Financial Wellness, built into the fringe.
We partner with TPAs to deliver a bona-fide financial wellness benefit that fills fringe dollars on prevailing wage jobs - administered, documented, and ready for certified payroll.
03
We deliver the benefit
Coaching, debt and credit support, and
retirement-readiness sessions run
continuously, not as a one-time perk.
02
Plan goes in writing
A funded, written plan document goes
to you and the contractor,
communicated to every covered
worker.
04
You get the paper trail
Utilization records and cost
documentation land with you in time
for certified payroll reporting.
WEEK 2
Plan drafted
Written plan and per-craft rate
allocation, ready for your and counsel's
ONGOING
Monthly reporting
Utilization and cost documentation delivered on the cycle your payroll reporting needs.
SAMPLE WAGE DETERMINATION - PER HOUR WORKED
Basic hourly rate $XX.00
Health & welfare $X.00
Pension $X.00
Financial wellness $0.15
Total prevailing wage $XX.00/hr
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.
How it works
From wage
determination to a
benefit workers
actually use
What's included
A financial wellness
benefit built for
trades workers, not
office staff
1:1 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.
$0.10–$0.35
Typical per-hour range we're allocated
within a total fringe package, alongside
health and retirement benefits
Retirement readiness
Plain-language guidance on pension and annuity elections, 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
Designed to meet
DBRA's bona fide
fringe criteria
01
We size the allocation
You tell us the fringe dollars available
per craft and locality. We scope a
program that fits inside it.
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.
Built around the bona fide fringe standard
Adding us as a line
item, start to finish
WEEK 1
Scoping call
Review wage determinations and
available fringe across your contractor base
WEEK 3
Contractor rollout
Worker communication materials and
enrollment go out through your existing channels.
Send over a wage determination or two and we'll show you exactly where a financial wellness line item fits - no commitment to start.