WageTime is payroll for independently owned and operated Amada Senior Care franchise offices, built for the week long-term care insurance writes: policy-capped visits, fragmented multi-client days, and wages that come due every Friday, whatever the claim is doing.
WageTime is an independent payroll provider serving independently owned and operated Amada Senior Care franchise offices. WageTime is not affiliated with, endorsed by, or sponsored by Amada Franchise, Inc. or the Amada Senior Care brand. All trademarks belong to their respective owners.
Amada built its name on long-term care insurance claims advocacy, and every office lives with the operational half of that promise: policy caps shape the visits, carriers pay when adjudication says so, and payroll comes due every week regardless.
A policy that reimburses six hours of care a day does not buy eight, so the client books what the benefit covers and the schedule bends around a dollar figure. Multiply that across a caseload and caregiver days splinter into short visits at different rates with a car ride between each one. The pay math splinters right along with them.
Coverage starts when the elimination period ends, not when care does. An office that starts service in March may be invoicing the family until the policy picks up in June. However the revenue side gets bridged, the caregivers who worked those weeks were paid every Friday in between, at full freight.
Billing the LTCi carrier directly, at the policyholder’s request, is a service Amada markets itself on, and it lands on the office as a receivable that moves at adjudication speed. Wages move at payroll speed. The distance between those two clocks is cash the owner has to see clearly, every single week, by client and by account.
Amada describes its staffing line plainly: careworkers in a clinical setting under your payroll but under the facility’s direction. The facility sets the floor schedule and the shift times; you carry the wages, the differentials, the withholding, and the filings. Payroll built for home visits alone has never met this week.
Franchise trackers describe Amada’s royalty as 5 percent of monthly Gross Billings across Senior Care, Skilled Care, Administration Services, and Staffing Services accounts, 6 percent on National Accounts, over a minimum that steps up with office age. Whatever the current FDD says, the reporting burden is the same: every dollar coded to the right account, every month.
A policy’s daily benefit maximum caps the hours a client books, so LTCi caseloads fragment caregiver weeks into short visits across several clients, rates, and real drive time. WageTime prices that fragmentation by rule: overtime on the hours-weighted average of every rate earned.
Replaces the spreadsheet that flattened three client rates into one guess past hour 40.
The office does: wages come due on the regular payday whatever the carrier decides, and WageTime cannot hurry a claim. What it does is make the wage side of that gap visible and cheap to run, with every hour coded to a client and account.
| Payer | Hours | Wages |
|---|---|---|
| LTCi accounts14 caregivers · direct-billed | 1,240.0 | $22,940.00 |
| Private pay9 caregivers | 610.0 | $11,285.00 |
Replaces the month-old guess at how much payroll was riding on claims still in process.
Same W-2 stack, different geometry: the staffing line places careworkers in clinical settings on your payroll but under the facility’s direction. WageTime pays both geometries in one run, facility shifts and differentials next to visit-based hourly work, with one roster and one set of filings.
Replaces the second payroll product the staffing line was quietly about to require.
Code the labor once in WageTime and the reports do the sorting. The royalty reads Gross Billings by account type (treat exact figures as FDD questions), so Senior Care, Skilled Care, Staffing Services, and National Account labor land in separate buckets on the same run.
| Category | People | Wages |
|---|---|---|
| Senior CareDept SC-100 | 23 | $34,225.00 |
| Skilled CareDept SK-200 | 5 | $8,120.00 |
| Staffing ServicesDept ST-300 | 6 | $9,600.00 |
| National AccountsDept NA-400 | 2 | $2,480.00 |
| Admin & placementDept AD-500 | 5 | $12,400.00 |
Replaces the end-of-month spreadsheet that re-sorted every paycheck into categories by hand.
The same flat math at every size: $50 per company plus $10 per person paid that month, unlimited runs included. Amada’s growth ramp, a $480,711 Year 1 average climbing toward $2.9M by Year 6 (franchisor-published averages, not earnings promises), is just a headcount curve here.
| Roster stage | People paid | Monthly invoice |
|---|---|---|
| Launch quarterFirst caregivers on the books | 14 | $190.00 |
| Growing bookLTCi and private-pay clients | 33 | $380.00 |
| Established officeHome care plus staffing shifts | 55 | $600.00 |
| Mature officeMultiple account categories | 74 | $790.00 |
Replaces the payroll bill that renegotiated itself every time the roster grew.
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 demoLong-term care insurance shapes the schedule before it touches the paycheck. Daily benefit maximums cap how many hours a client books, so caregiver weeks fragment into short visits across several clients and rates. WageTime computes overtime on the weighted average of every rate worked, pays travel time between homes, and codes each client’s hours by payer and account.
The office does. Wages come due on the regular payday whatever the carrier is doing with the claim, and an office that bills carriers directly carries that gap as a receivable. WageTime can’t speed up an adjudication, but it makes the wage side visible: weekly runs at no extra cost, and labor cost reported by client and account so you can see how much pay sits ahead of reimbursement.
Book the visits the policy supports and let payroll handle the fragmentation. A capped day usually means shorter visits across more clients, which means more rates and more drive time in one caregiver’s week. WageTime figures the week’s regular rate as the hours-weighted average of every rate, prices the overtime premium on it automatically, and pays travel between homes as work time with mileage as a separate reimbursement code.
We import clock and visit hours from your scheduling system so there’s no double entry: approved hours land against the right caregiver, client, and rate. Tell us your system on the demo and we’ll confirm the exact flow for your setup. For work outside it, caregivers can punch on WageTime’s GPS-stamped mobile clock, geofenced to each client’s home.
Yes. One run covers hourly visit work, facility shifts with night and weekend differentials, salaried office staff, and percentage-based placement comp settled through tiered commission structures. When one person works both home care hours and facility shifts in a week, overtime computes on the weighted average across both.
Franchise trackers report a royalty of 5 percent of monthly Gross Billings for Senior Care, Skilled Care, Administration Services, and Staffing Services accounts, 6 percent on National Accounts, with a minimum royalty that steps up over the first five years. Treat those as tracker figures, not offers, and verify against the current FDD. WageTime’s job is the labor side: wages coded by account category, reported monthly.
Amada publishes a growth ramp on its own franchise pages: Year 1 average gross billings of $480,711, Year 3 of $1,147,193, and Year 4 through 6 averages of roughly $1.5M, $2.1M, and $2.9M. Those are franchisor-published averages, not earnings promises, and individual results vary; verify against the current FDD. For payroll, the ramp is a headcount curve on the same flat pricing.
$50 per month per company, plus $10 per person paid that month, with unlimited runs, so the weekly cadence an LTCi book demands costs nothing extra. Off-cycle and final checks are included, every federal, state, and local tax is filed automatically, and year-end W-2s and 1099s are part of the price. No long-term contracts; cancel anytime. Onboarding and migration are full-service and paid; we scope both on the demo.
One caregiver’s week across an LTCi client and a private-pay client, one staffing shift, and your account categories. Twenty minutes with a payroll specialist on a live demo company: you’ll see the weighted-average overtime, the labor-by-account report, and the invoice math at your roster size.
Book a 20-minute demo