WageTime is payroll for allied health staffing agencies: on-call techs, per-visit therapists, and multi-facility float weeks settle in one weekly run, with every board’s credential tracked on the employee record.
WageTime provides payroll mechanics, not tax or legal advice. Whether an on-call premium or a per-visit rate belongs in the overtime regular rate is a pay-code setup decision you make with counsel. Sample screens use a demonstration environment.
Allied health staffing is not one workforce. Allied health is imaging techs, respiratory therapists, lab scientists, surgical techs, and physical, occupational, and speech therapists, placed across hospitals, surgery centers, skilled nursing facilities, schools, and home health, in a roughly $10 billion US staffing segment (Staffing Industry Analysts). They are paid on call, by the visit, by the session, and by the hour, and every profession answers to a different credential board. Payroll here is not high-volume the way warehouse staffing is. It is high-variety, and generic software assumes one person, one hourly rate, one license.
An imaging tech renews an ARRT registration every year, a respiratory therapist runs a five-year NBRC cycle, a lab scientist a three-year ASCP cycle, a surgical tech thirty CE hours every two years, an OT thirty-six units every three. Behind each national credential sits a state license that exists in some states and not others, with no nurse-style compact to lean on. Miss one date and the clinician cannot legally work the shift you already booked.
Hospital imaging, surgery, and lab run nights and weekends on standby. A tech carries the pager for a flat on-call amount, then gets called in and works a two-hour call-back minimum. Federal rules decide when standby time is compensable and whether that premium rides into the overtime rate (29 CFR 785.17, 29 CFR 778.221). Payroll that only knows a base hourly wage cannot pay the shift, let alone rate the overtime on it.
A home-health PT is paid per visit, a school-based SLP per session on an academic calendar, and the imaging tech next to them is hourly. For non-exempt per-visit staff, overtime still has to compute on a regular rate rebuilt from the week’s total pay and hours. Software that assumes an hourly wage for everyone leaves the per-visit therapists in a side spreadsheet, and their overtime unrecalculated.
A per-diem tech works a hospital Monday, an imaging center Wednesday, and a surgery center Friday, at three different rates with three different shift differentials. Under the federal default, that week’s overtime computes on the weighted average of every rate (29 CFR 778.115), not whichever facility was live at hour 41. Keyed to one employee rate, the float week comes out wrong.
Radiography is licensed in more than three-quarters of states, respiratory therapy in every state but Alaska, lab personnel in only about a dozen, surgical tech somewhere between certification and registration depending on the state. Place a clinician across a state line and the credential question changes by profession and by state, with no one compact that spans all of them the way nurses have one.
On-call, standby, and call-back time run as pay codes, and overtime computes on the regular rate that setup produces. Whether a premium counts toward overtime is a setup decision you classify with counsel, and WageTime rates what you configured.
Replaces the after-the-fact math on every call weekend, and the on-call premium quietly left out of the overtime rate.
WageTime rebuilds one regular rate for the float week, every facility’s straight-time pay over the week’s total hours, and rates the overtime premium off that single number (29 CFR 778.115), so three facilities still land on one check.
Replaces the Saturday spreadsheet where someone figures out which four float hours were overtime, and at which facility’s rate.
Per-visit and per-session clinicians run in the same weekly payroll as your hourly techs: WageTime pays each visit or session as a per-unit pay code at a set amount, itemized on one stub.
| Clinician | Basis | Amount |
|---|---|---|
| Dana O., PThome health · 22 visits | Per visit @ $65.00 | $1,430.00 |
| Luis R., SLPschools · 18 sessions | Per session @ $58.00 | $1,044.00 |
| Grace T., OThome health · 16 visits | Per visit @ $70.00 | $1,120.00 |
| Marcus D., R.T.(R)imaging · 36.0 hrs | Hourly @ $34.00 | $1,224.00 |
Replaces the side spreadsheet where per-visit therapists get paid outside payroll, and the overtime nobody recomputed on their week.
Every credential lives on the clinician’s WageTime employee record with its own dates, stored documents, and recurring expiration alerts, whatever board issued it: you see which card lapses next instead of hoping someone remembers.
| Clinician | Credential | Expires |
|---|---|---|
| Marcus D., R.T.(R)Ohio radiography · 52 days | ARRT registration | Renew |
| Alan F., RRTTexas RT · 11 days | NBRC credential | Urgent |
| Nadia K., CLSCalifornia CLS · 44 days | ASCP BOC | Renew |
| Sofia M., CSTIllinois registration | NBSTSA | in 88 days |
Replaces the renewal spreadsheet nobody updated, and the booked shift a tech could not legally work because a card lapsed mid-week.
Full-service payroll is $10 a month per person paid that month, plus $50 a month per company, with unlimited runs. No long-term contracts, no per-run charges.
Off-cycle runs and bonuses cost nothing extra. No long-term contracts; cancel anytime.
Example: 50 people paid × $10 + $50 company = $550 for the month
HR & hiring, onboarding, PTO, time tracking, benefits, and workers’ comp are optional add-ons, priced separately when you’re ready.
See a demoAllied health credentials sit on each clinician’s employee record with their own expiration dates, whatever board issued them: ARRT for radiologic techs, NBRC for respiratory therapists, ASCP for lab scientists, NBCOT for OTs, and the state license behind each. Recurring alerts at 30, 60, and 90 days flag a credential before it lapses, so a booked shift is never worked on an expired card.
Whether on-call pay counts toward overtime depends on the premium, and WageTime treats inclusion as a pay-code setup decision. Federal rules generally keep prearranged premiums in the regular rate and let the excess of an unprearranged call-back guarantee sit outside it (29 CFR 778.221). You classify each on-call, standby, and call-back pay code with your counsel, and WageTime computes overtime on the regular rate that setup produces.
Many facilities pay a call-back minimum, often two to four hours, regardless of the time actually worked. In WageTime the minimum is a flat-amount pay code, and the hours worked run at their rate with any night differential on top, all on the same check. Whether the guarantee amount enters the overtime regular rate follows your pay-code setup and counsel’s read of 29 CFR 778.221.
Per-visit and per-session pay run as per-unit pay codes, and for non-exempt clinicians overtime still computes on the regular rate, rebuilt from the week’s total earnings and hours. WageTime pays the visits or sessions you enter and rates overtime on the regular rate that setup produces; the specific overtime method stays a decision you make with counsel.
Yes. Hourly per-diem techs, home-health clinicians paid per visit, and school-based clinicians paid per session all settle in the same weekly run, each on their own pay basis. Unlimited runs mean weekly pay and off-cycle corrections cost nothing extra, so a changed visit count gets fixed without waiting for the next payday.
$50 a month for the company plus $10 for each person actually paid that month, with unlimited runs. Weekly pay costs the same as biweekly, off-cycle corrections add nothing, and a slow month costs less because you only pay for people paid. An agency paying 50 clinicians and 5 internal staff in a month is $600, whether payday landed four times or five.
A per-diem tech who worked three facilities, a rad tech who carried Saturday call, and one home-health therapist paid per visit. Twenty minutes with a payroll specialist on a live demo company: you’ll see the weighted-average overtime on a multi-facility week, the on-call and call-back pay codes with the regular-rate setup, per-visit and per-session pay in one run, and the multi-board credential board.
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