Total Compensation Planning

Stevenson Contract Advisors (SCA Solutions) provides total compensation planning, integration and compliance reporting processes in response to numerous federal regulations. Our decades of experience successfully maneuvering through the complex government laws, rules and Code of Federal Regulations provide a valuable asset not normally associated with the insurance administrator or broker. We offer guidance as your independent business partner protecting your interests coordinating your assets. SCA Solutions seamlessly weaves the complex elements of total compensation into a comprehensive management plan that makes you more competitive, compliant and profitable!

The Service Contract Act and Davis-Bacon Act require minimum wages and benefits paid to all hourly employees charging time directly to a federal service contract as part of a total compensation package. These amounts are subject to audit by the Department of Labor, Defense Contract Audit Agency, or other agency audit procedures. Failure to prove compliance may subject the contractor to debarment from all government contracts for up to three years.

Elements of Total Compensation

Compensation:
Wage rate, Vacation plan, Holiday plan, FMLA

Fringe Benefits:
Medical, Dental, Disability, Life, AD&D, Sick Leave, Bereavement Leave,
Civic Leave, Retirement

Other Elements:
Workers Compensation, Shift Differential, Hazard Duty, FICA, State Unemployment, Federal Unemployment and Other compensation as listed on Area Wage Determination

Service Contract Act requires minimum wages paid per labor category listed on the Area Wage Determination incorporated into each contract. The wages are mandatory minimums paid employees for every hour worked on the contract as defined by The Act, both full-time and part-time. The Act also requires you to provide minimum employee benefits as listed on the Area Wage Determination. You must report these employee benefits under strict rules and regulations according to proper accounting methodology by individual contract.

Davis-Bacon Act requirements differ from the Service Contract Act in certain areas, such as, weekly-certified payroll and minimum fringe-dollar amounts list on the Area Wage Determination by labor category, which may range from zero to twenty plus dollars per hour. This complicates the fringe-dollar management, administration and accounting beyond the Service Contract Act. You must track every time segment worked by each employee by type of work, Service Contract Act and Davis-Bacon Act and labor category on every separate contract subject to geographic location in order to report wages and benefits properly.