Field Service & Trades
HVAC, plumbing, electrical, landscaping. Crews, trucks and routes, where the HR risk lives in the timesheet and in the truck.
Where the risk actually lives
Drive time is where overtime claims begin
What counts as hours worked (the yard, the first stop, a loaded truck taken home) is a wage-and-hour question with a real answer. It usually gets answered by habit instead.
Piece rate and commission were bolted onto an hourly plan
Incentive pay that ignores the overtime regular-rate calculation quietly underpays every single week it runs, and the arrears compound.
The safety is real and the paperwork is not
Training happens properly, on the job, and is never recorded. A genuinely safe crew then cannot prove any of it after an incident.
Techs are hired in a hurry and onboarded in the field
Licences, driving records and signed acknowledgements get chased later, which in practice means sometimes never.
Crew leads manage people with no training to do it
Your best technician gets promoted, receives no manager basics, and the first performance problem turns into a retention problem.
What we put in place
Written to your actual routes and your actual pay plan, not to a generic template that has never seen a dispatch board.
- Hours-worked and drive-time policy written to how your routes really run.
- Incentive and commission plans checked against the regular-rate rules.
- Safety training recorded, with documentation that holds up after an incident.
- Licence, MVR and certification tracking that does not depend on anyone's memory.
- Field-ready onboarding: everything signed before the first ride-along.
- Crew lead and supervisor training built for people promoted off the truck.
- Seasonal hiring planned ahead of the season rather than during it.
- Discipline and termination documented, so the decisions are defensible.
Find out where you're exposed.
Thirty minutes, no pitch. We review how you hire, pay, document, and manage people today, and you keep the findings whether or not we work together.
Start with the audit.
A few questions about your team and how you run it. You get a written risk read-out at the end.
Take the HR compliance auditRather talk it through? Book a call