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Keeping in compliance with these laws can often leave a government contractor overwhelmed and confused, especially when paying the required fringe benefit. Employers can choose to pay the fringe benefit as additional cash wages or provide a bona fide fringe benefit plan.
Some contractors choose to pay the fringe benefit as cash in lieu, believing it’s the simplest way to comply with the law. But choosing this option is a costly way to comply because it increases their payroll burden and makes them less profitable and less competitive in the bidding process.
Government contracts are subject to stringent regulations, including:
Cash wages are subject to payroll taxes such as FICA, FUTA, SUTA, and Workers’ Compensation. But if the contractor moves that money into a pre‐tax bona fide benefits program, they’ll experience substantial savings. The advantages are two‐fold: the employer saves on unnecessary payroll costs, while the employees benefit from health care and retirement savings accounts.
Establish a reporting guide for each wage-determination /CBA.
Compilation of employee hours and allowable (paid) benefits.
Summary report and employee-level reporting.
Employee statements (online or paper copies).
Best of all, GSA has the knowledge and expertise to do all the work for you. With GSA, contractors can:
Are your government contracts in compliance with the Service Contract Act (SCA)? Determining your SCA contracts’ health and welfare liability, both past and present, is essential to maintaining your long-term viability in the government contracting arena.
If you’re found to violate the SCA, you could face:
GSA is happy to answer any questions or concerns you might have about SCA Compliance. GSA’s SCA compliance review process helps companies and contractors take a preemptive strike against any possible regulatory investigations.
After a careful and comprehensive examination of records, GSA can provide determinations on: