Managed Payroll · Security
24/7 guard scheduling, shift differentials, SCA compliance for federal contracts, and year-end W-2 volume for large guard workforces. BEG manages all of it at $25-$45 per employee per month. No migration required.
See your exact monthly & annual price - no call required
The Cost of Running It Yourself
How It Works
We map your guard workforce, shift structure, contract types, and any SCA-covered federal assignments. You get a fixed monthly cost before anything changes.
We configure shift differential pay rates, SCA Wage Determination rates, overtime rules, and benefit tracking for part-time guards. No migration required. We work in your existing system.
Every pay cycle, every SCA filing, every quarterly tax deposit, and every year-end W-2 for your full guard roster. Fully managed by BEG. Your operations team touches nothing.
What BEG Handles
Security companies routinely pay night differentials, weekend differentials, and holiday premiums on top of base guard wages. These differentials must be included in the regular rate of pay when calculating overtime under the FLSA, which means a guard working a night-differential shift who also goes into overtime cannot simply use their base hourly rate for the time-and-a-half calculation. BEG configures shift differential rates for each post assignment and handles the blended regular rate calculation for overtime weeks automatically, eliminating the manual math that causes most security payroll errors.
Security companies holding contracts to guard federal facilities, government buildings, or federally-funded sites are subject to the McNamara-O'Hara Service Contract Act. The SCA requires guards to be paid the prevailing wage rate and fringe benefit rate specified in the Wage Determination issued for the contract location. Wage Determinations vary by locality and are periodically updated. BEG tracks the applicable Wage Determination for each federal contract, applies the correct prevailing wage to covered guards, and manages the fringe benefit rate (either through qualifying benefits or as additional cash to guards who do not receive those benefits) to keep you in compliance with contract terms and Department of Labor requirements.
Security guard overtime is complex because guards frequently work irregular schedules, fill in for absent colleagues on short notice, and may cover posts at different pay rates within the same workweek. The FLSA requires overtime to be calculated on total hours worked in the workweek across all assignments, using a weighted average rate when multiple pay rates apply. BEG calculates overtime correctly across variable hours and multi-rate workweeks, ensuring compliance with FLSA and any state overtime rules that apply to your guard workforce.
Security companies with large guard workforces produce high W-2 volumes at year-end, often with a significant number of former employees who worked briefly during the year. Locating former employees for W-2 delivery, managing returned mail, and correcting W-2 errors before filing deadlines consumes significant administrative time. BEG manages your entire year-end W-2 process, including production, delivery, returned mail follow-up, and any corrections required before IRS and state filing deadlines.
Security companies often employ a mix of full-time guards who receive benefits and part-time guards who do not. ACA employer mandate compliance requires tracking hours for all employees to determine benefit eligibility during the applicable measurement period. BEG tracks hours for both full-time and part-time guards to support ACA compliance, manages benefit deductions for eligible employees, and handles SCA fringe benefit rate conversions for guards on covered federal contracts.
Comparison
| Capability | BEG Managed | In-House | Software Only |
|---|---|---|---|
| Shift differential + overtime blended rate | ✓ | High error risk | Partial |
| SCA Wage Determination compliance | ✓ | Requires expertise | ✗ |
| Multi-rate overtime calculations | ✓ | Manual calculation risk | Partial |
| High-volume W-2 management | ✓ | Staff-time heavy | Self-service |
| ACA hours tracking for part-time guards | ✓ | Compliance risk | Self-service |
| Year-end W-2 production | ✓ | ✓ | Self-service |
| No migration required | ✓ | N/A | Migration often required |
| Fixed all-inclusive monthly cost | ✓ | ✗ | ✗ |
The Math on Waiting
Security companies that lose federal guard contracts due to SCA violations lose the entire contract, not just the non-compliant portion. Back pay obligations, debarment from future federal contracting, and reputational damage with contracting officers are all real outcomes of SCA mismanagement. Getting it right from the start costs far less than remediation after a complaint or audit.
Your Next Transition Window
BEG transitions take 30-60 days. If you have a contract renewal or new federal assignment coming up, now is the time to get your payroll structure right. We scope your setup, identify compliance gaps, and move you to a fully managed process that holds up to any audit.
15 minutes. We scope your payroll, give you a fixed monthly cost, and show you what transition looks like.
FAQ
BEG tracks the applicable Wage Determination for each federal contract, applies the correct prevailing wage to covered guards, and manages the fringe benefit rate for each covered employee. When Wage Determinations are updated, we update the payroll configuration to match before the effective date.
FLSA requires overtime on total hours over 40 in the workweek using a weighted average regular rate when multiple rates apply. BEG calculates the blended regular rate automatically based on actual hours at each rate and applies the correct overtime premium to hours over 40.
No. BEG operates as your managed payroll team inside your existing system. Migration is an option, never a requirement.
Everything: payroll processing, shift differential calculations, SCA compliance, federal and state tax filing, year-end W-2 production, and dedicated BEG support.
Yes. BEG manages state payroll tax registration, remittance, and compliance across all states where you have guards working. We apply state-specific overtime rules and wage laws at each location automatically.
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