Agency portals check your certified payroll after you submit — and the first thing you hear is a rejection. CP15 runs those same checks before you submit, so you fix a number instead of answering for it.
Currently in beta with Massachusetts contractors. No card required · or start a free trial →
Public awarding authorities are moving certified payroll onto portals that validate every submitted report automatically and flag problems to their reviewers. That system is working exactly as designed when it bounces your payroll. The cost of the error lands on you: rework, delayed payment, and a compliance record that now shows a correction.
Payroll goes to the agency portal, believed correct.
Automated checks flag it to agency staff. You get a rejection notice and a correction to file.
The same checks run in your system, on your desk, before anything is filed.
Open any payroll and CP15 tells you plainly: ready to submit, or not ready — and exactly why. Every finding links straight to the field that caused it. Blockers are what an agency would reject. Warnings are what you’d rather not explain.
Hourly rate under the prevailing base rate for that classification — with the shortfall in dollars, per worker.
The classic bounced report. One import format carries fringes as rates, another as dollars — and the payroll looks catastrophically underfunded. We catch the unit error, not just the symptom.
More apprentices on the week than the journeyworker ratio permits for that classification.
Paid at an apprentice rate with no registration number on file.
Gross that doesn’t equal its components, net that doesn’t equal gross minus deductions, hours that don’t reconcile. Imported and manually overridden payrolls skip the usual guardrails — so we re-check the arithmetic independently. That’s the population that actually gets rejected.
No SSN, no address, no employee number, no classification. Small omissions, guaranteed rejections.
A missing week with no no-work certification — the kind of hole an auditor finds later.
What the project pays vs. what the determination requires, side by side, before anyone else does the comparison.
Overriding a finding requires a written reason and is recorded in the audit trail — because “we knew and proceeded” is a very different position from “we never looked.”
A single crew can sit on a state building job, a federal Davis-Bacon job, a housing authority job and a private PLA in the same week. Every owner has a different portal, a different form and a different reviewer. None of them will ever be your system of record — they only care about their own project. CP15 is the one place your payroll, workers, classifications and evidence actually live.
Pull payroll from your existing provider or timesheets, normalize it once, and produce whatever each owner wants — instead of re-keying the same week into four systems.
Subs prepare their payrolls, worker records, signatures and backup in CP15 — and you review them — before anything reaches an agency. Portals start at the contractor. Your risk starts a tier below that.
Signed reports, source wage determinations, the calculation trail, and every correction — retained in a record you control, not one you have to request from a portal you don’t.
A Massachusetts court assessed close to $1M against a prime contractor for “passively disregarding” subcontractor payroll errors. Collecting a sub’s certified payroll is not the same as checking it. CP15 examines every tier’s payroll on the same rules and shows you the warning signs — so diligence is something you can demonstrate, not just claim.
Subs and lower tiers are validated on the identical rule set, not on trust.
What was flagged, when, who resolved it, and what they said — a contemporaneous record.
You sign knowing what’s in it. Open blockers are visible before you certify, not after.
Bring one real week — imported or keyed — and we’ll run the readiness check on it live. If it comes back clean, you’ve lost twenty minutes. If it doesn’t, you’ve just avoided a rejection.
Start free trial Talk to usEvery paid plan includes the readiness check, certified payroll, wage imports, worker tracking and e-signatures. Multi-agency reporting, Section 3, sub-portals, AI compliance and API access scale by plan. No per-report fees. No setup fees.
For subs and small contractors
For GCs and growing contractors
For large GCs and compliance consultancies
Enterprise certified payroll platforms typically run $1,500–$100,000+/year depending on project count and modules. CP15 keeps pricing public and scales capacity without per-report fees.
CP15 is in beta with Massachusetts contractors now. Founding customers get direct input on the rule set, priority on the formats they actually file, and locked-in pricing. Tell us what your week looks like.
We reply to every message. No sequences, no drip.
No — and it shouldn’t. If an awarding authority requires a portal, you file there. CP15 is what you use before that: getting the payroll correct, the chain reviewed and the evidence retained, so what you file goes through the first time.
A payroll system knows what you paid. It doesn’t know what the wage determination required, whether the apprentice ratio held that week, or whether the fringe landed in the right units on import. Those are the things that get a report rejected.
That’s the case CP15 is built for. Federal Davis-Bacon, state prevailing wage, the Service Contract Act, HUD Section 3 and private PLAs live side by side, with one set of workers and classifications underneath them.
Yes. Imports from common payroll providers, spreadsheets and timesheets, plus PDF import for certain agency forms. The point is to normalize it once, then produce whatever each owner wants.
You override it with a reason, and the reason is recorded. The goal is a defensible record, not a system that blocks you.