What the nation's top primes use for certified payroll reporting and labor compliance management

LCPtracker Professional is a cloud-based system that allows prime contractors to electronically collect and manage certified payrolls, have oversight of compliance across all tiers, and report on workforce goals from one system. Efficiently manage the compliance of all contractors (including lower-tier subcontractors) on your project – all while reducing your administrative costs, enhancing the accuracy of data submitted to awarding bodies, and thereby mitigating the risk of fines and penalties.

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Increase Administrative Efficiency

Collect, view, approve, and reject certified payrolls for all contractors electronically in one centralized, cloud-based system

Reduce Risk of Fines and Failed Audits

Verify data using the system’s validation checks to reduce the risk of penalties associated with inaccurate and incomplete data

Gain Meaningful Insights on Hiring

Generate detailed reports to gain insights on workforce hiring goals, such as local hires, gender, and disadvantaged classifications

Validation Checks

Runs over 90 powerful validation checks, which verify data submitted and flag any errors or omissions

Built-In Standard Reports

Over 100 built-in standard report formats for effortless and insightful reporting on your compliance programs

Workforce Reporting

Workforce demographics tracking and reporting, including EEO, Disadvantaged, Local Hire/Residency, and Workforce Analysis

Payroll Integration

Quick and easy upload of payroll and employee data from various payroll applications into LCPtracker

File Uploads

Upload file formats compatible with government compliance monitoring systems, such as California DIR, Washington L&I, and Maryland CPR

Training and Support

Dedicated project management and support teams to ensure successful implementation and on-going support

Watch a quick video to see how the nation’s top organizations are streamlining their compliance process, reducing costs, and mitigating their risk.

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California

How are wages/fringes met? As a �total package� or individually?

Individually. CA law does not allow for use of credits of Employer Payments to reduce hourly ST or OT wage obligation. Cal. Lab. Code �� 1771 and 1773.1; see WSB Elec., Inc. v. Curry, 88 F.3d 788 (9th Cir. 1996)

How often must employees be paid?

At least twice every calendar month, with some exceptions

At what point is overtime compensation required?

Depends on classification (minimum wage OT after 8, DT after 12), with 4 exceptions (listed in comments)

Disclaimer: The information on LCPtracker�s interactive prevailing wage state map is provided for general informational purposes only. While we strive to maintain accurate and up-to-date data, LCPtracker cannot assure the accuracy, reliability, or availability of the information, as these details are subject to updates. Overtime (OT) and double time (DT) requirements may be subject to additional rules in your state or vary based on contract funding. Users are encouraged to verify all information with the relevant government agencies before making decisions based on the provided data.