Our “bona fide” options can be implemented separately or in combination.
Our “Accounting Integration” service makes sure the cost savings we project are always realized.
"John Sedberry and Kimberley Tobin, CPWIS Principals, showed us how to implement a program that was a huge savings to our company and allowed our officers to maximize our retirement plan contributions.”"
Colleen Wathen
SC Valley Engineering, Inc.
"CPWIS helps to establish and maintain prevailing wage programs that have the employers and their employees' best interests in mind."
Alisha A.
Los Angeles, California
"I would like to say Thank You … for all your help and patience while I try to learn the Prevailing Wage process and all that it entails. You are always there, even when I need to ask the same question a million times over." Yolanda Quiroz Payroll/HR Coordinator
San Diego, California
Contractors Prevailing Wage
Insurance Services
1620 Alpine Blvd. Suite #208 Alpine, California 91901
800-935-0041
619-445-3472 fax E-mail Us
Contractors Prevailing Wage
Public works contractors often find themselves obligated for substantial payroll taxes when they “bonus” employees with prevailing wage fringe dollars.
To be competitive with union contractors, a merit shop contractor MUST get the fringe benefit portion of the prevailing wage off payroll and into benefits that employees will value and appreciate.
Contractors Prevailing Wage Insurance Services (CPWIS) is able to provide contractors with unique programs that substantially lower payroll related job costs by installing fringe benefit plans that are very favorably received by employees. We understand the Davis Bacon and Service Contract Acts and the need to be compliance oriented. All of our fringe benefit plan recommendations have favorable opinion status from both the DOL and IRS.
Competitive Advantage
Contractors enjoy a competitive advantage because they are able to lower job costs by removing fringe dollars from payroll and into fringe benefits that are well received by employees.
It is fairly easy to demonstrate that prevailing wage contractors in most states are unnecessarily spending thousands of dollars when they put the fringe portion of the prevailing wage on the paycheck, rather than into meaningful employee benefits. For example, a California prevailing wage contractor, with only 15 prevailing wage field employees and a 30 percent payroll burden, unnecessarily spends $100,000 per year paying the fringe in cash.
“It sounds too good to be true, but we show our employers how to significantly reduce payroll job costs without making employees upset in the process.”
-- John W. Sedberry, founder and principal partner of CPWIS
Our Objective
Our stated objective, with all of our customers, is to remove the fringe benefit portion of the prevailing wage from payroll and place it into MEANINGFUL employee benefits.
We highly recommend that you read the article entitled "Paying the Fringe in Cash" in the "Discussion Topics" listed at left. You will find it helpful in understanding this concept. Call us at 800-935-0041 or e-mail us to find out more. We're here to help!
“Bonafide” Options
We have an available menu of stand-alone "bona fide" options that can be implemented separately, or in combination, to assist you in getting the prevailing wage "fringe" off payroll and into benefits that will not cause your employees to revolt.
Favorable IRS, DOL Opinions
The employee programs we work with have favorable opinion status from both the Internal Revenue Service and the United States Department of Labor (US DOL).
Primary Benefit Option
The fringe benefit option we most often use is very well received by employees, as the cash money put into this plan is available to employees relatively soon after it was earned. In addition, the money going into the plan is off payroll to the contractor. This plan eliminates the resistance to removing fringe dollars off an employee's paycheck. Please see the SUB article in the “Discussion Topics” section listed on the left for an explanation of this most useful fringe benefit option. The plan is called a Supplemental Unemployment Benefit plan.
Unemployment is the most common benefit claim in the contracting industry. More people will file for unemployment than either retirement or health care benefits. For this reason, our Supplemental Unemployment Benefit plan is very popular both with employees and their families.
Employers can turn all of the time an employee falls short of a full work year into a qualifying period for benefits, paid for with the fringe portion of prevailing wage jobs.
Please see the SUB article in the “Discussion Topics” section listed on the left for an explanation of this most useful fringe benefit option. For more information call us at 800-935-0041 or e-mail us to find out more.
Exclusive Health & Welfare Trusts
CPWIS has access to several specialized contractor specific medical insurance plans. Frequently they are more competitive than direct to carrier plans. However, in addition, they considerably serve the contractor who elects to take fringe credit on certified payroll reports, as all plans are composite rated. This allows for either annualization or hour banking to be utilized.
Retirement (Pension) Plans
We have several pension plan options available, all of which allow prevailing wage contributions. Companies that wish to maximize owner plan participation will find our design features utilizing prevailing wage contributions most attractive. The cost of setting up these plans is very nominal.
Accounting Integration
The service component that gives CPWIS’ recommendations form and substance is what principal, Kimberley Tobin, refers to as “Accounting Integration”. More than one of our clients has been amazed that there is NO ADDITIONAL CHARGE for this service. Please see the article titled “Accounting Integration" in the Discussion Topics on the left side of the page for a complete description of this very valuable service. You can call us at 800.935.0041 or mailto:ktobin@cpwis.com. We’re here to help!
“Following our recommendations on certified payroll administration will make the inevitable compliance audit much easier.”
-- Kimberley Tobin, Partner, CPWIS
Contractors Prevailing Wage Insurance Services:
Creates, implements, and administers fringe benefit plans that help contractors reduce taxable payroll, while increasing or maintaining employees’ current benefits.
Provides assistance in explaining to employees why employers should not pay fringe money to them directly on their paycheck.
Provides the hands-on experience that takes the mystery and hassle out of prevailing wage payroll administration and compliance.
Provides a resource center for related prevailing wage information on federal and state requirements, payroll tax savings, wage determination schedules, and wage and hour compliance. There is no charge for this valuable assistance.
About CPWIS
Contractors Prevailing Wage Insurance Services, dba for Sedberry-Tobin Insurance Services, Inc., was founded in 1995 in San Diego, California.
John W. Sedberry is the founder and principal partner of CPWIS. John has been an employee benefit professional for more than 30 years.
The most recent member of CPWIS is Kimberley Tobin. Kimberley has over 10 years experience working with contractors as a director of financial operations. In this capacity, Kimberley was intimately involved with all aspects of contractor accounting and was responsible for all prevailing wage reporting requirements.
Combining their respective backgrounds, John Sedberry and Kimberley Tobin offer contractors a unique team. Their expertise is not commonly found among employee benefits professionals.
John’s extensive insurance background and Kimberley’s knowledge of payroll and job costing makes this team a most valuable addition to any prevailing wage contractor’s staff.
