Construction HCM where prevailing wage and certified payroll have to land clean.

When a federally funded project sits in a state with its own prevailing wage statute, both Davis-Bacon and the state-level rate apply. The higher rate generally controls: federal Davis-Bacon establishes the floor, the state statute can raise it, and the rate that flows to the worker is the higher of the two for each classification at the project's jurisdiction. We configure pay rules to evaluate funding source, project location, and classification at the time-entry layer, then resolve to the controlling rate without manual reconciliation. Audit trails capture which rate applied and why, classification by classification, so a Department of Labor inspector or a state agency reviewer can trace any check back to the rules that produced it.

Construction engagements start by inventorying the compliance landscape, not by activating modules. Discovery covers the jobsite portfolio, active collective bargaining agreements in force, federal-vs-state-vs-local prevailing wage jurisdiction mapping across the project mix, and a process audit of how certified payroll runs today. Configuration then layers the pay rules, classifications, and integrations against that landscape. We sequence implementation against project ramp-up rhythm: go-live timing aligns with the start of a certified payroll reporting cycle, not the middle, so the first reportable week runs cleanly. Multi-trade configuration validation runs against actual classification scenarios per trade per state before any federally funded project goes live. When client portfolios span multiple active jobsites with different compliance profiles, rollout phases by jobsite or division so each one stabilizes before the next one cuts over.

Yes. We configure HCM environments to handle union fringe contributions, dues remittance, and benefit fund reporting at the pay-rule layer. Fringe rules encode per trade per local: cash-on-paycheck where the contract specifies cash delivery, fund-contribution where benefits flow into negotiated trust funds. Dues remit on the schedule each local requires (per-hour, per-week, fixed-amount, or hybrid) with the right calculation per worker per pay period. Benefit fund reporting (health, pension, vacation, and Joint Apprenticeship Training Committee training funds) generates from the same source data as the certified payroll forms. Apprenticeship ratio compliance under Davis-Bacon tracks at the configuration layer, enforcing apprentice-to-journeyman ratios per registered program on a daily compliance basis and flagging when staffing falls out of ratio. The 100+ HCM implementations behind the practice include multi-trade union jobsites with apprenticeship ratios tracked daily, multi-local fringe-fund reporting layered against varying contribution schedules, and federal-state-local prevailing wage stacks resolved at time-entry granularity. Union representatives, fund administrators, and federal inspectors each pull from one configured source, not three reporting reconstructions.

Time entry captures the project, classification, and jurisdiction tags for every block of hours during the week. The pay engine resolves to the correct prevailing wage rate per slice: federal Davis-Bacon, state-level variant, or union classification, whichever controls at that project's jurisdiction. When workers cross classifications during the same shift, blended-overtime calculations required under federal labor law layer on top of the prevailing wage rates, so overtime hours pay the weighted-average rate across classifications worked. Certified payroll forms generate per project per reporting cycle with the worker's hours, classifications, rates, and fringe contributions on each form, every project filed against its own reporting agency in the format that agency requires (federal WH-347, state portals, agency-specific submission systems). The configuration that calculated the pay produces the form.

Yes. Stabilization scope depends on what didn't engineer cleanly the first time. We diagnose against the actual operational reality: which Davis-Bacon classifications were missed or miscoded, where multi-state prevailing wage variants went stale, whether fringe contributions remit accurately, where certified payroll forms generate with the wrong rates or missing classifications. Re-engineering then layers across the systems involved. HCM configuration corrects pay rules, classifications, and fringe logic at the configuration layer. Specialist-tool integration repoints to the corrected source data. Construction ERP cost-flow correction restores the labor-distribution path to project cost coding. Audit-trail rebuild reconstructs the documentation a Department of Labor inspector or union representative would need to verify compliance going forward. Stabilization closes when the configuration produces clean certified payroll output for a full reporting cycle without manual corrections.

Project-based managed services for construction track the operational rhythm of the work. RJR's managed-services team handles HCM-side workforce setup when new jobsites ramp up: classifications coded against the project's union contracts, prevailing wage layered for the jurisdiction, HCM-to-construction-ERP integrations wired to project cost coding. Weekly certified payroll generation runs automated, with exception handling for the cases that always come up: workers with hours across multiple projects, late time entries, classification corrections, fringe-rule edge cases. Multi-trade compliance reviews coordinate with union representatives, federal inspectors, and state agencies on the cadence each one runs. Scope expands or contracts with the active project portfolio. Most arrangements settle into a fractional engagement model with named team continuity across the cycle.

Success looks like a configuration that produces clean, defensible output every cycle without manual reconstruction. Certified payroll forms generate cleanly each reporting period (federal WH-347 and state variants) with classifications, rates, and fringe contributions tracking back to the configuration that produced them. Multi-trade jobsites run without classification rework: workers map to the right trade, local, and jurisdiction in time entry, and rates flow correctly through to the certified payroll output. Audit trails survive Department of Labor inspection and union representative review without after-the-fact reconstruction. Integration data flow holds across HCM, construction ERP, and certified payroll generation, all pulling from a single source of truth. The weekly certified payroll cycle runs on schedule with multi-trade classifications mapped correctly the first time. Configuration time tracks the project-cycle cadence rather than chasing it, with HCM team cycles spent preparing for the next jobsite ramp-up rather than reconciling last project's certified payroll.