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.
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.
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.
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.
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:
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:
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