ARCHER JORDAN’s Client Profile

Our Clients

The majority of our clients are government contractors and American corporations employing large workforces of professional and service personnel being paid hourly wages.

As perfectionists, we are passionate about taking our efforts to the next level, and embrace a business philosophy of continuous improvement. This mindset embraces best practices, cutting edge tech, and a very old fashioned and personalized approach to each employer and employee we have the privilege of working with.

Kai·zen: a Japanese business philosophy of continuous improvement of working practices, personal efficiency, etc.

Assuring our client’s health and welfare, and retirement plans meet the very highest standards of compliance and fitness is an essential element in our corporate DNA. Creating and implementing the smartest and most efficient administrative technology, streamlined processes, and procedures, and the highest levels of personal service continue to be the core focus of our company. 

Government Contractors

Service Contract Act Contractors (SCA)

ARCHER JORDAN specializes in providing ACA compliant, DOL bona fide and IRS approved benefits and retirement plans to state prevailing wage and federal government contractors.

The McNamara–O’Hara Service Contract Act of 1965 (SCA), codified at 41 U.S.C. §§ 351358, requires general contractors and subcontractors performing services on prime contracts in excess of $2,500 to pay service employees in various classes no less than the wage rates and fringe benefits found prevailing in the locality as determined by the United States Department of Labor, or the rates contained in a predecessor contractor’s collective bargaining agreement. This is also known as the prevailing wage.

Davis-Bacon and Related Acts (DBRA)

The Davis-Bacon and Related Acts, apply to contractors and subcontractors performing on federally funded or assisted contracts in excess of $2,000 for the construction, alteration, or repair (including painting and decorating) of public buildings or public works. Davis-Bacon Act and Related Act contractors and subcontractors must pay their laborers and mechanics employed under the contract no less than the locally prevailing wages and fringe benefits for corresponding work on similar projects in the area.     

Hourly & Seasonal Workforces

IRS Approved and 100% ACA compliant

Our third generation ACA plan is not only is saving our clients 15%-35% on their benefits spend and capping their future plan costs, it includes our cutting edge HR Technology as part of the package.

  • Agribusiness
  • Call Centers
  • Contractors
  • Healthcare
  • Hospitality
  • Maintenance
  • Retailers
  • Staffing
  • Transportation

Niche Industries

As the cost of employee benefit plans continues to rise, necessity dictates employers shift some of that cost to their employees. The objective is to accomplish that without hurting their employees. Employees, on the other hand, are looking for ways to safeguard their physical and financial health using supplemental health and wellness policies to augment their core benefits. As ACA has firmly taken hold of employer-sponsored health plans, high deductible plans are causing employees to look elsewhere in order to have that critical first dollar coverage, hard working people need.

Here are just a few of the industry niches we serve:

  • Municipalities
  • School districts
  • Unions
  • Associations

Producers

ARCHER JORDAN supports independent agents, brokers, consultants and referral partners working with federal and/or state prevailing wage contractors, and American corporations with large hourly workforces by:

  • Providing deep subject matter expertise
  • Best in class health and welfare products
  • Institutional level retirement plan consulting and fees
  • A Proprietary HR/Enrollment and Compliance Technology Platform
  • The industry’s highest compensation 

5-Easy Steps to Fringe Benefit Compliance

In this FREE guide we’ll show you how to create a fringe benefit plan that secures your business

   
           
   

Categories

ACA
AD & D
Affordable Care Act
AHCA
AK Prevailing Wage
AL Prevailing Wage
AR Prevailing Wage
AZ Prevailing Wage
CA Prevailing Wag
CA Prevailing Wage
CA Prevailing Wage 401k
Call Centers
CO Prevailing Wage
COBRA
Compliance Tips
Critical Illness
CT Prevailing Wage
Davis Bacon Act
DE Prevailing Wage
Department of Labor
Disability Insurance
Education
Employee Benefits
Employee Training
Employer Tips
ERISA
Farm Labor Plan
Fixed Indemnity
FL Prevailing Wage
Fringe Benefits
GA Prevailing Wage
Government Contracting
Government Contractors
Health and Welfare Wrap
Healthcare Benefits
HI Prevailing Wage
Hospitality
Hospitality Benefits
Hourly Seasonal Workers
Hourly Workforce
Human Resources
ID Prevailing Wage
IL Prevailing Wage
IN Prevailing Wage
IO Prevailing Wage
IRS
KS Prevailing Wage
KY Prevailing Wage
LA Prevailing Wage
Limited Medical
MA Prevailing Wage
Major Medical Insurance
McNamara-O’Hara Act
MD Prevailing Wage
ME Prevailing Wage
MEC
MEC and MVP
MEC MVP
MI Prevailing Wage
MN Prevailing Wage
MO Prevailing Wage
MS Prevailing Wage
MT Prevailing Wage
MVP
NC Prevailing Wage
ND Prevailing Wage
NE Prevailing Wage
NH Prevailing Wage
NJ Prevailing Wage
NM Prevailing Wage
NSRMCA Members
NV Prevailing Wage
NY prevailing wage
OH Prevailing Wage
OK Prevailing Wage
OR Prevailing Wage
OSHA
PA Prevailing Wage
Part Time Employees
Podcast Guest Appearances
Prevailing Wage
Prevailing Wage Workers
Restaurant Group Benefits
Retirement Plans
RI Prevailing Wage
SC Prevailing Wage
SCA Audits
SCA Compliance
SD Prevailing Wage
SDVOB
SDVOSB
Seasonal Workers
Service Contract Act
Small Business
Staffing
State Prevailing Wage
SUB Plan
Supplemental Benefits
Supplemental Unemployment
Third Party Administrator
TN Prevailing Wage
Trust Services
TX prevailing wage
Uncategorized
UT Prevailing Wage
VA Prevailing Wage
Violations – SCA
Voluntary Benefits
WA Prevailing Wage
Wellness
WI Prevailing Wage
Workplace Health
Workplace Safety
WV Prevailing Wage
WY Prevailing Wage