Our Services

Our decades of experience make it easy to remain compliant with the requirements of a bona fide benefit plan while designing a retirement program for contractors, owners, supervisory staff, and hourly workers.

• Retirement solutions built with compliance, ease of implementation, administration, and asset maximization in mind
• Specialize in prevailing wage benefit plans, and understand how to leverage contributions to  create dynamic opportunities for owners and highly compensated employees 
• We analyze each contractor’s situation and design a program to maximize every fringe dollar  contributed, from 401(k) to Safe Harbor plans to Profit Sharing and beyond  

Multiple job sites in multiple states, rapid increase or decrease in work force size, multiple employee classes, seasonality, job interruptions, and daunting administrative and compliance burdens are just some of the challenges contractors face. Our solutions are tailored to contractors’ specific operational requirements. 

Contractors Benefit Solutions can provide single source billing, administration, eligibility, and COBRA administration with a single data file transfer, which creates efficiencies that translate to savings. 

We also offer multiple enrollment methods so you’re sure to find an approach that makes sense for you and your employees. 

• Call center
• Web-based portal
• File feed
• Traditional paper enrollment

A SUB Plan is a prevailing wage fringe benefit plan used when you are contracted to a project that is subject to the Davis-Bacon Act and/or State Prevailing Wage Law. It pays your employees when they’re not working or working less than full time. The Plan can pay employees when they have a short work period, which is defined as working less than 40 hours in a week or less than 173 hours in a month.

Short work periods can be caused by layoffs, bad weather, illness, lack of work, equipment down time or any number of reasons.

• “Money Now” Prevailing Wage Benefit
• Provides employees immediate cash during slower periods or between jobs
• Seamless administration and employee reporting 

An HRA is an employer-funded benefit plan that reimburses employees out-of-pocket medical expenses and health insurance premiums. 

Designed to provide financial support for healthcare costs, HRA's offer tax advantages for both employers and employees. Employers contribute a set amount to each employees account, which can be used to cover eligible healthcare expenses. Unused funds may roll over year to year, depending on the plans specifics. 

HRA's are a valuable tool in managing healthcare costs while promoting employee wellness.

An LSA is considered a cash equivalent benefit that is fully funded by the employer, utilizing the fringe rate in determining the amount to pay into the account and what lifestyle benefits are covered. 

Designed with the Department of Labor's prevailing wage laws in mind, the LSA is a Lifestyle Savings Account that helps employers who perform services on public projects. 

Benefits of LSA Include:

• Cash deposited to debit card.
• Employees are 100% vested.
• Employees can participate immediately.
• Contributions are irrevocably contributed for the benefit of the employee.
• Contributions are tax-deductible to the corporation.

*Available in most states*

Hour banking supports both contractors and employees, helping contractors avoid overpayment of health and specialty benefit premiums and providing employees extended coverage during work stoppages. 

• Employees accumulate premium credits for excess hours worked.
• The possibility of ineligibility under traditional programs is eliminated.
• Employees are protected during layoffs.
• Employees may bank up to seven months of benefits.
• Employers pay for actual hours worked, which prevents over payment of premium. 

One of the greatest challenges for open shop government contractors is managing the paperwork around compliance, healthcare reform, fringe benefits, and taxes. The rules and regulations are numerous and constantly changing and compliance can involve hours of time.

With years of experience analyzing government contractors’ needs and creating and implementing customized retirement and health plans, we are able to offer a complete solution for prevailing wage workers. 

Did you know that allocating the fringe amount to a bona fide benefits plan can result in significant savings in payroll taxes and workers compensation insurance? These efficiencies can be the difference between winning and losing government contracts. 

We help construction contractors: 

• Stay compliant with government regulations such as the Davis Bacon Act (federal & state  levels), local wage ordinances, ERISA and the Affordable Care Act 
• Pay the fringe as bona fide benefits to cut payroll tax burden
• Maximize owner contributions to retirement accounts
• Offer quality health, dental, vision and life insurance benefits 

For companies competing for Service Contract Act jobs, there are endless challenges around
compliance, healthcare reform, fringe benefits, and taxes. From the Service Contract Act to local
prevailing wage laws to the Affordable Care Act (ACA), the rules and regulations are numerous and always changing. Non-compliance is always top of mind.

We help service contractors:

•  Stay compliant with government regulations such as the Service Contract Act, local wage  ordinances, ERISA and the Affordable Care Act 
• Pay the fringe as bona fide benefits to cut payroll tax burden
• Maximize owner contributions to retirement accounts
• Offer quality health, dental, vision and life insurance benefits
• Stabilize health benefits between jobs or during work stoppage or layoffs
• Enjoy seamless administration of benefits programs
• Mitigate their fiduciary and cash flow risk