6 templates with pay, FLSA, and OSHA silica safety guidance. Download as DOCX.
Hiring a concrete finisher comes with two things most job-description templates leave out, and both can cost you. First, the role is hourly and non-exempt, so overtime rules apply. Second, the moment a finisher cuts or grinds concrete, you are responsible for OSHA silica compliance, one of the most enforced standards on a jobsite. A generic duties-and-requirements template skips both, which is exactly where small contractors get exposed.
At FirstHR, we build templates for the small concrete and construction businesses making these hires, the subcontractors and owner-run crews handling their own jobsite hiring. The six templates below cover the role by specialty and experience, each marked non-exempt with the safety expectation built in. Fill in the brackets and post, and the guide to writing a job description covers the fundamentals.
TL;DR
Six free concrete finisher templates: Standard, Laborer/Worker (entry), Cement Mason, Flatwork, Journeyman, and Lead. The role is hourly and non-exempt (overtime-eligible), and almost always W-2, not 1099. Pay anchor: $26.28/hr ($54,660/yr) median (BLS, May 2024). Two things competitors skip, both built in: an FLSA/Davis-Bacon note and an OSHA silica (1926.1153) safety section.
What Does a Concrete Finisher Do?
A concrete finisher pours, levels, smooths, and finishes concrete to produce clean, durable surfaces, setting forms, floating and troweling, cutting joints, and curing. The role is classified federally as cement masons and concrete finishers (SOC 47-2051). Many finishers specialize in flatwork (slabs, walks, driveways), and the related title cement mason can extend to above-ground structural concrete.
For the contractor writing the posting, two facts shape everything: it is a physical, outdoor, seasonal trade, and it is hourly and non-exempt. The six templates split by specialty and experience so the description matches the exact role and level you are hiring.
Concrete Finisher Duties and Responsibilities
Concrete finisher duties cluster into pouring and placing, finishing, repair and quality, and safety. The mix shifts by specialty, more flatwork for a flatwork finisher, more structural work for a mason, but these areas hold across the trade.
Pouring and placing
Pour, spread, and level concrete
Set and align forms
Check grade, slope, and specs
Finishing
Float, trowel, and screed surfaces
Cut expansion and control joints
Apply curing compounds and sealers
Repair and quality
Patch voids and repair cracks
Produce decorative or stamped finishes
Read and follow blueprints
Safety
Follow OSHA silica controls
Wear required PPE
Maintain a clean, safe site
A strong posting grounds these in your work: your project types, your tools, and your safety expectations. For a structured way to scope any role before posting, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by the specialty and experience level you need. Use this guide to choose the closest fit, then adjust the duties, pay, and requirements to match.
Standard Finisher
General concrete finishing
The universal version: pour, level, finish, joint, and cure concrete surfaces on residential and commercial jobs.
Laborer / Worker (Entry)
Entry-level, will train
A hands-on support role: help pour and move concrete, set forms, and keep the site running. No experience required.
Cement / Concrete Mason
Flatwork and structures
Works both flatwork and above-ground concrete structures, finishing and building durable components.
Flatwork Finisher
Slabs, walks, driveways
Specializes in horizontal concrete: slabs, sidewalks, driveways, and floors, with an ACI flatwork tie-in.
Journeyman
Experienced, independent
An experienced finisher who runs their own work with minimal supervision and handles complex jobs.
Lead / Senior
Crew lead
Runs finishing crews, plans pours, trains the team, and upholds quality and safety, still non-exempt.
Match the Template to the Hire
Entry-level, will train: Laborer. Flatwork specialist: Flatwork Finisher. Structural plus flatwork: Cement Mason. Experienced and independent: Journeyman. Running a crew: Lead. Otherwise, start with Standard. Every version is hourly and non-exempt, which is the correct classification for this trade.
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and role summary, key responsibilities, a safety and compliance block, qualifications, pay and FLSA status, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Templates
Standard, laborer, cement mason, flatwork, journeyman, and lead. All in one DOCX.
Template 1: Standard Concrete Finisher
The universal version: pour, level, finish, joint, and cure concrete surfaces on residential and commercial jobs.
The trade is learned mostly through experience, so weigh demonstrated finishing skill and reliability over formal education. Certifications are usually preferred rather than required. List must-haves separately from nice-to-haves.
Concrete finisher pay is hourly and varies widely by experience, region, and project type.
Concrete Finisher Pay Anchor (BLS)
Cement masons and concrete finishers had a median wage of $26.28 per hour ($54,660 a year) in May 2024, with the lowest 10 percent around $38,290 a year and the highest 10 percent around $87,620 (U.S. Bureau of Labor Statistics). The range reflects the jump from entry-level laborers to experienced journeymen and leads.
Set your range using current market data for your area and the experience level you are hiring, and remember overtime applies past 40 hours since the role is non-exempt. For public projects, Davis-Bacon may set a higher floor (see below). The trade is steady: BLS projects masonry-worker employment to grow about 2 percent from 2024 to 2034, with roughly 20,700 openings a year across the group, most from turnover.
FLSA, Overtime, and Davis-Bacon
Two pay-compliance points matter for this role, and competitors almost never mention either.
Non-Exempt, Plus Prevailing Wage on Public Work
Concrete finishers are hourly and non-exempt: manual construction trades do not qualify for white-collar exemptions, so you must pay overtime of at least one and one-half times the regular rate for hours over 40 in a workweek, even for a working lead. Putting the role on a salary to avoid overtime is misclassification. Separately, on federal or federally assisted contracts over $2,000, Davis-Bacon prevailing-wage rules set a minimum wage and fringe rate from the published wage determination, often above your standard pay. See DOL Fact Sheet 23 on overtime.
Classify the role non-exempt, track hours, and check prevailing-wage determinations before bidding public work. For the underlying rules, the exempt vs non-exempt guide and the Fair Labor Standards Act guide explain the tests. This is general information, not legal advice; confirm specifics with counsel or your state labor agency.
OSHA Silica and Jobsite Safety
This is the section no competing template includes, and it carries the most risk for a small contractor: cutting and finishing concrete creates silica dust, and the employer is responsible for controlling it.
OSHA Silica (29 CFR 1926.1153) Is Heavily Enforced
Cutting, grinding, and finishing concrete releases respirable crystalline silica. OSHA's construction silica standard requires employers to keep exposure below the permissible limit using specified controls, maintain a written exposure control plan, designate a competent person, provide training and respiratory protection, and offer medical surveillance for highly exposed workers. OSHA runs a national emphasis program on silica, so enforcement is active. Concrete work is also covered by OSHA Subpart Q, and wet concrete burns skin and eyes. Review the standard at OSHA 1926.1153.
The obligation starts the day a finisher steps on site, so set the safety expectation in the posting and confirm training and PPE (eye protection, gloves, knee pads, rubber boots, and a respirator where required) during onboarding, before the first pour. This protects your crew and keeps you out of serious citations.
For a small contractor handling hiring on the jobsite, three things deserve special attention with this role: the non-exempt pay rules, OSHA silica compliance, and the repeated, deadline-driven paperwork of seasonal hiring. Here is how they play out.
Concrete finishers are hourly, non-exempt employees, so overtime applies
A concrete finisher is a W-2 employee who is hourly and non-exempt under the Fair Labor Standards Act, which means the role is owed overtime. Finishing concrete is manual, hands-on construction work, exactly the kind of blue-collar role that federal guidance says does not qualify for any white-collar exemption, no matter how skilled or well-paid. So for any hours a finisher works over 40 in a workweek, you must pay at least one and one-half times their regular rate. This holds for laborers, journeymen, and even a lead finisher running a crew: a working lead who is mainly finishing concrete is still non-exempt unless the role genuinely meets a specific exemption, which is uncommon at this level. Pay at least the applicable minimum wage, track hours accurately, and pay overtime past 40. One more wrinkle for public work: if the job is a federal or federally assisted contract over $2,000, Davis-Bacon prevailing-wage rules set the minimum wage and fringe rate by the published wage determination, which can be well above your normal pay. The templates here mark the role non-exempt by default. This is general information, not legal advice.
Silica is a heavily enforced OSHA hazard, and the contractor is on the hook from day one
Cutting, grinding, and finishing concrete generates respirable crystalline silica, and OSHA's silica standard for construction (29 CFR 1926.1153) is one of the most actively enforced rules on a jobsite, with a national emphasis program behind it. The practical obligations fall on the employer, often a small contractor with no safety department: limit exposure below the permissible limit using the standard's specified controls, have a written exposure control plan, designate a competent person to implement it, provide training and the right respiratory protection, and offer medical surveillance for highly exposed workers. Concrete and masonry work is also governed by OSHA Subpart Q, and wet concrete itself causes skin and eye burns, so hazard communication and PPE (eye protection, gloves, knee pads, rubber boots, and a respirator where required) matter. The point for a hiring contractor is that these duties start the moment a finisher steps on site, so the job description should set the safety expectation and your onboarding should confirm training and PPE before the first shift. Building this in protects your crew and keeps you out of serious citations.
Seasonal hiring means paperwork and safety onboarding repeated every busy season, often by the owner
Concrete work is weather-dependent and seasonal, so a small contractor scales the crew up in spring and down in winter, which means hiring and onboarding finishers repeatedly, usually handled by the owner or foreman on the jobsite. That makes a clean, repeatable process valuable, and a few deadlines are non-negotiable. Form I-9 must be completed correctly, with Section 2 done within three business days of the first day of work, and I-9 paperwork errors carry real per-form penalties, so deadline-tracked, digital completion matters when you are hiring a crew fast. Beyond the I-9 and tax forms, the safety onboarding is the part unique to this trade: verify the OSHA-10 card, have the worker acknowledge the silica exposure control plan, and issue and document PPE before they set foot on an active pour. FirstHR fits this: e-signature for the offer letter, I-9, and policy acknowledgments, document management to store signed safety acknowledgments and the written exposure control plan, onboarding workflows and an AI onboarding wizard for the safety sequence, training modules for safety orientation, and an HRIS to manage a seasonal workforce and track certification expirations like OSHA cards and ACI certs. The flat monthly price helps when the crew goes from eight to twenty-five and back. FirstHR does not run payroll or administer benefits, so pair it with your payroll provider. Applicant tracking is coming soon to FirstHR.
After You Hire: Onboarding a Concrete Finisher
Once the offer is accepted, onboarding centers on paperwork deadlines and safety. Send the offer letter stating the hourly rate and non-exempt status, collect the signed offer, and complete Form I-9 and tax forms as part of the new hire paperwork, finishing I-9 Section 2 within three business days of the first day of work.
Then run the safety onboarding specific to this trade: verify the OSHA-10 card, have the worker acknowledge your silica exposure control plan, and issue PPE before an active pour, with a reusable training plan and signed onboarding documents kept in one place. The offer letter template covers the terms, and the guide to hiring construction workers covers the broader process.
FirstHR fits this end to end on the people side: e-signature for the offer letter, I-9, and policy acknowledgments, document management for signed safety acknowledgments and the exposure control plan, onboarding workflows and an AI onboarding wizard for the safety sequence, training modules for safety orientation, and an HRIS to manage a seasonal crew and track OSHA-card and ACI-cert expirations, all at a flat monthly price that suits a headcount that swings with the season. FirstHR does not run payroll or administer benefits, so connect your payroll and benefits providers for those functions. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A concrete finisher pours, levels, finishes, joints, and cures concrete; the role is classified as cement masons and concrete finishers (SOC 47-2051).
It is an hourly, non-exempt W-2 employee, owed overtime past 40 hours; manual trades do not qualify for exemptions, even a working lead.
Pay anchor: $26.28/hr ($54,660/yr) median (BLS, May 2024), ranging widely from laborer to journeyman; Davis-Bacon may set a higher floor on public work.
OSHA silica (29 CFR 1926.1153) is heavily enforced; the contractor must control exposure, train, and provide PPE from day one.
Match the template to specialty and level: standard, laborer, cement mason, flatwork, journeyman, or lead.
The trade is seasonal, so build a repeatable onboarding: I-9 within 3 business days, OSHA-card verification, silica-plan acknowledgment, and PPE issuance.
Frequently Asked Questions
What does a concrete finisher do?
A concrete finisher pours, levels, smooths, and finishes concrete surfaces to produce clean, durable results. The core work includes setting and aligning forms, placing and spreading concrete, floating and troweling surfaces, cutting expansion and control joints with concrete saws, applying curing compounds and sealers, and patching or repairing defects. Many finishers specialize in flatwork, the horizontal surfaces like slabs, sidewalks, driveways, patios, and floors, and some do decorative or stamped concrete. In federal data, the role is classified as cement masons and concrete finishers (SOC 47-2051), and the broader title cement mason often includes above-ground structural concrete work in addition to flatwork. The work is physical and outdoors, requiring the ability to lift heavy materials, kneel, and stand for long periods, and it is seasonal because it depends on weather. The templates on this page split by specialty and experience, from entry-level laborer to lead finisher, so the description matches the exact role you are hiring for.
What is the difference between a cement mason and a concrete finisher?
The titles overlap heavily, and federal labor data groups them together under one occupation code, but there is a working distinction. A concrete finisher focuses on placing and finishing concrete surfaces, especially flatwork like slabs, sidewalks, and driveways: pouring, leveling, floating, troweling, jointing, and curing. A cement mason often does that finishing work too, but the term can also extend to building and finishing above-ground concrete and cement structures, not just horizontal surfaces. In practice, on a small residential crew one person frequently does both, while on larger commercial jobs the roles may be more specialized. For hiring purposes, the distinction matters less than the actual work you need done: if you mainly pour and finish flatwork, the concrete finisher or flatwork finisher template fits; if you also need structural concrete work, the cement mason template covers the broader scope. Choose the title that matches your jobs and your crew.
How much does a concrete finisher make?
Concrete finisher pay is hourly and varies by experience, region, and the type of work. According to the Bureau of Labor Statistics, cement masons and concrete finishers had a median wage of $26.28 per hour, or $54,660 a year, in May 2024. The range is wide: the lowest 10 percent earned about $38,290 a year and the highest 10 percent earned about $87,620, reflecting the jump from entry-level laborers to experienced journeymen and leads. Pay depends heavily on your local market, the worker's skill and certifications, and whether the work is residential or commercial. One important factor for public projects: if the job is a federal or federally assisted contract over $2,000, Davis-Bacon prevailing-wage rules set a minimum hourly wage and fringe rate from the published wage determination, which is often higher than your standard pay. Set your range using current market data for your area and the experience level you are hiring, and state the hourly range clearly in the posting since the role is non-exempt and overtime-eligible.
Is a concrete finisher exempt or non-exempt under the FLSA?
A concrete finisher is non-exempt, meaning the role is hourly and owed overtime. The Fair Labor Standards Act exempts certain executive, administrative, and professional roles, but manual construction trades do not qualify: federal guidance is explicit that blue-collar workers who perform hands-on, physical work, including construction trades, are entitled to minimum wage and overtime no matter how skilled or highly paid they are. So for any hours a finisher works over 40 in a workweek, you must pay at least one and one-half times their regular rate. This applies across the experience levels, from laborer to journeyman, and even to a working lead finisher who spends most of their time finishing concrete rather than purely managing. Putting a finisher on a salary to avoid overtime is a misclassification that creates back-pay liability. On public contracts, Davis-Bacon prevailing-wage rules add a separate wage floor. Track hours, pay overtime past 40, and classify the role non-exempt, which the templates here do by default. This is general information, not legal advice.
Do concrete finishers need OSHA silica training and compliance?
Yes, in most cases, and it is one of the most actively enforced safety obligations in concrete work. Cutting, grinding, and finishing concrete releases respirable crystalline silica, and OSHA's construction silica standard (29 CFR 1926.1153) requires employers to keep exposure below the permissible limit, usually by following the standard's specified control methods, maintain a written exposure control plan, designate a competent person to implement it, provide training and appropriate respiratory protection, and offer medical surveillance for highly exposed workers. OSHA runs a national emphasis program on silica, so enforcement is real, and the obligation falls on the employer, including small contractors without a safety department. Concrete and masonry work is also covered by OSHA Subpart Q, and wet concrete causes skin and eye burns, which brings in hazard communication and PPE. Practically, that means verifying safety training and issuing PPE before a finisher works an active pour, and keeping the signed exposure control plan acknowledgment and training records on file. The job description should set this expectation and onboarding should confirm it.
Is hiring a seasonal concrete finisher different from a year-round employee?
The legal classification is the same, but the logistics differ. A seasonal concrete finisher is still a W-2 employee, hourly and non-exempt, not an independent contractor, and treating a seasonal crew member as a 1099 contractor to avoid payroll obligations is a common misclassification risk. What changes with seasonal hiring is the pace and repetition: because concrete work is weather-dependent, a contractor often scales the crew up sharply in the busy months and down in winter, which means running the same hiring and onboarding process several times a year. That makes a repeatable system valuable, you complete the same I-9 and tax forms, the same safety onboarding, and the same PPE issuance for each new hire, just faster and more often. It also makes flat-rate HR tooling more economical than per-employee pricing when your headcount swings up and down with the season. Set clear expectations in the posting about the seasonal term and the schedule, and keep the onboarding tight so each new finisher is paperwork-complete and safety-ready before their first pour.
What certifications should a concrete finisher have?
Certifications are usually preferred rather than strictly required, and which ones matter depends on the work. For safety, an OSHA-10 or OSHA-30 hour construction card is widely expected and often required on commercial and public jobsites; it covers basic construction safety including hazards relevant to concrete. For the trade itself, the American Concrete Institute offers a respected certification track for flatwork, the Concrete Flatwork Associate, Finisher, and Advanced Finisher credentials, which combine a written exam with documented field experience and have a multi-year validity, so they are a strong signal of skill for a flatwork or journeyman role. A valid driver's license is commonly needed, and a commercial driver's license may be required if the role involves operating trucks. Depending on your state, contractor licensing rules may also apply at the business level. For an entry-level laborer, prioritize reliability and a willingness to learn and get trained; for experienced and lead roles, ACI certification and an OSHA card are good things to ask for.
What happens after I hire a concrete finisher?
After the offer is accepted, onboarding a concrete finisher centers on paperwork deadlines and safety, and because the work is seasonal you will repeat this often, so a tight process pays off. Send the offer letter stating the hourly rate and non-exempt status, collect the signed offer, and complete Form I-9 and tax forms, with I-9 Section 2 finished within three business days of the first day of work, since I-9 errors carry real per-form penalties. Then handle the safety onboarding that is specific to this trade: verify the OSHA-10 card, have the worker acknowledge your written silica exposure control plan, complete any required safety orientation, and issue and document PPE before they work an active pour. FirstHR supports this end to end on the people side: e-signature for the offer letter, I-9, and policy acknowledgments, document management for signed safety acknowledgments and the exposure control plan, onboarding workflows and an AI onboarding wizard for the safety sequence, training modules for safety orientation, and an HRIS to manage a seasonal crew and track OSHA-card and ACI-cert expirations. FirstHR does not run payroll or administer benefits, so connect those providers separately. Applicant tracking is coming soon to FirstHR.
