We built a whole new kind of prevailing wage benefit plan
Integrate HR, time and attendance, payroll, and more to create a single employee record that’s updated in real time.
Integrate HR, time and attendance, payroll, and more to create a single employee record that’s updated in real time.
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We manage all your core, ancillary and voluntary insurance benefits on one platform. Plus our licensed advisors are available in person, by phone and email.
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HR, Benefits, Time & Attendance, Time Off, and more — every change flows directly into your payroll, keeping earnings, deductions, and taxes up-to-date for you.
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Our cloud-based platform of resources and training modules are supported by live HR experts. Resolve workforce issues, mitigate risks and ensure compliance.
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We make it easy for your employees to clock in/out, view pay stubs or their schedule, while streamlining
the onboarding of new hires and processing employee benefit elections.
Synopsis of the Law:
The intent of State Prevailing Wage Laws is to require that contractors supply their workers on certain public projects with a reasonable hourly wage and benefit level. In keeping, construction and service workers within a particular region will receive similar rates on publicly funded projects. More than 32 states currently support and enforce prevailing wage laws, and are often referred to as Little-Davis-Bacon Acts. Determined by the locality of business, wage rates are set as a result of bargaining agreements or community calculations on the desired rate for a local prevailing wage.
Synopsis of the Law:
The concept of a “living wage” is growing in popularity with municipalities throughout the United States. To date, more than 70 cities and at least 39 states have implemented or are considering some form of living wage requirements. The dominant force of a living wage ordinance is to require contractors, who provide city services, to pay their employees a minimum wage as determined by the local authority. In many cities a fringe benefit is also required. These mandated wage and benefit requirements will vary from city to city and one must be cautious not to infer any uniformity. However, the ordinances of certain cities have been hailed as models for this movement. The growing momentum of the living wage furor may help proponents to extend their policies beyond municipal precincts to cover all employers, not just those with municipal contracts.
“Workforce has saved us over $379,000 at our most recent benefit renewal. They have also handled all of the enrollments and on boarding seamlessly, which has been a great time saver.”
Workforce client since 2015
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> Strategies for Resolving Conflicts Integrated
Unlimited, expert PHR® or SPHR® designated HR consulting are a phone call or email away. Obtain guidance and advice on these critical areas to help mitigate human capital risks. Integrated
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ONE SYSTEM Payroll, time, scheduling and benefits, all inside one system & managed by one team.