About Advantage Resource

Generally yes. We have customers all over the country, and strongly believe in the impact of face to face communication. Since this is not always possible, however, we also have remote meeting and remote support capability.

Advantage Resource was founded in 2002. Our main office is in Lexington, Kentucky.

Yes. We are a CVE-verified Service-Disabled Veteran-Owned Small Business (SDVOSB). Our Capability Statement is available here.

Yes. References are available upon request.


Yes. To do so, however, you must follow all the requirements the law mandates (see “5 Things” for more detail).

Yes. Generally speaking, if greater than 5% of a company’s labor hours are spent on Prevailing Wage projects, enlisting our services will save money. This is in addition to the value added due of Monthly Benefit Statements, WorkerServices access, company documentation, and compliance assistance.

Yes. Worker401k, WorkerServices, and the Hourly Fringe Program all work especially well for companies that do not do prevailing wage work.

Yes. We help companies set up a 401(k) plan so you can take full credit for the fringes you provide. See Worker401k for more detail.

The benefits which an employee receives are based on Employee Classification and Benefit Level.

Employee Classification is assigned to every employee and is based on job specifics, trade skill, and degree of responsibility. These classifications are by their very nature subjective, and are assigned by the appropriate company representative. Each employee should strive to advance to the next higher classification, as doing so equates to higher wages and additional Company benefits.

Benefit Level is assigned to each employee based solely on their length of service. An employee will move to the next higher Benefit Level (within their classification) automatically on the first payroll month following that particular time in service. Together, Employee Classification and Benefit Level determine what insurance the employee is eligible for, PTO Benefit Rate, 401k contribution eligibility, and other applicable fringe benefits.

The Benefit Bank is a means by which an employee can have a portion of the Prevailing Wage required fringe deposited into his Insurance Account in order to have funds available to maintain insurance coverage in the event of layoffs, seasonal work schedules, or personal insurance responsibilities.

A contractor may deduct, on the company’s tax return, prevailing wage and other employer contributions to a 401(k) Retirement Plan. The IRS limits the amount of the deduction to 25% of total pay. To determinate total pay for the purposes of applying the limit, a contractor includes all pay of all employees who are eligible to participate in the Plan. If an employee is excluded from the plan for a particular purpose, then that employee’s pay may not be included for calculating the 25% limit. Employee elective wage deferral contributions do not count against the 25% limit.

The SCA Program is designed for federal contractors whose employees (or defined subset of employees) work full time (or nearly so) on federal Service Contract projects or have employees that may only work part time on SCA- covered projects. Construction companies that do Davis Bacon and/or state prevailing wage work would be a better fit for the Prevailing Wage Mix of Work (MOW) Program.

That’s normal, but the reporting and tracking requirements for SCA compliance are the same. Depending on the nature of your business, one of our other programs may be a better fit. This is flushed out in our initial conversations.
The MOW Program is for companies that perform a mix of prevailing wage (Davis Bacon, Service Contract, and/or state prevailing wage) projects. It is one program, structured in a way to be in compliance with the various rules the contractor must follow.

The HFP is for companies that want to express and pay their fringe benefits as a dollar value per hour. It’s for companies looking to use their fringe program as a differentiator from their competition


Yes. If the fillable form can be built using Adobe Acrobat® or Microsoft Word ®, it can be posted to WorkerServices.

Yes (generally). Certain forms may not work, namely, third party fillable forms locked by the originator, or forms created in older pdf technologies.

Yes. Additional FAQ about WorkerServices are available on the WorkerServices FAQ page.


Employers that wants to utilize their 401(k) plan as a tool for their company. Properly designed, a 401(k) plan can be used to attract and retain specific employees, maximize contributions for owners and Highly Compensated Employees (HCEs), and comply with prevailing wage regulations in a cost-effective manner. Which objective(s) are of most importance to a company, and how the 401(k) plan accomplishes them, are covered in detail during Plan Design.

No. Investment advice is available via the Investment Advisor Representative (IAR) of a Registered Investment Advisory (RIA) firm.

We utilize a variety of training vehicles. Group employee meetings are offered quarterly or as needed. One on one employee meetings are available with the plan’s Investment Advisor Representative. Instructional manuals, booklets, and videos are available for both participants and sponsors.

Yes. Additional FAQ about Worker401k are available on the Worker401k FAQ page.

Managing Your Online Access

Log in access to the Advantage Resource website(s) is for the designated point of contact(s) with current customers. Current site users may edit their profile information, but new users are created by Advantage Resource only.

Current site users may change their password at any time. They may also contact us to have their password reset if necessary.

Users may be granted log-in access via the Advantage Resource site to WorkerFringe, WorkerServices, Worker401k, or a combination thereof. Access is granted as needed based on level of services provided.