One crew record, from the hire to the credit file.
Most labor-based tax credits are won or lost in the field, long before the return is prepared. WorkCrews captures every hire, hour, apprentice and wage line as the work happens, so alliantgroup’s Investment Tax Credit, R&D and 179D claims hold up.
- Face-verified hours on any phone, offline
- Apprentice ratios checked every shift
- Wages checked before payroll closes
One set of labor rules decides 6% or 30%.
Under Sections 48E and 45Y, meeting prevailing wage and apprenticeship multiplies the credit by five. The evidence has to be captured on site, for every crew and every subcontractor.
Prevailing wage on every hour
By trade and county, for every laborer and mechanic, subcontractors included.
Apprentice labor hours
Of total construction hours, worked by registered apprentices, within program ratios.
Participation on every crew
Any contractor with four or more workers needs at least one apprentice on the job.
Time by business component
Form 6765 now asks for qualified wages by component, built as the work happens.
Where it slips today: paper timesheets, apprentice status in a binder, and sub payrolls that arrive after the quarter closes.
Credit at stake on one project
Section 48E ITC · illustrativeCuring a 4,800-hour shortfall after the fact costs about $240,000 at $50 per hour, or $2.4M at $500 per hour for intentional disregard. Tracked daily, the crew mix is fixed while the job is still running.
Battery storage keeps its full credit window under the 2025 law. Excludes energy-community and domestic-content adders.
Eight credit levers across the employee lifecycle.
The biggest credits are decided by daily work on the job. The rest are won at hiring and kept through cleaner records and lower churn. alliantgroup reviews the file; WorkCrews builds it.
Investment Tax Credit
Protect the multiplierApprentice hours and ratios tracked live on every crew.
6% vs 30% on the projectR&D Tax Credit
Back up the claimQualifying time logged by business component, as Form 6765 asks.
Documented, not reconstructedPrevailing wage
Avoid penaltiesUnderpayments fixed in-period, not discovered at exam.
$5,000 per worker per year avoided179D
Close out in-flight jobsPWA records for buildings that began construction by June 30, 2026.
Up to $5.94 per sq ftWOTC
Capture hiring creditsEvery offer screened by text inside the 28-day window.
Up to $2,400 per hire, if renewedWIOA on-the-job training
Offset training costsEligibility flagged before training starts; invoices built from hours.
50–75% of OJT wagesState programs
Claim apprentice creditsState apprenticeship credits tracked per apprentice and per site.
e.g. $1,000 per apprentice in SCAdmin & retention
Less admin, less churnNo year-end rebuild; pay and recognition on the phone keep trained crews.
Fewer replacement hiresTraining new trade workers can help pay for itself.
Beyond the project multiplier, federal hiring credits, WIOA training funds and state apprenticeship programs reward the same records WorkCrews already keeps.
Per-apprentice credits
A fixed credit per registered apprentice employed for a minimum number of hours.
South Carolina: $1,000 per apprentice per year, up to 4 yearsTraining-expense offsets
A credit or deduction against classroom, certification and tooling costs.
Often 10–50% of direct instruction costsZone bonuses
Enhanced credits when training runs inside designated revitalization areas.
Extra credit on eligible training wagesWork Opportunity Tax Credit
For hiring veterans, the long-term unemployed and other target groups. Form 8850 is due within 28 days of the start date.
$2,400–$9,600 per qualifying hire, if renewedWIOA on-the-job training
A reimbursement through local American Job Centers during a new hire’s training period, typically up to six months.
50–75% of training wages179D and 48E multipliers
Both rise 5× when prevailing wage and registered-apprentice requirements are met; projects over 1 MW must meet them.
The same apprentice record counts twiceRegister the program
Informal mentoring doesn’t qualify. Apprentices must be in a DOL-registered or state-approved program.
Meet the standards
Structured on-the-job training (often 2,000+ hours), about 144 classroom hours a year and a progressive wage schedule.
File the certifications
Form 8850 for WOTC and the state’s annual certification before the credit is claimed.
WorkCrews keeps the evidence for all three: registration status at clock-in, OJT and classroom hours per apprentice, wage steps, and filing deadlines. State programs vary; alliantgroup confirms eligibility.
From hire to claim, one question at a time.
CARI™, the agentic AI under every step, answers the field’s questions and alliantgroup’s from the same record.
Who did we just hire?
Hire ScreenScreening forms signed with the offer, on the worker’s phone. Every filing clock started.
Who’s really here?
Verify™Face, liveness and geofence on any phone, offline at remote sites. Each punch carries trade and apprentice status.
Who counts as an apprentice?
Compliance Shield™Registration and ratios checked at clock-in, so only qualifying hours count toward 15%.
Will we hit 15%?
CARI™Flags the shortfall months before the return and suggests the crew mix that closes it.
Is this R&D?
R&D Time LogEngineers tag design and method work by project and business component, with evidence attached.
Are apprentices advancing?
Apprentice LedgerHours, wage steps and training dollars tracked per apprentice, in their language.
Is everyone paid right?
Wage GuardEvery pay line checked against the county and trade rate, subs included.
Can we prove it?
Credit CaptureOne credit file for alliantgroup: ITC, R&D, 179D and hiring, built while the crews work.
The credit hook, live on every crew.
The same rules that keep a crew safe keep a 30% credit from dropping to 6%. Illustrative project: Baytown Storage, six contractors.
CARI sees the shortfall months before the return.
It tracks apprentice hours by contractor every day and acts before the 30% rate is at risk. Superintendents and alliantgroup ask different questions of the same record.
For superintendents
For alliantgroup
Eight capabilities. One crew record.
Four are live today on a platform proven at scale. Four are new for WorkCrews, built with alliantgroup around the credit file.
Verify™
Face, liveness and geofence on any phone, offline at remote sites. Proof of presence for every crew and every sub.
Compliance Shield™
Certifications, safety training, overtime and fatigue rules, plus prevailing-wage and apprentice-ratio records.
Mobilize™
One app per worker: onboarding by text, hiring-credit screens, schedules, pay and recognition, in their language.
Calibrate™
Real-time pay benchmarks by trade and market: what a journeyman electrician in Houston should cost today.
Apprentice Ledger
Qualifying apprentice hours by contractor, ratios and wage steps.
R&D Time Log
Design and method work logged by project and business component.
Wage Guard
Every pay line checked against the wage determination.
Credit Capture
The quarterly credit file for alliantgroup: ITC, R&D, 179D and hiring.
Built on a biometric platform that already runs payroll-grade attendance.
Size it on your own payroll, before we meet.
The diagnostic follows one field worker from hire to exit and prices each answer against the client’s own payroll. Cash savings and protected credits are kept apart, and the cost of the platform is netted out.
- 01 · HireHow many new hires get screened for tax-credit eligibility?
- 02 · QualifyIf an examiner asked today, what training records could you print?
- 03 · DeployWhen do you find out an apprenticeship ratio has slipped?
- 04 · WorkHow is time captured on site today?
- 05 · ExitHow do you find out someone is about to leave?
One live project. A measured number. Then decide.
Measure before we move
- Pick two sites: one tightly run, one loose
- Run WorkCrews capture alongside the current clock
- Pull 90 days of payroll and apprentice hours
Exit: a measured gap per site, signed off by payroll
Switch over and bank the cash
- WorkCrews becomes the system of record on both sites
- Daily ratio alerts on any crew of four or more
- Screening and training records on every new hire
Exit: paid hours reconciled to on-site presence
Scale on the measured number
- alliantgroup reviews the first credit file
- Re-run the case for every site in the portfolio
- Roll out in order of measured gap, largest first
Exit: a go/no-go, priced on proven value