HR for Health makes payroll better for healthcare practices. It’s streamlined. It’s automated. And it’s done right and checked by legal experts, so you don’t get sued.
Compliance doesn’t mean sacrificing convenience. In fact, having all of the legalities baked in makes your life easier. Let’s take “I hope that’s right” out of your payroll vocabulary. With the only HR software built for healthcare.
Creating a custom handbook is as simple as filling out a questionnaire.
Update your handbook to reflect new laws with one button (and the changes are flagged for you to review)
Send the handbook around electronically, and know who’s confirmed receipt
Creating a custom handbook is as simple as filling out a questionnaire.
Update your handbook to reflect new laws with one button (and the changes are flagged for you to review)
Send the handbook around electronically, and know who’s confirmed receipt
Payroll is repetitive. And if something repetitive has extra steps, the extra time adds up.
Take your time back. HR for Health helps you stay accurate with instant preview, revision, and verification. Signatures, submissions, approvals and more are handled within the platform. Even early paychecks and variable pay rates.
We even help handle paperwork perfectly. No more mountains of filings and forms. Just the info you need, where you need it.
Some people think that having payroll software means they’re HR compliant. And there’s a whole lot of lawyers that couldn’t be happier about that.
You’d be surprised at how many name brand payroll providers make you do the work of sticking to federal, state, and local regulations.
Luckily, our lawyers (and developers) are on your side. Our software handles payroll and HR compliance in situations from day-to-day, to exotic. Protecting your practice with every payroll run.
Managing 401ks shouldn’t make you wish for an early retirement. With HR for Health, it won’t.
We can fully take the load of managing your 401ks off your plate with our trusted experts. Or, we can work with outside providers you already know and trust.
Either way we minimize paperwork, ensure compliance, and all around make your life easier.
Take a deep breath… Your HR’s done. It’s automated. Digital. Secure.
Sounds like heaven, right?
Werner Optometry|Despite having the best of intentions, we were not compliant. I was fearful I’d find myself in a situation that I would not know how to handle. Now, I sleep with and absence of anxiety and frustration.
HR questions should be answered by certified HR pros… not a friend or a cousin.*
Get your very own on-demand HR team (without the extra payroll expenses). You can shoot us an email or call our HR hotline during your workday, or access the HR Knowledge Base 24/7.
There’s a lot of HR software solutions out there, but there’s only one that’s designed by a practitioner and an attorney specifically for dental and medical practices. That’s us. Every feature, function, and product is designed for healthcare teams. No other HR solution can say that.
You don’t need to keep up with employment law, but your policies definitely do. We automatically update your policies and handbooks to account for changes to laws and regulations at the local, state, and even federal levels.
Just because you haven’t faced a lawsuit doesn’t mean it’s not coming. Other software leaves compliance up to you. We take care of it with a total solution that ensures you stay legal.
Every year thousands of practices are attacked with expensive lawsuits that not only cost a lot but cause irreparable reputational damage. Simply keeping compliant allows you to mitigate nearly 99%* of HR-related legal claims. *1% of legal claims require beating someone with a stick.
As an employer, you need to deduct the correct amount of taxes from your employee’s wages, calculate your own taxes, deposit the payments and file returns on time.
Federal payroll taxes come in two parts. First, Federal Insurance Contribution Act taxes that support Social Security and Medicare. They are 15.3% of every employee’s wages, half paid by the employee and half by the employer. If the employee is paid over $160,200, they’ll be charged more.
Second, federal income tax, paid only by the employee, is based on the wages they’ve earned and From W-4 details.
State payroll taxes vary by location, and are only paid by the employee. In some states employees also pay unemployment taxes—the federal rate varies from 0.6 - 6% depending on variations in state law.
Minimum wage laws lay out the lowest amount of money employees may be paid. Every employee in the United States must be paid a minimum of $7.25 per hour, the federal minimum wage laid out in the Fair Labor Standards Act.
However, in some jurisdictions the minimum wage is set higher. If you’ve got Washington in your address, look out. Washington has the highest state minimum wage at $15.74, and the jurisdiction with the highest minimum wage in the country is the District of Columbia, at $17 per hour.
Overtime pay is the extra amount per hour employers must pay nonexempt employees who work more than 40 hours in a workweek. The overtime rate must be at least 1.5 times the standard pay rate.
Exempt employees (those who don’t make overtime) must be paid a salary above a certain level, and work in an administrative, professional, managerial, sales, or other non-hourly role. The Department of Labor website has plenty of info to help make that distinction.
