Per-ton hauls on private work, prevailing wage and a signed WH-347 the week a load lands on a public job: hauling payroll lives in two trades. WageTime is payroll for dump truck and construction hauling companies, built for the weeks that mix them.
A dump-truck outfit gets paid by the ton and the load, not by the mile, and the minute that material is integrated into the flow of a public job, the driver falls under prevailing wage, certified payroll, and often a union agreement. Office payroll built for salaried staff cannot hold a per-ton rate, a classification wage floor, and a fringe fund all at once.
Aggregate hauling is paid every way but by the mile. A driver runs hourly on a site job Monday, by the ton out of the quarry Wednesday, by the load on a demolition haul Thursday, and a percentage of the day’s revenue when the owner runs short. Each basis is its own earning code, or it is a column in a spreadsheet somebody reconciles by hand while minimum wage still has to clear across every hour worked.
The day a load is integrated into the flow of a public job, the driver is owed the prevailing wage for that classification in that county, and dump-truck and mixer-truck determinations are published separately from the on-site Teamster rate. On-haul and off-haul coverage has expanded steadily, and California codified it in AB 1851, effective January 1, 2023. The floor changes per project, per classification, per driver, and a payroll built on one flat rate cannot follow it.
Certified payroll is due every week the crew is on a public job, per project, listing each worker’s classification, hours, and rate, and it is signed under penalty of perjury. Willful falsification risks debarment, so it is a Friday deliverable, not a Monday cleanup task. Rebuild it by hand from a settlement spreadsheet every week and one transposed number is a federal signature problem.
On a union haul the wage is only the start. There is a health fund, a pension fund, a training fund, dues checkoff, and each one has its own rate, its own form, and its own remittance schedule, per local, sometimes more than one local on a single job. Fringe paid into a bona fide plan is cheaper than cash, but claiming the credit without making the contribution is enforcement exposure.
Hauling is weather work. The crew doubles for paving season and empties out when the ground freezes, so the office runs layoff waves, rehires the same drivers in spring, and pulls in 1099 subhaulers by the load when a job runs hot. Doing that by hand, one termination and one onboarding at a time, burns the office manager’s whole week.
WageTime runs dump and aggregate pay as per-hour, per-ton, and per-load pay codes, with day rates for dedicated site work and percentage-of-revenue days settled through tiered commission structures.
Replaces the ticket book and the by-the-ton spreadsheet that never once counted the hours a driver waited at the scale.
WageTime applies prevailing wage as project- and location-specific rules per classification: the day a driver’s loads are integrated into the flow of a public job, the paycheck reflects that county’s dump-truck or mixer determination, not a flat yard rate.
Replaces the flat rate a public job quietly turned into a back-wage claim, and the fringe nobody tracked separately from the cash.
WageTime generates the WH-347 certified payroll report from the payroll run itself, with job-costing segments, so a public job’s weekly report, each worker’s classification, hours, and rate, comes from the run that cut the checks instead of a rebuild by hand.
| Worker | Hours | Gross |
|---|---|---|
| Ray D. · Dump truck driver | 26.0 | $1,071.20 |
| Ana P. · Dump truck driver | 24.5 | $1,009.40 |
| Sil G. · Mixer truck driver | 18.0 | $763.20 |
Replaces the Friday night spent rebuilding a certified payroll report by hand from a settlement sheet.
WageTime runs union payroll for the hauling trades inside the same weekly run: multiple unions, locals, and classifications, with dues checkoff, fringe calculations, and fund contributions handled per local. It is an add-on, scoped and priced on the demo.
Replaces the second payroll the union drivers were run through, and the December layoff processed one driver at a time.
Full-service payroll is $10 a month per person paid that month, plus $50 a month per company, with unlimited runs. No long-term contracts, no per-run charges.
Off-cycle runs and bonuses cost nothing extra. No long-term contracts; cancel anytime.
Example: 50 people paid × $10 + $50 company = $550 for the month
HR & hiring, onboarding, PTO, time tracking, benefits, and workers’ comp are optional add-ons, priced separately when you’re ready.
See a demoOften yes: when a driver’s on-haul or off-haul work is integrated into the flow of a public job, that work is generally prevailing-wage covered, and California codified the standard in AB 1851, effective January 1, 2023. Coverage is a project-by-project call you make with counsel; WageTime applies the classification rate and fringe once you decide. Prevailing wage is an add-on, scoped and priced on the demo.
WageTime generates the WH-347 from the payroll run with job-costing segments, so the weekly report lists each worker’s classification, hours, and rate straight from the run that cut the checks, coded to the job. You review and sign it, since a WH-347 is signed under penalty of perjury. Certified payroll is offered as an add-on, scoped and priced on the demo, on federal WH-347 scope.
Set up a per-ton or per-load pay code and enter the tonnage or loads as quantities each period; hourly, day rates, and percentage-of-revenue days run beside them. We import ticket or scale quantities from your dispatch system so there is no double entry, and minimum-wage processing still checks every hour worked. Tell us your ticketing setup on the demo and we will confirm the flow.
Yes: union payroll handles multiple unions, locals, and classifications, with dues checkoff, fringe calculations, and fund contributions computed inside the run, each fund with its own rate and remittance. Fringe can be paid as cash on the check or against a bona fide benefit plan. Union payroll is offered as an add-on, scoped and priced on the demo.
Yes. W-2 drivers run with full withholding, 1099 subhaulers run as contractors with W-9 collection and contractor tax setup, and both settle on the same Friday, with year-end W-2s and 1099s both included. Whether a subhauler is a contractor is a decision for you and your attorney; WageTime removes the second system, not that decision.
$50 a month for the company plus $10 for each person actually paid that month, with unlimited runs, so weekly settlements cost the same as biweekly and off-cycle runs cost nothing extra. In a slow winter month paying 6 people you are at $110; in peak paving season paying 20 you are at $250, with no per-run fees for either.
Last week’s tickets and hours, a wage determination from a job you are bidding, and your union agreement if you run one. Twenty minutes with a payroll specialist on a live demo company: you will see per-ton and per-load pay codes, prevailing wage applied by classification, the WH-347 coming out of the run, and union fringe and 1099 subhaulers in the same weekly settlement.
Book a 20-minute demo