1. Base Rate - Your Base Rate is the base hourly rate you’re paid for each hour worked. We calculate this rate based on specifics of the jobs, such as the type and location.

  2. Overtime - 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 and 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. Learn more about Overtime and regular rate of pay from the Department of Labor.

  3. Double Time - 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.

  4. Extra Time Bonus - All of our jobs are built around a set number of Contracted Hours. If you work more than the set number Contracted Hours in a single week, you’ll be eligible for our Extra Time bonus for each hour worked. This is paid in addition to whatever standard rate is applicable for that time. Please note that Extra Time doesn't apply for orientation weeks!

    Here’s a quick example - If your contract calls for three 12-hour shifts a week (36 Contracted Hours) and you work a fourth 12-hour shift, you’ll have worked 48 hours that week. On your 4th shift, you’ll be paid your Base Rate for your first 4 hours, Overtime for the next 8 hours (because they’re over 40 in a week), AND you’ll receive an additional 12 hours worth of Extra Time pay. Pretty sweet, right?    

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

          

  6. Call-Back Rate - The Call-Back rate applies for a minimum of two hours if you’re called back to your facility while you’re on call. You must have left the facility for at least 30 minutes after clocking out from your last shift worked before being eligible for the Call-Back Rate. Keep in mind that if your shift or case (Regular Hours) goes into pre-scheduled On-Call time, you’re no longer considered “on call” and those additional hours worked thus do not qualify for Call-Back Rate. Remember that if your call-back hours result in you exceeding your contracted hours, these hours can still qualify for that Extra Time rate!

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