COMPLIANCE

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VistaCore: Where California Prevailing Wage Compliance Meets Workforce Management 

Our clients know that prevailing wages and fringe benefit amounts are set by the U.S. Department of Labor, California’s prevailing wage rates, and local regulations that can change by county and city. 


But there is also a lot more to the equation. 


The compliance complexities of fringe benefits and prevailing wage rates can change based on the type of work and the skill level of the worker, including those who may be paid multiple rates each day when switching roles throughout their shifts.


VistaCore has created a platform that integrates California prevailing wage compliance and workforce management to take the guesswork out of fringe benefit assignments, starting with a per-employee approach that significantly lowers costs with each worker added to the program. 


Here is why that is important. 

Federal, California, and Local Prevailing Wage Requirements Are the Law

All eligible California workers are entitled to receive the correct prevailing wages required by both Federal and local laws imposed by agencies, cities, or counties. 


Depending on the jurisdiction, project, and type of employee, the prevailing wage rates, laws, and regulations can change frequently leaving even the most seasoned contractors struggling with compliance solutions.


With our custom-designed tools and services, we take the administrative hassle out of benefits plan management in California, making the widespread challenges of managing benefits for variable hourly workers a thing of the past. 

Avoid the Consequences of Violating Federal and California Prevailing Wage Laws 

Whether you are a broker, advisor, consultant, contractor, or subcontractor, violating federal, state, or local prevailing wage laws are difficult for any company to overcome. 


Consequences for companies found in non-compliance of prevailing wage laws in California may include:


  • Contract Termination
  • Contract Payment Withholding to Satisfy Any Unpaid Wages
  • Exclusion from Future Projects
  • Fines, Penalties, Liquidated Damages, and Attorney Fees


At VistaCore, our comprehensive service options provide multiple trust and hour banking solutions that allow non-union contractors to pay the fringe portion of the prevailing wage to their employees through a bona fide benefit plan that is tailored to fit their unique needs. 


Contractors can modify their service solutions with each project and each employee by adding or removing conditions at any time without penalties or contracts, so they can succeed in the highly competitive, state, and federal regulated public works environment. 

Complying with Federal and California Prevailing Wage Laws Allow Contractors to Grow

VistaCore’s fringe benefit assignments significantly lower costs by ensuring all California and federal compliance laws are met, which allows our clients to keep more of the contract’s equity to help develop, protect, and grow their companies from within. 







Through our trusted partnerships with contractors of all sizes and industries we develop customized California prevailing wage solutions to avoid common compliance errors while:

Transferring public funds to trusts that benefit workers 

Determining and claiming the correct amount of fringe credits

Reducing payroll costs

Eliminating unnecessary tax payments

Delivering monthly account reconciliation, simplified tax filing services, and the peace of mind to avoid common errors associated with benefit payments

Securing employees’ futures with traditional benefits like health insurance, FSA, and 401k while reserving a cash option for direct payments

Freeing employers from costly banking burdens

How can we help?

You modernize and restructure your California fringe benefits plan by adding and removing services at any time without the burden of signing a contract.

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