Managed Payroll · Energy & Field Operations
Per diem tax treatment under IRS accountable plan rules, multi-state and multi-country field crew registrations, certified payroll on government energy infrastructure contracts, and shift differential and hazard pay, all handled correctly. BEG manages it at $25-$45 per employee per month, all-inclusive. No migration required.
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TL;DR
Energy company payroll has to get per diem tax treatment, multi-state field crew registrations, certified payroll on government contracts, and shift or hazard pay right at the same time. BEG manages all of it at $25-$45 PEPM, all-inclusive, live in 3-5 business days with no migration required.
Why Energy Payroll Is Different
Field crews that move between states and sites create per diem tax questions, registration complexity, and prevailing wage requirements that most payroll vendors are not built to track.
Who We Manage Payroll For
Per diem configured under IRS accountable plan rules, multi-state and multi-country registrations, and correct tax treatment for crews rotating across job sites.
Shift differential pay, hazard pay, and rotating-shift schedules calculated and included in the regular rate for accurate overtime.
Davis-Bacon prevailing wage rates applied by craft classification, with weekly certified payroll reports prepared and filed on schedule.
Standard multi-state payroll for office and administrative teams, consolidated with field payroll under one managed engagement.
How It Works
We map your field crew footprint, per diem practices, government contract exposure, and shift pay structures. You get a fixed monthly cost before we start.
We configure accountable-plan per diem, multi-state registrations, certified payroll reporting where required, and shift differential calculations. No migration required.
Every pay cycle, every state filing, every certified payroll report, and every year-end W-2, fully managed by BEG. Your project managers touch nothing.
What BEG Handles
BEG structures per diem and field-site pay to meet the IRS accountable plan requirements: a documented business connection to actual travel, adequate substantiation, and return of any excess advance. Per diem that meets these requirements stays excludable from taxable wages. We configure the tracking and documentation so your field per diem is defensible if the IRS ever asks.
BEG manages the state withholding, state unemployment insurance, and new hire reporting registrations triggered every time a crew works a project in a new state, and applies reciprocity agreements correctly to avoid dual withholding on the same wages. For crews with cross-border work, we scope the applicable tax treaty and payroll structure before the assignment begins.
For projects covered by the Davis-Bacon Act, BEG applies the correct prevailing wage rate by craft classification and locality, and prepares and files the weekly certified payroll report required to keep contract payments moving. We track fringe benefit credit calculations and classification changes as workers move between tasks on the same project.
Field and plant staff working night shifts, rotating schedules, or hazardous-condition assignments often earn shift differentials or hazard pay on top of base wages. BEG folds these non-discretionary premiums into the regular rate for overtime purposes for non-exempt staff, so overtime pay reflects the full compensation the employee actually earned that period, not just base hourly pay.
What You Get
Common objection: "Our project accounting is tied into our current payroll setup."
BEG does not require you to change platforms. We operate as your managed payroll team inside your current system. If you want to move to isolved for a platform that handles multi-state field crews and certified payroll natively, we can manage that transition -- but it is never a requirement.
Common objection: "Every state registration and certified payroll report used to be a separate line-item charge."
The $25-$45 PEPM rate covers everything: per diem administration, multi-state registrations, certified payroll reporting, shift and hazard pay calculations, state filings, and year-end W-2s. One number, everything included.
Common objection: "We call our payroll company and they have no idea what certified payroll is."
Your BEG payroll specialist is your ongoing contact, not a call center that has to look up Davis-Bacon requirements. When a crew moves to a new state, when a contract requires certified payroll, or when per diem needs to be reviewed, one message to your BEG contact gets it explained and handled.
Getting Started
15 minutes. We map your field crew footprint, per diem practices, and government contract exposure, and give you a fixed monthly price.
Agreement signed, system access granted, per diem policy and contract documentation reviewed.
Accountable-plan per diem, multi-state registrations, and certified payroll reporting configured in your existing system.
Your first fully managed energy payroll run, including any certified payroll submission due that cycle.
The Math on Waiting
When per diem does not meet accountable plan requirements, the IRS treats it as supplemental taxable wages retroactively for the period in question, which means back employment taxes, penalties, and interest on every affected payment once discovered. Getting the accountable plan documentation right from the first per diem payment costs nothing extra and eliminates that exposure entirely.
Your Next Transition Window
BEG transitions take 30-60 days. Energy companies that get per diem, registrations, and certified payroll reporting right before the next project starts avoid carrying compliance gaps into new states and new contracts.
15 minutes. We scope your field crew footprint, per diem practices, and contract requirements, and give you a fixed monthly cost.
FAQ
We structure per diem under IRS accountable plan rules: a documented business connection to actual travel status, substantiation of the expense, and return of any excess advance. Per diem meeting these requirements stays excludable from taxable wages. Flat per diem paid without these elements is treated as taxable supplemental wages.
We register for state withholding, state unemployment insurance, and new hire reporting in every state a crew works, and apply reciprocity agreements correctly to avoid dual withholding on the same wages. For crews with cross-border assignments, we scope the applicable tax treatment before mobilization.
Yes. We apply the correct prevailing wage rate by craft classification and locality on covered federal contracts, and prepare and file the weekly certified payroll report required to keep contract payments on schedule.
Non-discretionary shift differentials and hazard pay are included in the regular rate of pay before calculating overtime for non-exempt employees, per federal wage and hour rules. We configure this so overtime reflects full compensation earned, not just base hourly pay.
No. BEG operates as your managed payroll team inside your existing system. Migration is an option, never a requirement.
Everything: per diem administration, multi-state registrations, certified payroll reporting, shift and hazard pay calculations, state filings, year-end W-2s, and BEG support.
From signed agreement to live payroll: 3-5 business days. We configure per diem, multi-state registrations, and certified payroll reporting in your existing system. If a certified payroll submission is due during onboarding, we prioritize that configuration first.
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