Customers

Built for government service contractors and the crews they keep

Our service contract clients run janitorial and custodial work, food service, security and guard services, grounds and facilities maintenance, base operations, warehousing, healthcare support, call centers and IT services. They tend to carry larger hourly headcounts across multiple sites and states, and their contracts run for years with an option-year cycle and a recompete at the end. Where construction contractors lean toward retirement, this side of the business is health-benefit driven, because the health and welfare obligation is what the wage determination is written around.

Health and welfare, annualization and paid leave.

The health and welfare rate is owed on every hour paid, including vacation and holiday hours, and part-time employees have to be annualized so the benefit cost per hour is calculated correctly. Vacation accrual, holiday obligations and Executive Order paid sick leave sit alongside it, and these are the details SCA audits turn on. Revised wage determinations, price adjustments and successorship move the numbers mid-contract, and we adjust the plan and the reporting as they change.

We help service contractors:

Satisfy the Service Contract Act health and welfare obligation with bona fide benefits

Annualize part-time and variable-hour employees correctly

Account for vacation accrual, holiday and Executive Order paid sick leave obligations

Adjust plans when wage determinations are revised at an option year

Administer multiple sites and contracts from one portal, integrated with payroll or HRIS

Direct fringe beyond the health obligation into the retirement plan

Across the life of a contract

The obligation changes every year. The plan changes with it.

Proposal

Price the health and welfare rate into your bid as a bona fide plan.

Award

Enroll the crew, annualize part-time hours, set up reporting.

Option year

Revised wage determination, adjusted plan, documented change.

Mid-contract

Price adjustments, new sites and added classifications absorbed.

Recompete

A cost per hour you can defend and a crew you already trained.

Where the obligation goes

Health benefits first, retirement on top

Most service contractors direct the bulk of the health and welfare obligation into medical, dental, vision and life coverage, which is what employees notice and what keeps a trained crew in place through a recompete. Whatever remains after the health package is funded can go into the retirement plan, and paid leave obligations are tracked alongside both.

A typical allocation

Health benefits

Retirement

Medical, dental, vision and life. Bona fide coverage that satisfies the health and welfare obligation on every hour paid.

Retirement. The balance of the obligation goes into the plan, with contributions credited by hour.

Paid leave. Vacation, holiday and Executive Order sick leave tracked and documented alongside it.