The System of Record
for Labor Compliance
One engine that generates certified payroll from timecard data, tracks local hire and apprentice ratios in real time, collects and validates sub documents on upload, and packages everything for agency filing.
Five disconnected systems for one job.
Timecards in one tool, wage lookups on a government website, certified payroll in Excel, local hire tracking in a 14-sheet spreadsheet, apprentice monitoring on paper. A compliance admin at a large GC spends 30 to 40 hours per week copying data between systems.
One missed requirement can trigger penalties per worker per day or shut down a project entirely. The compliance admin reviews exceptions instead of doing everything manually. 30 hours of weekly work becomes 8.
From timecards to agency-ready filing.
System pulls timecard data from your existing payroll software via API.
Prevailing wage rates applied automatically. No manual lookups.
Certified payroll reports generate with correct rates, correct format, every time.
Dashboard shows real-time compliance status per project: local hire percentage, apprentice ratio, workforce requirements, all color-coded against thresholds.
Subs upload documents through a dedicated portal. AI validates every document on upload and flags problems before they become violations.
Every compliance workflow in one platform.
Certified Payroll Engine
Generates certified payroll reports directly from timecard data. Pulls from HCSS, Sage, Viewpoint, or manual entry. Prevailing wage rates applied automatically. WH-347 and state-specific formats. Trust fund and on-check fringe calculations. No manual wage lookups.
CPR Audit Engine
Verifies every certified payroll report submitted. Any PDF format, any scan quality. AI extraction with 8-tier classification matching at 96%+ accuracy. Wage rates and fringe benefits verified against the correct determination for trade, jurisdiction, and project. Compliance scoring and audit report generation.
Labor Compliance Tracker
Real-time compliance status per project. Local hire percentages, skilled and trained workforce under PCC 2601, apprentice ratios by trade. When a project falls short, the system suggests specific worker reassignments to close the gap.
Sub Compliance Portal
Document upload portal with AI validation on intake. Certified payroll, insurance certificates, apprenticeship docs, union certifications. Missing submissions trigger automatic reminders. Your compliance team reviews exceptions, not every document.
Agency Reporting
One-click audit packet assembly for any regulatory review. DIR electronic filing. Federal Davis-Bacon reporting. Historical archive searchable by project, subcontractor, and pay period. Everything packaged in the format the agency requires.
AI agents that monitor every regulation affecting your projects.
Construction is one of the most regulated industries in the country. Sacramento passes 800 to 1,000 new laws per legislative session. No single person can track all of it. Your compliance staff spend half their time researching instead of working. Attorneys bill hundreds per hour for regulatory interpretation. Trade association newsletters arrive weeks after changes take effect.
What California contractors must comply with
State labor law: AB 5, meal and rest breaks, pay transparency, overtime rules, workplace violence prevention, heat illness prevention
Prevailing wage: DIR rate determinations by trade and county that change mid-project
Building codes: CBC, CRC, Title 24 Part 6, CALGreen, plus local reach codes that exceed state minimums
Cal-OSHA safety: silica exposure, heat illness, lead, asbestos, confined space, fall protection standards
Environmental: CEQA, SWPPP, air quality district rules, dust control, hazmat, endangered species
Apprenticeship: DAS ratio requirements, new apprenticeable trades, allowable ratio changes on public works
Local hire and SBE/DBE: every public agency has different requirements, percentages, and reporting formats
Lien and payment law: SB 61 retainage caps, prompt payment deadlines, preliminary notice requirements
Monitor
AI agents continuously crawl regulatory sources: California Legislature for bills and chaptered laws, DIR for prevailing wage rate determinations and apprenticeship updates, Cal-OSHA for new and proposed standards, Building Standards Commission for code changes, local jurisdictions for reach codes and ordinances, and federal sources for Davis-Bacon rates and OSHA standards.
Detect and Analyze
When a regulation changes, the system identifies it within 24 hours and scores it by impact. Does this affect construction? Which type of contractor? Which project types? Which trades and counties? Each change classified from informational to critical based on whether it creates non-compliance risk on active projects.
Explain
Every change gets a plain-English summary with the specific code or statute citation. What changed, when it takes effect, who it affects, what action is required. No legalese. A superintendent can read it and understand it. A PM can act on it the same day.
Alert
Changes routed to the right person. Prevailing wage updates go to the payroll admin. Building code changes go to PMs with active projects in affected jurisdictions. Safety standards go to the safety director. Critical items go to the CEO. Delivered by email digest, SMS, or dashboard notification.
Act
For routine changes, the system updates workflows automatically. New prevailing wage rates flow into the CPR Engine rate tables. New apprenticeship ratios update the Labor Compliance Tracker thresholds. New insurance requirements update the Sub Compliance Portal checklist. For changes requiring judgment, the system provides research and recommendations but flags for human review.
Compliance is the gate every other workflow passes through.
Payment processing cannot approve a pay app until the sub's CPR clears compliance. Voice daily logs capture field headcounts that cross-reference against CPR submissions, surfacing discrepancies automatically. Crew scheduling uses worker compliance status to prevent assigning non-local workers to projects that are short on local hire requirements.
When California changed retainage rules with SB 61, the system alerts every GC and sub, explains the change, and flags any active subcontracts with non-compliant retainage terms. That is the difference between learning about a law change from a penalty notice and learning about it in time to update your contracts.