Take the guesswork out of certified payroll and manage labor compliance on your projects – all while mitigating your risk of fines and penalties.
Take Control of Payroll, Workforce Goals & Data Security
Collect certified payroll reports from your subcontractors electronically and run system checks to review for errors and potential violations.
Create reports to gain a better understanding of the status of your workforce goals and other project-specific requirements.
Gain deeper insights into your workforce program through customized reports that neatly organize your project’s data.
With FedRAMP® Moderate Rev. 5 Agency Authorization and a “Certified” listing on the FedRAMP Marketplace, LCPtracker Pro meets rigorous federal security requirements. Your documentation and private data are further protected by advanced security protocols, including SOC 2 Type II and NIST 800-171 compliance.
“LCPtracker has allowed us to track not only Davis-Bacon wages and classifications but also dollar values that district residents are being provided on each project.”
“When it comes down to audits, because at some point in time everyone gets audited by one of the governing bodies, that’s a paper process if you don’t have a system like LCPtracker.”
“One of the things that LCPtracker has been able to solve for us is allowing us to monitor attainment of our workforce goals on our contracts and to determine if the contractor is meeting our workforce requirements.”
Cloud-based labor compliance management and workforce reporting solution for primes and agencies.
Dynamic application allowing primes (and their subs) to create daily logs and check the data against certified payrolls.
Mobile-based application for primes and agencies to facilitate wage interviews on the jobsite and check the data against certified payrolls.
See how prime contractors use LCPtracker Pro to simplify certified payroll compliance, manage subcontractor reporting, and reduce administrative workload.
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)
At least twice every calendar month, with some exceptions
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.
