Day to Day servicing
To ensure that you always speak to someone familiar with your account, each agency is assigned a dedicated Client Service Specialist. They assist with employer and employee inquiries.
What is Wage Parity?
Wage Parity is a law that was initially passed in 2012. The purpose was to give home care workers additional compensation, which contributed to a higher living wage. The additional compensation can be in the form of salary, benefits, or a combination of both.
A service as unique as the industry it was designed for
Included in our service is strategic benefits planning, putting wage parity funds to work for your employees. To learn more about the benefit options available, continue reading.
Employee Engagement
We educate, and empower employees to use their wage parity benefits through effective communications. In addition to our Employee Portal, we use texts and emails to keep employees in the know about their Wage Parity benefits.
Value-Added Service
We have partnered with NY Best Medical to help agencies and their employees access high-quality health solutions pertinent to working in the industry. Some of the services included are:
- Free Pre-Employment Physicals
- Annual physicals as needed
- COVID-19 testing – 48-hour turnaround
- Fully automated process – HHA Exchange integration
"It goes without saying (but we will say it) that our clients receive unlimited consultation and updates regarding the Wage Parity Law"
The Basics
There are two wage parity zones, which are based on where the patient resides. The minimum wage in each zone determines the total compensation due to an aide for each hour worked.
| Zone | Minimum Wage | Wage Parity Amount | Total Compensation |
|---|---|---|---|
| 1 – NYC / 5 Boros | $17.00 | $4.09 | $21.09 |
| 2 – L.I./Westchester | $17.00 | $3.22 | $20.22 |
NOTE: As of October 1, 2022, the home care minimum wage was increased to $17 per hour and will increase to $18 per hour on October 1, 2023.
In April 2020, NY passed sweeping reforms to the law. Included in these reforms are additional oversight and reporting of wage parity dollars that agencies must comply with.
A summary of the changes:
Distribution of Funds
No portion of wage parity funds shall be returned to the employer in any form under any circumstance
Certification Required
Providers must provide annual written verification under oath regarding compliance with Wage Parity rules and regulations
Annual Compliance statement
A detailed accounting of wage parity hours and expenses on a form provided by the New York Department of Labor (NYDOL), accompanied by an independently-audited financial statement
Transparency
Home care workers must be provided with information regarding their Wage Parity funds, including the info of the company administering said benefits and how funds are broken down
For additional information regarding the Wage Parity Law updates, please visit the New York Department of Labor website.
Penalties for Violations
Substantial changes have been made to the penalties for violating the Wage Parity Law.
- Potential perjury – any party that knowingly verifies a false statement under oath can face a perjury charge
- Fines / Jail time – 1st offense: $500; not more than 30 days in jail; or both / 2nd offense: $1,000 and forfeiture of the contract where the violation occurred and all payments under that contract
Our clients rest easier knowing that they have all of the resources required to keep them compliant through our proprietary database.
What We Do
We help home care agencies comply with the wage parity law by:
1. Tracking and calculating the wage parity dollars owed to every eligible employee
2. Making sure ALL wage parity funds are allocated toward benefits for employees
3. Providing and administering Flex cards
4. Providing full transparency with access to on-demand reports
5. Facilitating all incoming and outgoing communications with employees
6. Providing audit assistance, if needed
Agencies can choose from
Medical
Dental
Vision
Mental Health Counseling
Paid Time Off
Disability
Hospital Confinement
Life Insurance
Critical Care
Legal Coverage
Accident Protection
Flex Card
Telemedicine
Retirement
NOTE: Most benefits listed are portable, meaning your employees may keep them if they leave the company and pay for them out of pocket.
WE DO NOT NOW, NOR HAVE EVER USED A CAPTIVE INSURANCE MODEL IN OUR PROGRAM.