Payroll That Just Works — So You Can Get Back to the Job.

Payroll Is Where Construction Books Get Messy

Labor is usually a contractor's biggest cost — and payroll is where the most expensive mistakes hide. Misclassified workers, blown tax deposits, wrong state withholding on a crew that traveled across the line, or labor that never got allocated to the right job. Any one of those can cost you penalties, a bad bid, or a surprise at tax time.

We run payroll as part of your accounting system, not off to the side. Every pay run flows straight into your books and your job costing, so your labor cost per project is right the day you run payroll — not something your bookkeeper reconstructs three weeks later.

Built for Crews, Multi-State, and Bilingual Teams

We handle hourly and salaried crews, certified payroll where prevailing-wage jobs require it, contractor vs. employee classification, and multi-state withholding for teams that work across Georgia, Florida, the Carolinas, and beyond. Direct deposit, pay stubs, quarterly filings (941, state), and year-end W-2s and 1099s are all included.

And because much of the construction workforce is Spanish-speaking, your team can get pay questions answered in English or Spanish — todo el servicio de nómina está disponible en español.

Subcontractor Payments and W-9 Tracking — Handled Before It Bites You

Construction runs on subcontractors, and every one of them is a 1099 waiting to happen. The mistakes are predictable: paying a sub before you have a signed W-9, losing track of who you paid across a busy year, or scrambling every January to chase down tax IDs for 1099s that are already late. We close that gap. We collect and store a signed W-9 from every subcontractor before the first check goes out, track what you pay each one all year, and flag who crosses the 1099 reporting threshold.

At year-end we prepare and file the 1099-NECs — and we run each name and tax ID through IRS TIN matching first, so a wrong ID gets caught before it becomes a CP2100 notice, penalties, or a backup-withholding obligation on that subcontractor. It's the same principle as the rest of our work: get it right during the year so year-end is a formality, not a fire drill.

Employee or Subcontractor? Classify It Right Before Someone Else Does

Worker classification is one of the biggest financial risks in construction. Call someone a 1099 subcontractor who should be a W-2 employee, and you can be on the hook for back payroll taxes, overtime under the Fair Labor Standards Act, workers' comp, and penalties — often years later, triggered by an audit, an injury, or an unemployment claim. The IRS and the Department of Labor both weigh in, and they don't always draw the line the same way.

We help you classify each worker defensibly — based on how the work actually happens, not just what's convenient — and document the reasoning so your payroll holds up if it's ever questioned. Genuine subcontractors flow into the W-9 and 1099 process above; genuine employees go on payroll, correctly, from day one.

Certified Payroll and Prevailing Wage, Without the Paperwork Nightmare

Public and government-funded work comes with Davis-Bacon or state prevailing-wage rules — and the weekly certified payroll reports, fringe-benefit calculations, and work classifications that go with them. Get them wrong and a draw gets held up, or worse. We produce the certified payroll reports these contracts require, calculate prevailing wages and fringes correctly, and keep the documentation audit-ready, so compliance never stalls a payment.