We handle shift differentials, union dues, OSHA 300s, and shop-floor comp for your plants. Payroll runs at 4 AM, same as your line.
$165K
OSHA willful/repeat violation max (2026)
All 50
States supported for multi-shift payroll + WC class coding
4 mo
B.K.'s plant safety turnaround. 50-employee Utah manufacturer
OSHA Recordkeeping
Our compliance team owns your OSHA 300 log tracking, 301 incident docs, 300A summaries, and electronic deadlines so the plant stays inspection-ready every day.
100% of OSHA 300 logs, 301 reports, and 300A submissions filed clean across every plant in the client base.
What it can cost OSHA recordkeeping max: $16,550/violation; repeat: up to $165,514. One missed OSHA 300 line entry = one violation.
In practice "After two recordables, our insurer threatened non-renewal. Rick spent a week on-site rebuilding the safety program, and we renewed with a 12% credit instead." H.K., Operations Director, 75-employee Ogden manufacturer
Multi-Shift Payroll
Shift differentials, holiday pay, overtime thresholds, and multi-state withholding run automatically across every plant on a single consolidated payroll platform.
Payroll accuracy tracked across every shift, plant, and pay cycle after migration.
What it can cost FLSA collective actions average $500K+ in settlement. Shift-differential miscalculations stack per-pay-period per-employee.
Plant-Floor Workers' Comp
We assign correct class codes by actual job function, manage claims aggressively, and run return-to-work programs that drive your experience mod down year over year.
Every class code audited against actual function. Every claim tracked to closure by your specialist.
What it can cost High-hazard manufacturing class codes run $6–$14 per $100 of payroll. One open claim can push your EMR above 1.25, triggering 18–35% premium surcharges at renewal.
In practice "Four months in, the premium hit and our shop floor was actually safer." B.K., Plant Manager, 50-employee Utah manufacturer
Union & CBA Payroll
CBA pay scales, seniority tracking, step-rate progressions, grievance docs, and union reporting run alongside non-union payroll on a single dual-track system.
Zero CBA compliance gaps across every union/non-union dual-track payroll in the client base.
What it can cost An unfair-labor-practice (ULP) finding can bring reinstatement, back pay, and an NLRB board order.
Production Ramp-Up
Digital I-9 verification, safety acknowledgments, equipment certifications, and benefits enrollment scale from 5 hires to 50 without adding HR headcount.
4-hour new-hire processing during production ramp-ups. Every I-9, safety ack, and equipment cert logged before clock-in.
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. Offboarding mistakes can push your SUTA rate up 1%, which is $10K/year on $1M of taxable wages.
Skilled Operator Retention
We shop medical, 401(k), and shift-worker-friendly enrollment across all carriers so mid-size plants compete for CNC operators and inspectors against the giants.
100% of medical, 401(k), and shift-worker enrollment administered in-house, with carriers shopped on your behalf.
What it can cost Cost of replacing one skilled manufacturing hire: $12K–$25K fully loaded. At 40% annual turnover on 75 employees: $450K+/year.
BUILT-IN BENEFIT · ZERO EMPLOYER COST
Shift workers, forklift operators, line leads, and maintenance techs are your production line. ZayZoon helps you keep them, with up to 29% lower turnover and 2x more job applicants when earned wage access is part of your hiring pitch.
A multi-site manufacturer with 380 employees across 4 plants was running manual payroll with different processes at each location. OSHA citation risk was growing due to inconsistent recordkeeping, and 18% annual turnover was draining productivity and driving up recruitment costs.
"Our last OSHA inspection took 90 minutes and they found zero violations. Before VertiSource, those visits would shut us down for a full day."
The regulations we handle for you. Open any topic to read more.
OSHA 300 logs, incident reporting, lockout/tagout compliance, and safety training documentation. Manufacturing draws frequent inspections, and one missed record means citations and fines.
How we solve this →First shift, second shift, third shift, overtime rules, shift differentials, and multiple plant locations. Payroll complexity multiplies with every schedule variation and facility.
How we solve this →Machine operators, forklift drivers, and assembly line workers carry high-risk class codes. Misclassification means overpaying premiums or denied claims when injuries happen.
How we solve this →Managing CBA obligations alongside at-will employees, tracking seniority rules, grievance procedures, and maintaining separate benefits structures under one roof.
How we solve this →Production surges mean onboarding dozens of temporary workers fast. I-9 verification, safety certifications, equipment training records, and benefits eligibility all need to be tracked.
How we solve this →Manufacturing turnover averages above 30%. Competing for skilled machinists, CNC operators, and quality inspectors requires competitive benefits and a retention strategy that goes beyond paychecks.
How we solve this →The most common questions we get from plant managers, COOs, and manufacturing owners running multi-shift operations.
Manufacturers are held to strict OSHA recordkeeping requirements: OSHA 300, 300A, and 301 logs, electronic submission for establishments over 20 employees, and incident root-cause documentation. We maintain your OSHA logs, track recordable injuries, calculate your DART and TRIR rates, and prepare your annual 300A posting. When an OSHA inspector shows up unannounced, your logs are up to date.
Yes. Multi-shift payroll is one of the most common reasons manufacturers call us. We handle shift differentials (second-shift, third-shift, weekend premiums), pyramid overtime, California daily OT, seventh-consecutive-day rules, and blended rate calculations for employees who move between shifts or pay codes inside a single workweek. Every rule is enforced in the time system before pay even hits payroll.
Manufacturing carries some of the most nuanced class codes in workers' comp. A press operator, a warehouse picker, a forklift driver, a maintenance tech, and a QA inspector can all sit under different codes inside the same plant. We map every role to the correct workers' comp class code, move codes when employees change duties, and review your experience mod annually to flag premium reduction opportunities.
It depends on how the allowance is structured. Reimbursements under an accountable plan (employee submits receipts, returns unused amounts) are non-taxable. Flat cash stipends paid without substantiation are treated as wages and must be added to Box 1, subject to FICA and withholding. Company-provided PPE used on-site is generally not taxable. We help you structure tool and uniform programs as accountable plans so the same dollar goes further for both the employee and your payroll tax bill.
Workers dispatched through a staffing agency typically stay on the agency's payroll, W-2, and workers' comp. We help you document the co-employment boundary clearly so the agency carries the employment risk, not you. If you later convert a temp to a direct hire, we onboard them into your VSHR payroll, benefits, and workers' comp in days and make sure tenure and ACA tracking start on day one.
Yes. Shift differentials (flat dollar or percent premium for second, third, and weekend shifts), lead-person premiums, hazard pay, and temporary upgrade pay are all rule-driven inside the time and attendance system. Once an employee clocks into a qualifying shift, the premium attaches to those hours automatically and flows through to regular-rate-of-pay overtime calculations. No supervisor math, no spreadsheet adjustments at the end of the week.
Yes. We support non-union shops, union shops, and mixed workforces where one facility is organized and another is not. For union employees we handle CBA-specific wage scales, step increases, union dues deductions, pension and health-and-welfare remittances, and certified reports to the fund administrators. For non-union employees we run standard PEO services (benefits, workers' comp, compliance) without the contract obligations, in the same payroll run.
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 OSHA compliance, multi-shift payroll, and workers' comp that reflects your actual loss history, for a single plant or a multi-site manufacturer. Tell us how your shifts are set up and a specialist will walk you through the payroll setup.
Talk to a Manufacturing Specialist → 855-565-8747