Managed Payroll · Government Contractors

Certified payroll and prevailing wage compliance is not optional. We make sure you never miss a filing.

Davis-Bacon Act prevailing wage requirements, certified payroll reporting on WH-347, fringe benefit tracking by trade classification, DOL audit risk, and multi-state federal project sites create a payroll compliance burden that most contractors either manage poorly or pay a consultant to handle. BEG manages all of it at $25-$45 per employee per month - fully managed, no migration required.

See your exact monthly & annual price - no call required

Certified payrollWH-347 reporting managed every pay period

Davis-BaconPrevailing wage and fringe benefit compliance included

DOL audit-readyRecords maintained to withstand DOL review

The Cost of Getting It Wrong

What does certified payroll non-compliance actually cost a government contractor?

Contract loss

Davis-Bacon violations can result in debarment from federal contracting for up to three years

Debarment from federal contracting programs is an existential event for a contractor whose revenue depends on government work. BEG manages Davis-Bacon compliance and certified payroll reporting so that risk is eliminated from your operations.

Back wages

Underpaying prevailing wage rates creates back-wage liability for every hour worked on the contract

The DOL can recover back wages for every worker underpaid on a federal contract, plus interest and penalties. On a multi-year contract with 30+ workers, the liability adds up quickly. Prevailing wage rates must match the correct trade classification - getting the classification wrong is one of the most common errors.

WH-347 burden

Weekly certified payroll reports (WH-347) must be accurate, complete, and filed on time - every pay period

Certified payroll reporting is not a quarterly obligation - it is weekly. Every pay period, WH-347 forms documenting worker classifications, hours, wages, and fringe benefits must be submitted to the contracting agency. Missing or inaccurate submissions are a compliance violation.

How It Works

Three steps to fully managed certified payroll

Scope review

We map your active government contracts, trade classifications, prevailing wage schedules, fringe benefit structures, and multi-state project site footprint. You get a fixed monthly cost with no surprises.

Setup and first cycle

We configure prevailing wage rates by trade classification, set up WH-347 reporting, establish fringe benefit calculations, and run your first certified payroll cycle alongside your existing process for verification.

Ongoing managed service

Every certified payroll submission, every WH-347 filing, every prevailing wage rate update - fully managed by BEG. Your team reviews and approves before submission.

What BEG Handles

Government contractor payroll complexity - fully covered

✓Certified payroll submissions (WH-347) prepared and filed every pay period for each contract

✓Davis-Bacon Act prevailing wage tracking by trade classification and project location

✓McNamara-O'Hara Service Contract Act (SCA) compliance for federal service contractors

✓Fringe benefit calculations - health, pension, and vacation benefit credits by classification

✓Multi-state prevailing wage compliance for contractors working federal sites across state lines

✓DOL audit preparation: payroll records maintained to withstand wage and hour review

✓Trade classification review to ensure workers are classified to the correct prevailing wage rate

✓Prevailing wage schedule updates when DOL publishes revised wage determinations

✓Subcontractor certified payroll coordination and compliance review

✓Year-end W-2 preparation for all trade workers including fringe benefit components

Side by Side

BEG Managed Payroll vs. In-House vs. Generic Software

Factor	BEG Managed	In-House Hire	Generic Software
WH-347 certified payroll filing	Fully managed	Included but time-consuming	Add-on module required
Davis-Bacon prevailing wage tracking	Included	Varies by hire expertise	Not built in
Fringe benefit calculations by trade	Included	Complex manual process	You configure it
DOL audit record maintenance	Managed	Depends on process quality	You maintain it
Prevailing wage schedule updates	Automatic	Must track manually	Manual update
Multi-state federal project compliance	Included	May need outside counsel	You manage it
Monthly cost (40 workers)	$1,000-$1,800	$5,800-$8,300	$600-$1,200 + risk

The Stakes of Non-Compliance

A certified payroll error on a federal contract is not a clerical mistake. It is a DOL matter.

Government contractors that manage certified payroll internally - without dedicated expertise - are running one missed filing or one incorrect wage classification away from back-wage liability, penalty assessments, or debarment proceedings. BEG removes that risk at a fraction of the cost of an in-house certified payroll specialist.

Your Next Transition Window

The best time to transition is before your next contract award - not after one is already in flight.

Payroll transitions take 30-60 days. Government contractors that set up managed payroll before a new contract award can start the contract with compliant certified payroll from day one. Contractors that wait add compliance risk from the first pay period of a new engagement.

15 minutes. We scope your contracts and workforce, give you a fixed monthly cost, and show you what compliant certified payroll looks like. Pricing starts at $25 PEPM.

Explore More

More managed payroll resources

Managed Payroll OverviewHow BEG fully managed payroll works for any industry.Home Services PayrollField crew payroll for HVAC, plumbing, electrical, and landscaping companies.Property Management PayrollResident manager housing allowances, commission, and multi-property payroll.

FAQ

Common questions from government contractors

What is certified payroll and why is it required?

Certified payroll is a weekly report (WH-347) that federal contractors and subcontractors on Davis-Bacon covered projects must file with the contracting agency. The report documents each worker's name, trade classification, hours worked, wage rate, fringe benefits, and deductions. The report must be signed under penalty of perjury by a company officer. BEG prepares and files WH-347 every pay period for all covered contracts.

What is the Davis-Bacon Act and who does it apply to?

The Davis-Bacon Act requires contractors and subcontractors on federal construction contracts over $2,000 to pay workers the locally prevailing wages and fringe benefits for the trade classification performed on the project. Prevailing wage rates are published by DOL as wage determinations and vary by county, project type, and trade. BEG tracks the applicable wage determination for each contract and ensures workers are paid at or above the required rate.

What happens if we get trade classifications wrong?

Misclassifying a worker to a lower-paid trade classification creates back-wage liability for the difference between what was paid and what the correct classification's prevailing wage rate required. The DOL can recover back wages for the life of the contract, plus interest. BEG reviews trade classifications against the applicable wage determination before the first pay cycle to prevent classification errors from compounding over a contract term.

What does $25-$45 PEPM include for a government contractor?

Everything: payroll processing, prevailing wage calculations, WH-347 certified payroll submissions, fringe benefit tracking, multi-state compliance for project sites in multiple states, year-end W-2 preparation, and dedicated BEG support. No per-filing fees, no per-contract surcharges.

Do we need a separate system for certified payroll?

No. BEG manages certified payroll reporting as part of the fully managed payroll service. You do not need to purchase a separate certified payroll module or system. WH-347 preparation and submission are included in the base service.

Does BEG handle the Service Contract Act as well as Davis-Bacon?

Yes. The McNamara-O'Hara Service Contract Act (SCA) applies to federal service contracts over $2,500. Like Davis-Bacon, SCA requires prevailing wages and fringe benefits for covered service employees. BEG manages SCA compliance for covered service contracts alongside Davis-Bacon construction contract payroll.