The average construction crew has three to five different wage rates working simultaneously — foreman, journeyman, apprentice, laborer — plus overtime that kicks in at 40 hours (federal), 8 hours/day (California), or 10 hours/day (four-10 schedules), depending on state and contract. Union projects add fringe benefit calculations per hour for health, pension, vacation, and training funds. Prevailing wage projects require certified payroll reports submitted to the government agency weekly.
The foundation of all of it is accurate time data. Every hour calculation — straight time, overtime, double time, per diem, shift differential — starts with hours worked per day per worker. A construction timesheet app that captures GPS-verified clock-in/clock-out by worker, by day, by project is the input that makes every downstream payroll calculation correct. Garbage in, garbage out — manual timesheets with remembered hours produce payroll errors that generate tax penalties, worker complaints, and workers comp audit adjustments.
Multiple pay rates on one crew: A foreman, two journeymen, and a laborer all working the same hours earn four different rates. Payroll must track each worker's classification and rate individually.
Weekly pay cycle: Most construction contracts and many state laws require weekly pay for construction workers. Biweekly payroll is common in other industries but creates cash flow and compliance issues in construction where workers expect weekly checks.
Overtime complexity: Federal overtime (FLSA) requires 1.5× pay over 40 hours/week. Many states add daily overtime (California: 1.5× over 8 hrs/day, 2× over 12 hrs/day). Some union agreements require overtime after 8 hours on any project. The applicable rule is the most protective one — whichever triggers OT earliest.
Prevailing wage: Public projects (federal Davis-Bacon, state prevailing wage laws) require paying the wage determined by the government for each classification. Certified payroll reports must be submitted weekly.
Union fringe benefits: Union labor requires hourly contributions to health, pension, vacation, and training funds in addition to base wages. Fringe rates vary by local and classification.
Workers compensation classification: Every worker must be assigned the correct workers comp class code — different rates apply to carpenters, ironworkers, roofers, laborers. Misclassification creates premium errors discovered in audits.
Payroll starts with hours. Every other calculation depends on accurate time data by worker, by day, by project.
What the time record must capture for payroll:
Why construction time tracking software beats manual timesheets:
Manual timesheets filled out at end of week are recalled from memory — workers round to the nearest half-hour, forget which project they were on Tuesday, and don't remember whether they left at 4:30 or 5:00. The result is payroll hours that don't match actual work — leading to overpayment, underpayment, and project cost misallocation.
GPS-verified construction time clock app records show:
Disputed time records are resolved by the data, not by conversation. A worker who claims they worked 52 hours when the GPS-verified record shows 47.5 hours doesn't create a payroll argument — they get shown the record. This protection runs both ways: a worker who actually worked 52 hours but whose foreman submitted 47.5 has documented proof for the correction.
Time record export for payroll: Most contractor time tracking software platforms export directly to payroll software (QuickBooks, ADP, Paycom, Procore Workforce) — hours flow in without re-entry. No re-entry means no transcription errors.
Before calculating pay, confirm every worker's classification. Two questions:
The IRS and most state labor departments apply multi-factor tests — no single factor is determinative, but the core question is: does the contractor control how the work is done, or just the result?
Indicators of employee (W-2):
Indicators of independent contractor (1099):
The risk of misclassification: Treating an employee as a 1099 contractor saves the employer the payroll tax match (7.65% of wages) and workers comp premium — but if the classification is wrong, the liability is: back FICA taxes, penalties, interest, back workers comp premiums, potential state labor law violations, and private lawsuits from workers denied benefits. The IRS and state labor departments actively audit construction companies for misclassification.
California AB5: California applies the strictest test — the ABC test. Unless the worker (A) is free from control, (B) performs work outside the usual course of the hiring entity's business, and (C) is engaged in an independently established trade, they're an employee. Most construction workers who work on-site for a GC fail the B test and must be classified as employees.
For employees: assign the correct craft classification — foreman, journeyman carpenter, apprentice carpenter (year 1, 2, 3, 4), laborer, ironworker, etc. Classification determines:
Gross pay = all earnings before deductions.
Regular hours × hourly rate
Example: 40 hours × $28.00/hr = $1,120.00
Federal FLSA: 1.5× regular rate for hours over 40/week
California daily OT (example):
Four-10 overtime: Workers on 4×10 schedules (4 days, 10 hours each) — federal FLSA still requires OT only over 40 hours/week, so a 4×10 schedule has no daily OT under federal law. California applies daily OT regardless of schedule — hours 8–10 on each day are 1.5× under state law.
Construction time keeping software calculates OT automatically based on the applicable rules configured for the project's state. Daily totals flag when a worker crosses into OT territory — the foreman gets an alert before overtime accumulates, not after.
On federally funded projects (Davis-Bacon Act) and many state public projects, wages must meet the wage determination for the project's county and each worker's classification.
The wage determination specifies:
Example Davis-Bacon carpenter rate (illustrative):
If the employer provides no fringe benefits plan, the full $18.40/hr fringe is paid as cash on top of the base wage — total cash wage = $59.65/hr.
If the employer provides health insurance, pension, and vacation contributions meeting or exceeding the fringe rates, the cash wage remains $41.25/hr.
Overtime on prevailing wage: OT is calculated on the basic rate only under Davis-Bacon (not the fringe). OT rate = (basic rate × 1.5). Fringe continues at the regular rate for OT hours.
Federal income tax: Calculated per IRS withholding tables based on the employee's W-4 filing status and allowances. Use IRS Publication 15-T.
State income tax: Per state withholding tables. No income tax in: TX, FL, NV, WA, WY, SD, AK, TN (investment income only).
Employee FICA:
Voluntary deductions:
Employer FICA match:
Federal Unemployment Tax (FUTA):
State Unemployment Tax (SUTA):
Workers compensation premium:
Total employer cost per hour (the fully burdened labor rate):
Base wage: $28.00 FICA employer: $2.14 (7.65%) FUTA/SUTA: $0.40 (est.) Workers comp ($12/$100): $3.36 Health insurance: $4.50 Other benefits: $1.00 ------ Fully burdened rate: $39.40/hr This is the number that goes into job cost — not the $28.00 base wage.
Union construction payroll adds fringe benefit remittance on top of standard payroll.
Per-hour fringe contributions are specified in the collective bargaining agreement (CBA) by local and classification:
|
Fringe Fund |
Rate Example |
|---|---|
|
Health & Welfare |
$9.20/hr |
|
Pension |
$6.15/hr |
|
Annuity |
$2.50/hr |
|
Vacation / Holiday |
$2.10/hr |
|
Training / Apprenticeship |
$0.95/hr |
|
Industry Fund |
$0.25/hr |
|
Total fringe |
$21.15/hr |
Fringe remittance: Fringe contributions are remitted to the applicable trust funds — separate from payroll tax deposits — typically monthly. The remittance report shows: worker name, classification, hours worked, contributions per fund. Late remittance triggers interest and penalties under ERISA.
Union dues check-off: Union workers authorize the employer to deduct union dues from wages and remit directly to the union. The authorization must be in writing (LMRA Section 302). Dues check-off is a payroll deduction, not an employer contribution.
Certified payroll on union projects: Union prevailing wage projects require certified payroll showing base wage + all fringes. The certified payroll verifies the total package (base + fringe) meets or exceeds the prevailing wage determination.
Certified payroll is a weekly payroll report submitted to the contracting agency on all Davis-Bacon and state prevailing wage projects.
WH-347 (federal form):
Columns: A: Name and address of worker B: Social Security Number (last 4 digits on public version) C: Work classifications D: Hours worked each day (Mon–Sun) E: Total hours F: Rate of pay (basic rate + fringe) G: Gross amount earned H: Deductions (FICA, income tax, other) I: Net wages paid Signed Statement of Compliance: The contractor (or authorized officer) certifies under penalty of perjury that the information is correct and complete, that each worker has been paid the wages shown, and that the workers comp information is accurate.
Submission: Most federal agencies and state departments now accept electronic certified payroll via LCP Tracker, eMars, or agency-specific portals. Paper WH-347 is still accepted on some projects.
Construction employee time tracking app exports for certified payroll: Most certified payroll software integrates with time tracking platforms — GPS-verified daily hours by worker import directly, eliminating manual re-entry. The time tracking for construction workers record is the source of truth for the daily hours column on WH-347.
Retention: Certified payroll records must be retained for 3 years after project completion (Davis-Bacon) — many states require longer.
Workers comp premiums are calculated on payroll — which means the workers comp carrier audits your payroll annually to confirm the premium was correct.
What the audit checks:
Construction time sheet app by cost code produces a payroll report by worker classification — exactly what the WC audit requests. When time records are organized by cost code and worker type, the classification breakdown is already done before the auditor asks for it.
Tips for minimizing WC premium:
Paying weekly vs. biweekly without checking state law Many states require weekly pay for construction workers — California, New York, Massachusetts, and others. Biweekly payroll on a weekly-pay-required project creates labor law exposure.
Miscalculating OT on multiple pay rates When a worker earns two different rates in the same week (morning on straight-time work, afternoon on prevailing wage work), OT is calculated on the weighted average regular rate — not just the rate earned when OT hours were worked. This calculation is frequently wrong.
Not remitting fringe funds on OT hours Some employers pay fringe only on straight-time hours. Unless the CBA specifies otherwise, fringe contributions are due on all hours including overtime.
Treating seasonal employees as 1099 Workers who return seasonally are employees — not contractors — if the classification factors point that way. Seasonal employment doesn't create contractor status.
Losing certified payroll records A 3-year retention requirement for federal prevailing wage records is a minimum. Keep digital copies — paper records in a job trailer are at risk from weather, fire, and job site conditions.
Missing payroll tax deposit deadlines IRS deposit schedule: semi-weekly depositors (accumulated liability > $50,000 in lookback period) must deposit by Wednesday for paychecks on Wed-Fri and by Friday for paychecks on Sat-Tue. Late deposits trigger penalties of 2–15% of the deposit amount.
Contractors comparing tools can review the TaskTag vs CompanyCam comparison to see how TaskTag supports construction teams beyond photo storage.
You can also read how Holdfast improved client communication and how ISC streamlined material deliveries using TaskTag.
If your team is ready to improve field documentation, payroll visibility, and project communication, you can start your free TaskTag account or review TaskTag pricing plans.
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