Union & compliance

Public works without the Friday panic.

The WH-347 grind is what happens when certified payroll is reassembled by hand every week. Here the reports come off the same posted payroll the field already entered — a shelf of real public-works reports, not an afternoon in Excel.

Book a walkthroughSee union payroll
01The report shelf

The reports your agencies ask for, already named.

Public works comes with a stack of specific reports, and every one of these runs off posted payroll: Public Works, the Certified Job List, Prevailing Wage Jobs, Employment Utilization, DFEH, Disadvantaged, Local Hire, Labor 1310, the District 36 List, Zip Tier, Scofflaw, and the OCIP Wrap Up Summary of Hours.

They read from the same hours and fringes that cut the checks, so a report is a filter and a format — not a fresh reconciliation you have to stand behind.

FORM LC-01Public-works report shelf — week ending 07/0612 reports
ReportStatus
Public Worksready
Certified Job Listready
Prevailing Wage Jobsready
Employment Utilizationready
DFEHcurrent
Disadvantagedready
Local Hirecurrent
Labor 1310ready
District 36 Listready
Zip Tierready
Scofflawnone
Wrap Up Summary of Hoursready
02Prevailing wage

Prevailing-wage jobs tracked as jobs, not as a spreadsheet.

A job flagged as public works carries its prevailing-wage determination, so the right scale and fringe apply from the first timecard and the Prevailing Wage Jobs report always matches what was paid. DIR registration is tracked against the job — a Jobs Without Registration report surfaces any public-works job missing a current registration before it becomes an audit finding.

03Apprentices

Apprentice compliance you can show, not argue.

Apprentices carry period and step on the ratecard, so their scale and reduced fringe are right on the certified report. The Lone Apprentice and 500 Hour reports answer the ratio and standing questions the DAS asks — pulled from the same hours, not reconstructed from memory when the letter arrives.

04AB 889

What annualization actually asks of a payroll clerk.

Since January 1, 2026, California requires annualization of every fringe benefit across public and private hours, bans frontloading, and gives you 10 days to produce records — $100 per worker per day if you can't.

Annualization, in practice

The credit you may take against the prevailing-wage fringe is your total annual contribution to a plan divided by total annual hours — public and private, not just the public job. Fund a plan across all hours and the per-hour credit on public work drops; the shortfall is owed as cash fringe on the certified payroll. Frontloading — concentrating contributions into public-works weeks to inflate the credit — is what the ban forecloses. So the clerk needs every worker's hours across every job and every contribution per benefit, in one place, to compute the credit and the top-up. That all-hours, per-benefit base already lives here — it is the same ratecard and payroll the checks came from, not four exports stitched together the week the audit lands.

05Cost of the status quo

What the current process costs — before you buy anything.

55 min/ report

Certified payroll assembled by hand — plus 3–5 hr per project each week.

DOL; practitioners

$19.5–45.5K/ yr

Compliance admin across five public projects.

industry data

$85K–947K+ debarment

Davis-Bacon penalty exposure, plus 3-year debarment.

DOL

15–25%of job cost

True job cost that QuickBooks-class books miss.

industry data

Typical specialty-sub net margin runs about 5% — so one compliance failure can equal years of profit. (industry data)

06Enforcement

Built where the enforcement is strictest.

This report shelf exists because the contractor it was built inside runs public works under one of the strictest prevailing- wage enforcement regimes in the country. The reports were not designed to demo well; they were designed to answer a California DLSE request without a scramble.

That is the case for one system rather than a payroll add-on — read why the whole back office belongs together.

07FAQ

Questions the compliance clerk actually asks.

Which agencies and file formats do you support?
The shelf covers the public-works report suite named above, plus export. Exact agency formats vary by project and awarding body, so we walk through the specific ones you file rather than claim a blanket list — bring your last submission and we will map it.
Is WH-347 produced for us?
Not today. WH-347 and state e-file are an open item on the roadmap, and we will not pretend otherwise. What removes most of the WH-347 grind now is that the underlying certified data is already assembled from posted payroll instead of rebuilt by hand each week.
Are you ready for AB 889 annualization?
The all-hours, per-benefit base annualization requires is native — fringes are structured per benefit and hours are tracked across public and private jobs per worker. Bring your plan structures to the walkthrough and we will show the math on your own numbers.
Do you track DIR registration?
Registration is tracked against the job. A Jobs Without Registration report surfaces public-works jobs missing a current registration, so it is caught before the certified payroll goes out — not after an audit letter.
Where does the certified-payroll data come from?
From the field, once. A foreman enters a timecard by job, phase, and workcode; it prices against the union ratecard, posts to payroll, and feeds every report on the shelf. There is no separate certified-payroll data entry to keep in sync.
Is there an audit trail?
Yes. Records move through a draft-and-submit document workflow with role- and project-scoped permissions, so who entered and posted what is on the record — the trail an audit asks for.

Bring your public-works stack.

A prevailing-wage job, an apprentice ratio, an AB 889 plan, and a DLSE request — we will run the report shelf against your own jobs on a walkthrough.

Book a walkthrough

45 minutes on your real workflows. See how pricing works.