Financial Wellness,
BUILT into the fringe.
We partner with TPAs to deliver a DBRA-aligned financial wellness program structured for prevailing wage fringe allocations - administered, documented, with audit-ready reporting for certified payroll.
The problem we solve for you
Fringe dollars are finite. Vendor risk shouldn't be your problem to carry.
Every wage determination leaves a fixed amount of fringe to allocate. When a contractor wants to route part of it toward financial wellness, you're the one who has to answer for whether that credit holds up - a written plan, irrevocable contributions, and a benefit that's actually delivered, not just offered.
We built our program specifically to sit inside that structure: a documented, funded, ongoing benefit that your compliance team can point to, not a loosely-defined perk that becomes a liability in an audit.
$0.10–$0.35*
Typical per-hour range we're allocated
within a total fringe package, alongside
health and retirement benefits
SAMPLE WAGE DETERMINATION - PER HOUR WORKED
Basic hourly rate $XX.00
Health & welfare $X.00
Pension $X.00
Financial Wellness (Sample line item) $0.15*
Total prevailing wage $XX.00/hr
How it works
From wage determination to a benefit workers actually use
Built for your budget
You define the uniform contribution rate per craft, and we structure a service tier to fit inside it.
Plan goes in writing
A funded, written plan document goes to you and the contractor, communicated to every covered worker.
We deliver the benefit
Coaching, debt and credit support, and retirement-readiness sessions run continuously, not as a one-time perk.
You get the paper trail
Utilization records and cost documentation land with you in time for certified payroll reporting.
What's included
A financial wellness benefit built for trades workers, not office staff
1 on 1 financial coaching
Ongoing sessions with workers on budgeting around irregular hours, seasonal layoffs, and per-job pay swings - the actual income pattern of trades work.
Retirement readiness
Financial literacy on navigating existing pension and annuity options, coordinated with the plan's existing retirement fringe.
Debt & credit support
Structured help paying down high-interest debt and rebuilding credit, with progress tracked over the life of the benefit.
Emergency savings coaching
Building a cash buffer that survives the gap between jobs - the single biggest driver of financial stress on this workforce.
Built around the bona fide fringe standard
Structured as an "Other Bona Fide Fringe Benefit" under 29 CFR § 5.29(c)
This is the part TPAs actually get held to. Here's how the program is structured.
Written plan. A plan document is executed and communicated to every covered laborer and mechanic before work begins.
Irrevocable funding. Contributions move to us as a third party, not held back by the contractor as cash on hand.
Continuous benefit. Coaching and support run for the duration of the plan, not a single session used to justify the credit.
Annualization-ready. We track hours and contributions in a format built for the annualization principle across Davis-Bacon and non Davis-Bacon work.
*This describes how our program is structured; it isn't a guarantee that any specific plan will be credited by the Department of Labor or a state agency. We'd recommend reviewing your specific plan structure with your ERISA or prevailing-wage counsel - we're glad to work directly with them.
Adding us as a line item, start to finish
WEEK 1
Scoping call
Review wage determinations and available fringe across your contractor base
WEEK 2
Plan drafted
Written plan and per-craft rate allocation, ready for your and counsel's review.
WEEK 3
Contractor rollout
Worker communication materials and enrollment go out through your existing channels.
ONGOING
Monthly reporting
Utilization and cost documentation delivered on the cycle your payroll reporting needs.
Let's look at your fringe schedule together
Send over a wage determination or two and we'll show you exactly where a financial wellness line item fits - no commitment to start.