Tax credits for GCs, specialty trades, and subcontractors.
Apprenticeship hours, prevailing-wage bonus multipliers on qualifying energy work, plus the obvious hiring credits underneath. Project-based hiring complicates documentation; we make the workpaper layer disappear.
Who this is for
General contractors, specialty trades (mechanical, electrical, plumbing), subcontractors, and developer-builders. Apprenticeship and prevailing-wage credits drive most incremental capture beyond WOTC.
- ✓General contractors with multi-state project portfolios
- ✓Specialty trades (MEP) running large crews
- ✓Subcontractors on prevailing-wage projects
- ✓Developer-builders with significant energy retrofit work
Programs we file
The capture stack for construction & trades.
The programs we routinely file for operators in this category. Per-credit value is a working range — your actual capture depends on hiring volume and jurisdictions.
Work Opportunity Tax Credit
Hiring credit on Target Group employees — anchor program for crew-side hiring.
Apprenticeship
Apprentice-hour credits and stackable bonuses — material on commercial and federal work.
Prevailing Wage Bonus
IRA prevailing-wage bonus multiplier on qualifying energy work — up to 5× ITC.
State Hiring
State-level hiring credits across 32 states — varies by project location.
Disaster Relief Retention
Retention credits when federally declared disasters affect project sites.
Where capture leaks
The problems we solve, specifically.
The problem
Apprenticeship hour and ratio documentation is scattered across project sites.
What Trak does
Centralized apprentice-hour capture per project, with the eligibility math handled automatically.
The problem
Prevailing-wage bonus credits go unfiled because the substantiation paper trail is heavy.
What Trak does
Pre-filing wage and apprenticeship-ratio substantiation, ready for the bonus multiplier claim.
The problem
Project-based hiring makes WOTC certification harder to track.
What Trak does
Mobile screening at hire on every project, with per-project capture dashboards.
How it lands
Week 1 to first capture.
Week 1
Project + crew ingestion
Active project list, crew assignments, and any certified payroll exports. Atlas maps each project against PW-bonus eligibility and apprenticeship ratio requirements.
Weeks 1–2
Apprenticeship setup
Centralized apprentice-hour capture goes live across crews; apprentice / journeyworker ratio math runs continuously per project.
Weeks 2–3
Mobile WOTC screening
Mobile-first WOTC screening at hire on every project; per-project capture dashboards land for ops.
At close
Project close-out
Per-project credit close-out with PW + apprenticeship bonus substantiation, ready for the IRA ITC filing on energy work.
Industry-specific failure modes
If any of these look familiar…
Apprenticeship hour records scattered across job-site clipboards
If apprentice hours live in paper logs at job sites, the ratio math is operationally impossible. Centralized capture is the prerequisite for the credit.
PW bonus claimed without substantiation discipline
Prevailing-wage bonus multipliers on IRA energy ITC require contemporaneous wage and apprenticeship-ratio substantiation. Claimed after the fact, they're rarely defensible.
Sub-tier WOTC screening missed entirely
For GCs running sub-tier labor, screening sub-tier hires requires explicit gating — and it's often skipped. Material capture leaks.
Disaster-zone project work uncaptured
Federally declared disaster county work qualifies for Disaster Relief Retention. Project-level location flags need to be checked against the FEMA declaration list.
What we ship
Deliverables and integrations.
Deliverables
Per-project WOTC certifications, apprentice-hour ratios, and PW-bonus substantiation. Drillable to crew.
Certified payroll, wage substantiation, and ratio math packaged for the bonus-multiplier claim on energy ITC.
Centralized apprentice-hour capture per project, with the eligibility math handled automatically.
Mobile-first WOTC screening at hire that works in the truck or on the job site — not just at the office.
Integrations
Procore, Buildertrend, Sage 100 Contractor, CMiC — for project, crew, and budget data.
ADP, Paychex, Foundation, Sage Construction Payroll, Viewpoint.
LCPtracker, Points North, eBacon — for PW substantiation on federal and prevailing-wage projects.
busybusy, Tenna, Trimble — for crew-level time capture and apprentice-hour tracking.
Payback math
PW bonus on a single energy project can outsize a year of WOTC.
For a GC or specialty trade with a meaningful energy retrofit pipeline, the PW + apprenticeship bonus multiplier on the IRA energy ITC can deliver 5× the base ITC — often dwarfing the full-year WOTC recovery.
Illustrative ranges. Actual results depend on your workforce and circumstances.
Industry questions, answered.
How does the IRA prevailing-wage bonus actually work?
The base IRA energy ITC (30% on qualified energy property) can be multiplied 5× if prevailing-wage requirements and apprenticeship-ratio requirements are met during construction. The substantiation has to be contemporaneous; we package the certified payroll and ratio math as the work happens.
We use a separate certified-payroll vendor — is that ok?
Yes. We integrate with LCPtracker, Points North, and eBacon directly. The PW substantiation flows from your existing certified payroll system; we add the bonus-multiplier filing layer.
Will Trak work on multi-state union projects?
Yes. Union projects bring their own apprenticeship-ratio rules (often more favorable than open-shop). We coordinate with the apprenticeship coordinator and the union hall on the documentation.
How much engineering time does my crew lose to this?
Effectively none. Screening lives in the mobile app; apprentice-hours live in the time-capture system you already use. The credit math runs in the background.