WageTime is payroll for Interim HealthCare franchise owners, whose brand lets one office run personal care, home health, hospice, and medical staffing under a single agreement. Four lines means four kinds of pay in the same week; WageTime runs them as one payroll.
For independently owned and operated Interim HealthCare® franchised offices. WageTime is not affiliated with, endorsed by, or sponsored by Interim HealthCare Inc., Caring Brands International, or Wellspring Capital Management. All trademarks belong to their respective owners.
Most agency payroll breaks over one hard week. An Interim HealthCare office can have four different hard weeks at once, and they all land on the same Friday.
Personal care bills by the hour. Home health pays clinicians by the visit. Hospice pays somebody to carry a pager all weekend. Staffing pays shifts in other people’s buildings at differential rates. One roster, four rate systems, and a single overtime calculation owed across whatever one person touched that week.
Published FDD summaries describe royalties tiered by payer: one rate on palliative sales, another on Medicare and Medicaid work, a third on everything else, with a weekly minimum and hospice on its own monthly rate. A fee stack that reads payer mix expects the office to know revenue and labor by line and payer, every single week.
Medicare’s hospice rules keep nursing available around the clock, so somebody is always carrying the pager. The stipend looks simple in the job ad. Then a 2 a.m. callback visit lands next to a full day of scheduled work, and the question surfaces: what did all of that just do to the regular rate?
The staffing line sends a nurse into a skilled facility Tuesday night and a client’s living room Thursday morning. The facility wants proof of license and screening before the shift starts; payroll wants the night differential, the visit fees, and the overtime to land on one clean check after it ends.
The recruitment pitch is multiple revenue streams, and it works: offices add hospice, add staffing contracts, add territory. Every added line arrives in payroll as new pay codes, new filings, and new credential ladders. The office that grows doesn’t need a second payroll company. It needs the first one to keep up.
In one WageTime payroll run, with a pay code per kind of work and overtime on the weighted-average regular rate across all of it. Personal care hours, home health visits, hospice on-call, and staffing shifts are codes, not separate systems.
Replaces the second payroll system the fourth service line was supposed to require.
Payer-tiered royalties turn payer mix into a weekly bookkeeping requirement, and labor is the biggest number in it. The published tiers price palliative, Medicare, and other sales differently, so WageTime keeps hours and wages coded to match, ready before the royalty computes.
| Service line | Hours | Labor |
|---|---|---|
| Personal carePrivate pay | 1,240.0 | $23,560.00 |
| Home healthMedicare & MA | 612.0 | $19,890.00 |
| HospiceMedicare | 402.0 | $14,875.00 |
| Medical staffingFacility contracts | 288.0 | $8,930.00 |
| Office & triageOverhead | 120.0 | $3,480.00 |
Replaces the Monday spreadsheet that rebuilt payer mix from invoices, one line at a time.
Typically as a stipend for carrying the pager plus callback pay when a visit happens, and both belong in the overtime math. Medicare requires hospice nursing routinely available 24/7 (42 CFR 418.100(c)(2)), so every office that adds the line inherits a rotation that never closes.
Replaces the sticky note that tracked who carried the pager and what the office owed them for it.
Staffing shifts run in the same WageTime payroll: facility work carries its own codes, differentials, and credential gates beside home care visits. The brand began in staffing, as Medical Personnel Pool in 1966, and today reaches skilled facilities, hospitals, clinics, schools, and correctional institutions.
| Shift | Assigned | Status |
|---|---|---|
| Tue 7p-7aSkilled nursing | Elena V., LPN | Confirmed |
| Wed 7a-3pRehab center | Marcus J., CNA | Confirmed |
| Thu 11p-7aHospital float pool | Priya N., RN | Rest period |
| Fri 7a-3pSchool nurse · TB test | Unassigned | Cred hold |
| Sat 7p-7aAssisted living | Devon P., RN | Confirmed |
Replaces the whiteboard shift board and the credential binder it never talked to.
Pay codes and filings change; the payroll system shouldn’t. A new line is a set of pay codes that joins the existing run, and a new territory is its own company under its own EIN, one WageTime login across the group, reported separately or combined.
| Step | Status |
|---|---|
| On-call & callback pay codesstipend/per-visit/triage block | Done |
| Differentialsnight, weekend, holiday | Done |
| Job costinghospice line and payer codes | Done |
| Team onboarding4 nurses, e-sig from phone | In progress |
| Credential recordsRN lic, TB test, CPR card | Done |
| First hospice payrolljoins the Friday run | Scheduled |
Replaces the second payroll vendor quote that used to come with the fourth service line.
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 demoWellspring Capital Management, a New York private equity firm, acquired parent company Caring Brands International in October 2021; Caring Brands also owns Bluebird Care in the UK and Ireland and Just Better Care in Australia. Rexanne Domico became President and CEO in January 2025. The offices themselves are independently owned and operated franchises. Educational summary as of mid-2026.
Yes. The brand reports 300+ US locations across 44 states, each an independently owned franchise business. The franchisee employs the aides, nurses, and office staff, so wages, payroll tax deposits, and year-end W-2s all run under the franchisee’s EIN. WageTime files every federal, state, and local tax automatically under that EIN.
Yes. WageTime gives each service line its own pay codes (hourly time, per-visit fees, on-call stipends, facility shifts with differentials) and computes overtime on the weighted-average regular rate whenever one person’s week crosses lines. Labor is job-costed by line and payer, so the royalty worksheet’s biggest input is already answered.
The common pattern is a stipend for carrying the pager plus callback pay per visit, because Medicare’s hospice rules require nursing available 24/7 (42 CFR 418.100(c)(2)). The amounts are each office’s own policy. In WageTime, stipends, callbacks, and triage blocks are pay codes that fold into weighted-average overtime automatically.
Published FDD summaries describe tiers keyed to payer: 3.5 percent on palliative care sales, 4.5 percent on Medicare, Medicare Advantage, and Medicaid, and 5.5 percent on other sales with a $100 weekly minimum, plus 5.5 percent monthly on hospice. Published sources conflict on other figures, so confirm your own franchise documents.
$50 per month per company plus $10 per person paid that month, with unlimited runs, so weekly pay day, off-cycle checks, and bonus runs add nothing. Every tax files automatically, with W-2s and 1099s at year end. No long-term contracts, cancel anytime. Onboarding and migration are full-service and paid, scoped on the demo.
Twenty minutes with a payroll specialist on a live demo company. Bring an LPN who ran home health visits, a facility shift, and a night on call in the same week: you’ll watch the weighted-average overtime price it, then open the labor-by-line-and-payer report your royalty worksheet keeps asking for.
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