Most contractors assume their payroll exposure ends where their own employees begin. Under the updated Davis-Bacon Act regulations, that assumption is wrong — and it's costing contractors across New York, New Jersey, and Pennsylvania contracts, cash, and their spot on the federal bid list.

Most union contractors running public jobs in NY, NJ, and PA treat certified payroll and union payroll as the same obligation. They're not — and one wrong fringe rate, one late WH-347, or one misclassified worker can trigger a DOL audit, back-pay orders, or debarment from public work. Here's what every union contractor needs to know before it costs them a contract.

Why Most Contractors Are Using the Wrong Payroll System (And How It's Costing Them)

Union Contractors, Union Funds Are Reconciling Now. Are You?

Contractors are outsourcing payroll because compliance gets tighter, tax mistakes are expensive and software creates more work.

Union payroll and certified payroll aren't the same thing. When they overlap on public works projects, contractors get buried in compliance chaos.

Union, M/WBE, and DBE contractors across NY/NJ are winning PLA/Public Works bids - then losing time and margin to payroll complexity. We fix that.

We map your real rules—rates, fringe, classifications, apprentice ratios, union remittances—so time, cost codes, and reports line up the first time.

Navigating payroll compliance in New York, New Jersey, and Pennsylvania states just got tougher!

My Construction Payroll has a proven Construction Payroll Structure that works with ALL State and Federal Agencies. Have you ever...

When Outsourcing Union Payroll to My Construction Payroll, we combine fringe trust management with sophisticated certified payroll...