Time off management for contractors.

Yes. Employees use Miter’s mobile app or the team portal to check their time off balance, submit full- or partial-day requests, and view approval status. When they submit a request, their manager receives an email notification right away, and when it is approved or denied, the employee is notified. This means crew members never have to call the office to ask how much time off they have or whether a request went through.

Miter has two specific features for prevailing wage work. First, you can configure hourly accrual policies to accrue time off only on hours worked on Davis-Bacon jobs, which is useful for employees on government-funded projects. Second, the value of a paid time off (PTO) or holiday policy can be applied to offset the minimum required hourly fringe rate on prevailing-wage jobs. This is a common practice in construction, and Miter supports it natively without requiring manual calculations.

Yes. Miter lets you create separate time off policies for different employee groups, including union and non-union workers, office staff, and field crews. You can enroll specific employees into specific policies individually or in bulk. Tenure-based policy levels are also supported: once an employee is enrolled in a policy, they advance to a higher accrual rate after a set number of years, with no further manual updates. This flexibility makes it practical for contractors who manage mixed workforces across different job types and pay structures.

Not automatically. There is no default setting that enrolls every new hire in a time-off policy. Employees need to be manually enrolled into each policy, either one at a time or through a bulk import. When employees are enrolled in bulk, their accrual level is assigned automatically based on their tenure at the time of enrollment. Admins can also manually adjust balances at any time and create time-off requests on employees’ behalf when needed.

Construction companies manage employees across multiple jobsites, job types, union agreements, and pay structures. Generic time-off tools are not built for that level of complexity. Miter connects time off to payroll, job costing, and prevailing wage compliance in one platform, so approvals do not have to be manually re-entered, and leave hours can be tied to specific jobs. Field employees also need mobile access, not desktop software, and Miter is built for that. The result is less admin time, fewer payroll errors, and cleaner labor cost data.

Yes, when the policy is configured for it. If a policy is set to pay out unused time off, Miter calculates the remaining balance and includes it in the dismissed employee’s final paycheck, with no separate spreadsheet or manual math. This matters in states that require PTO payout on termination, and it helps contractors stay compliant during the kind of turnover common in construction. Policies not set to pay out simply close the balance, so you control the behavior per policy.

Yes. Alongside accrual-based policies, Miter supports unlimited PTO, where employees carry no running balance and request time off without a tracked limit. This setup is common for salaried office staff at construction firms, while hourly field crews stay on accrual policies that track balances and carryover. You can run both policy types side by side and enroll each employee group in whichever fits, so your office and field teams follow the rules that make sense for how they actually work.