Certified Payroll, Checked Against the Wage Determination

Not certified payroll specifically -- this would be Mirage's first deployment on this document type. The cross-reference-and-flag agents involved are the same ones already running in production at OCBM, applied here to certified payroll (WH-347) against a wage determination instead of a spec against plans.

No. Mirage cross-references certified payroll against the applicable wage determination and flags what doesn't match. Your compliance officer still investigates each flag and decides what action it requires.

A worker classification, hourly rate, or fringe benefit amount on a certified payroll that doesn't match the wage determination applicable to that classification and locality, or a classification that doesn't appear on the determination at all.

Yes. Federal Davis-Bacon wage determinations and state-level prevailing wage schedules are both read the same way, matched against the payroll for the project's applicable jurisdiction.

Yes. Each certified payroll submission is checked against the current wage determination as it's filed, and only new or changed discrepancies are flagged, rather than re-reviewing the entire payroll history every time.

Yes. Every flag names the worker classification, the payroll line, and the specific wage determination clause it doesn't match. The reasoning is attached to the flag itself.

4 to 6 weeks to a production deployment: indexing your current wage determinations and payroll format first, then a parallel pilot on one active project's certified payroll.

Pricing starts with a fixed-price pilot run against one active project's certified payroll and wage determination, so you see real flagged discrepancies before committing to anything larger. After that, it moves to an annual subscription priced by volume, quoted in your first conversation with us.