for a 50-employee contractor.
Multi-State Crews
We handle reciprocity, state withholding, and registrations in all 50 states, and our master workers' comp policy follows your crews across state lines so coverage never gaps mid-project.
All 50 states covered. Zero separate registrations for you to maintain.
What it can cost State penalty for unregistered employment averages $5K–$50K per state per year + back withholding + interest. A 5-state contractor that misses one state can face $250K+ in exposure.
In practice "Multi-state payroll is just a non-issue now, and our specialist knows every claim by name." M.T., VP of Operations, 78-employee Utah contractor
Prevailing Wage Compliance
Our payroll team runs certified payroll with the correct prevailing wage by trade classification, tracks fringe obligations, and files WH-347s automatically. Your records stay audit-ready every Friday.
Zero DOL findings on certified payroll audits across the client base.
What it can cost Davis-Bacon back-wage recovery + withheld contract payments. Debarment risk: 3 years off federal bid lists per 29 CFR §5.12.
OSHA Recordkeeping
Our compliance team owns the 300 log, 301 incident reports, annual 300A summary, and electronic submission deadlines, and surfaces injury trends before an OSHA inspector finds them.
Bid-eligible safety records kept for each jobsite, with recordables logged and 300A summaries filed on time.
What it can cost OSHA serious-violation max: $16,550/violation (2026). Willful/repeat: up to $165,514 each. Failure to abate: $16,550/day.
In practice "We were one uncorrected violation away from a stop-work order. Rick rebuilt our 300 logs, sat down with the PMs, and we passed the reinspection clean." W.T., Site Superintendent, 65-employee Utah GC
Seasonal Crew Ramp-Ups
Digital onboarding processes I-9, safety acknowledgments, and equipment assignments in hours instead of days, and our team manages unemployment claim responses to protect your SUTA rate when projects wrap.
Hours to onboard a 40-person crew at peak ramp. Every UI claim responded to within statutory windows.
What it can cost ACA exposure on seasonal crews: up to $3,340 per full-time employee per year under §4980H(a) (2026), figured month by month. Careless offboarding can push your SUTA rate up, and a 1% increase costs $10K/year on $1M of taxable wages.
BUILT-IN BENEFIT · ZERO EMPLOYER COST
Laborers, apprentices, and tradespeople hit payday stress harder than most, and leave faster. ZayZoon gives your crews instant access to earned wages from a job site, a truck cab, or a phone. It costs the GC nothing and needs no new tech from the super.
From specialty trade subcontractors to multi-state general contractors. Our PEO is built for the compliance complexity of construction employment.
Electrical, plumbing, HVAC, roofing, and other specialty trades managing workers' comp class codes, apprenticeship programs, and jobsite compliance. Certified payroll for prevailing wage projects and multi-trade crew management.
Multi-project general contractors running crews across states and jurisdictions. Prevailing wage compliance, certified payroll reporting, OSHA recordkeeping, and workers' comp for diverse trade classifications under a single policy.
Large-scale construction firms with crews, offices, and projects spanning multiple states. Enterprise-level payroll, workers' comp master policy, DOL audit readiness, and compliance management across every jurisdiction where you build.
A general contractor operating across four states was managing certified payroll manually in spreadsheets, dealing with workers’ comp classification errors, and spending hours each week on DOL-required documentation. Seasonal workforce fluctuations meant onboarding 40+ employees at the start of each project phase with paper forms and manual data entry.
Certified payroll reports now come out clean, WC classifications are correct across all trades, and digital onboarding processes seasonal crews in hours. The company stays audit-ready in every state where it operates.
"We used to spend an entire day on certified payroll for one project. Now it runs automatically."
The regulations we handle for you. Open any topic to read more.
Davis-Bacon and state prevailing wage laws require correct wage rates by trade classification, project, and locality. A missed rate can lead to a DOL audit and potential debarment.
How we solve this →Crews move across state lines weekly. Each state has different withholding rules, workers' comp requirements, and registration obligations. Missing one puts you out of compliance in that state.
How we solve this →Construction class codes change by trade, by project, and by employee function. A roofer misclassified as general labor means incorrect premiums and denied claims.
How we solve this →OSHA 300 logs, incident reporting within 8/24 hours, annual summaries, and electronic submissions. Construction has more fatal work injuries than any other industry, and your records need to be accurate.
How we solve this →Headcount can double in spring and halve in winter. Rapid onboarding, seasonal benefits management, and unemployment cost control are constant operational challenges.
How we solve this →The most common questions we get from general contractors, specialty trade owners, and construction company operators.
Yes. Construction companies, from specialty trade subcontractors to multi-state general contractors, use PEOs to manage certified payroll, workers’ comp, multi-state withholding, and employment compliance. The co-employment structure works with union and non-union workforces, prevailing wage jobs, and commercial and residential operations.
Certified payroll requires submitting WH-347 reports showing that every worker on a prevailing wage job was paid the correct wage rate, fringe benefits, and overtime. VertiSource generates WH-347 reports directly from your payroll data, eliminating manual re-entry and calculation errors. Each report is reviewed before submission and archived for DOL audit requests.
Construction workers’ comp requires accurate class code assignment for each employee based on their actual job duties. A framing carpenter carries a different rate than a project manager. We maintain current class codes for all your trades, adjust codes when workers change roles, and run experience modification factor analysis to identify premium reduction opportunities.
Yes. Construction crews frequently cross state lines for projects, creating withholding, registration, and reporting obligations in each state. We handle multi-state withholding calculations, reciprocity agreements, and state-specific new hire reporting for every jurisdiction where your crews work. You don't need to register separately in each state. We manage that process.
OSHA requires construction employers to maintain accurate injury and illness logs (OSHA 300), post annual summaries (OSHA 300A), and file electronic reports for establishments over 20 employees. We maintain your OSHA logs, track recordable incidents, calculate your DART and TRIR rates, and ensure your annual filings are submitted on time. Accurate recordkeeping directly supports your experience modification factor and your ability to bid on safety-conscious projects.
Pick your state on the interactive map to pull up the wage, leave, and pay transparency guides that apply to you.
Open the state map →We run certified payroll, prevailing-wage rates, and multi-state compliance for specialty trade shops and for general contractors with crews in three states. Send us last week's certified payroll and we will check it for errors.
Talk to a Construction HR Specialist → 855-565-8747