Show your team
they matter.


Bid more competitively on government construction contracts while maintaining your margins and providing a valuable benefits plan for your employees.


The BCT Supplemental Benefits Plan is designed to reduce overhead, taxes and expenses.


The BCT SUB Plan complies with all applicable laws, including ERISA, the Code and the Davis-Bacon Act.


BCT works directly with your payroll department for minimal setup, and aside from your contributions to the SUB Plan on your participating employees' behalf and annual tax filing costs*, there is no cost to employers to participate in the BCT SUB Plan.

*Employers are required to file a Form 5500C annually, which is required by law for annual reporting of all ERISA plans.
Employer Testimonial

A Supplemental Unemployment Benefits Plan Helps Win More Jobs

“The biggest thing our company and employees love about BCT is to be able to have the ‘rainy day funds,’ as we call them. Those extra hours are available if they need them on weather days when they can’t work or have to quit early because of weather. The website is easy to navigate to see current hours and/or available funds.”

Janelle Grevenkamp
Cotterman & Company, Inc.

Savings Calculator

Calculate your savings with BCT’s SUB Plan. This tool will reveal how our Supplemental Unemployment Benefits Plan can reduce overhead for  prevailing wage jobs.
Prevailing Wage
Savings Calculator
Cost with BCT Plan


Hourly Labor Cost
Cost without BCT Plan


Hourly Labor Cost for Contract Bid
Estimated Yearly Savings


/ employee
Prevailing Wage
Savings Calculator

The wage an Employee earns on a private or NON prevailing wage project.


The total of the Employee fringe benefit package on a private or NON prevailing wage project.


FICA, Workers comp, general liability.


The wage required in the job specs.


The fringe required in the job specs.


Take an average from last year or a current project.


Please note: the Prevailing Wage Savings Calculator offers an estimate that may not reflect your company's actual savings. Please contact BCT Benefits, LLC for a detailed savings report.

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Employer FAQs

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What does it cost for the employer to participate in BCT?

The BCT SUB Plan does not charge a fee to become a participating employer and make contributions on behalf of your participating employees. However, because the BCT SUB Plan is what is called a "multiple employer plan" under ERISA, individual employers are required by federal law to file a Form 5500 annually. Please contact BCT Benefits, LLC for more information.

As with any program, there is a small amount of added work on your staff to get the BCT program set up. BCT Benefits, LLC will provide all the forms to get started. We will also work with your payroll department to answer any questions that may arise.

Can the money be used for vacation or sick days?

No. The BCT Plan funds can be used when the employee is involuntarily laid off, experiences weather delays, short interruptions in work or is otherwise unemployed. Please keep in mind that the employee may be eligible for benefits in any week that they work less than 36-hours. Any benefits paid for short weeks submitted by an employer that are not immediately following a full week of unemployment are subject to FICA. In addition, the hours worked and those for which benefits are drawn may not exceed 40 hours per week. Please request a Plan/SPD for full details.

How does the BCT Plan pay for expenses?

All expenses of the BCT SUB Plan are paid out of Plan Assets and are subject to ERISA's fiduciary rules.

How do the employees get their money?

The employee can request supplemental unemployment benefits for any week they work less than 36-hours, allowing them to draw as little as four (4) hours of benefits at a time. The employer signs into their online BCT Benefits, LLC account and completes a payout request form by 5pm on Tuesday, which confirms that work was not available for the employee. The form is submitted to BCT Benefits, LLC for approval. The benefit dollars will then be dispersed to the qualifying employee on Friday. For convenience, each employee is given two options to receive funds - direct deposit to his or her bank account or via a debit card.