What should I know about the pay rates I see on my Matches?

Your regular rate is the base hourly rate you’re paid for each hour worked. We calculate this rate based on the specifics of the job and the rate set by the facility.

To calculate your pay package, we start with the bill rate set by the facility. Then, we calculate a pay package with tax-free stipends and taxable income, aiming to put as much as possible in the tax-free stipends while ensuring we are following GSA and IRS rules for both your stipends and your hourly pay. Please note that we often cannot have your tax-free stipends to be at the maximum levels set by the GSA, because we do need to keep your hourly rate above a given threshold to remain compliant with rules around hourly pay!

We pay overtime for certain hours specified by individual state laws. For example, California labor law requires employers to pay 1.5x the regular rate of pay for hours worked over eight (8) in one day - or - over forty (40) hours a week. If your contracted hours include any overtime hours, it will be displayed on the pay breakdown of your gross weekly compensation.

The displayed overtime rate is an estimate and may be adjusted (usually up) when calculating your pay each period. You can learn more about overtime and regular rates of pay from the Department of Labor.

Some states require that double time is paid for hours worked over certain thresholds. For example, California labor law requires employers to pay 2x the regular rate of pay for hours worked over 12 hours in a single day, or over 8 hours when you’ve worked 7 days in a row. If eligible, we’ll pay you double time for all applicable hours each week.

Holidays and hours edible for the holiday rate will be listed in your contract. You are paid at the holiday rate (instead of the base rate) for hours worked during the specific holidays. Holiday hours are not guaranteed and are determined solely by your facility.

The on-call rate is a flat per-hour rate that you’re paid for each hour that you’re “on call.” You are on call when you’re not required to be physically at your facility but must remain available to work on short notice. Keep in mind that your on-call hours won’t count toward your contracted hours for the week. If your shift or case (regular hours) goes into pre-scheduled on-call time, those hours are no longer considered “on-call.”

Call back rate is the specific pay rate applied to your pay when you are called back to your facility while you’re on call. The call-back rate applies for all hours worked in response to a request to return to the facility. If you’re called back to your facility while you’re on call, the call-back rate applies for all hours worked in response to a request to return to the facility. You are compensated for a minimum of two hours when you are “called back.” Keep in mind, we will still require a 30-minute window to have elapsed to qualify for the 2-hour minimum pay.

Call-back rates can be applied to hours worked immediately adjacent to the contracted shift, if "on-call" hours are present. Hours worked directly before the shift started and/or directly after a shift has ended, when “on-call” will be paid at the “call-back” rate but are NOT trued up to a minimum of 2 hours.

If your “in” and “out’ punches indicate 30 mins of time elapsed, while “on-call” and you are called in to work you will be paid at the “call-back” rate and will be trued up to a minimum of 2 hours.

The non-productive rate applies to any time you're required to be at the facility but are not working and is only to be used when you are asked to stay beyond your shift during an emergency natural disaster, such as a hurricane or snow storm.