HIPAA-compliant onboarding, credentialing tracked to expiration, shift differentials, night premiums, and union rules. Built for practices, clinics, and home-health groups that can’t afford an audit finding.
$0K
HIPAA willful neglect max per violation (HHS 2024)
Zero
Lapsed credentials across 3 long-term care facilities tracked by your specialist
0 days
Earliest DEA lapse flag from your specialist's credential tracker
License & Credential Tracking
Our HR Cloud tracks every license expiration, CE requirement, and OIG/SAM exclusion check, firing automated alerts to employees and managers 90 days out.
Zero lapsed credentials across every long-term care facility deployment since rollout.
What you're exposed to Billing on a lapsed credential triggers False Claims Act exposure: $13,946–$27,894 per claim + treble damages.
In practice "A DEA lapse on one of our NPs would have shut down the clinic for a week. Our specialist's credential tracker flagged it 73 days out." N.P., Practice Administrator, 6-provider Utah specialty clinic
FLSA 8/80 Overtime
We configure the healthcare 8/80 exception correctly from day one, and Swipeclock pipes shift data straight into payroll with the right rules per classification.
Zero manual timekeeping errors across every long-term care client on the 8/80 rule.
What you're exposed to DOL healthcare-specific audits recover median $1,120/employee in back wages + liquidated damages. FLSA 8/80 rule misapplication stacks per-shift.
In practice "I've written more handbooks than any auditor has read. I know what every state wants to see." Jenifer V, HR Advisor
PBJ Reporting
Time-and-attendance data flows directly into PBJ-ready files for quarterly CMS QIES submissions, with no manual re-entry and no spreadsheet reconciliation.
100% of PBJ quarterly submissions filed clean and on time since switch.
What you're exposed to CMS F-tag penalty for false PBJ submissions: up to $22,320/day (42 CFR §488.438). One quarter of bad data = $2M+ exposure.
In practice "Compliance is a phone call. Mine. You don't get a ticket number from me." Jenifer V, HR Advisor
Caregiver Workers' Comp
Master policy access, claims management, return-to-work planning, and payroll-integrated premiums all run through our flagship WC program built for caregiver risk.
Every caregiver claim. From intake to return-to-work. Owned by your WC specialist inside our master program.
What you're exposed to Direct caregiver class codes run $3.50–$8/$100 of payroll. One lost-time claim pushes EMR above 1.25, triggering 18–35% premium surcharges.
In practice "Every claim file is mine from intake to closure. No handoffs, no dropped balls, no surprises at renewal." Rick, Workers' Comp Specialist
CNA & RN Retention
We shop medical, dental, vision, life, and disability across all carriers on your behalf, so a 50-bed facility gets competitive options without negotiating alone, with full enrollment administration handled.
100% of enrollment, qualifying events, and COBRA administered in-house, with carriers shopped on your behalf for competitive rates our carrier relationships earn.
What you're exposed to Cost of replacing one nurse: $40K–$64K fully loaded (Nursing Solutions Inc 2024). At 27% annual RN turnover on 80 nurses: $1M+/year.
In practice "One platform, one team, one number to call. That was the entire pitch and they delivered." R.H., Director of Operations, 8-facility Utah long-term care operator
BUILT-IN BENEFIT · ZERO EMPLOYER COST
Your caregivers, medical assistants, and shift nurses work the hardest and wait the longest for payday. ZayZoon gives them instant access to their earned wages, built into your VSHR payroll. No cost to the facility, no risk to you.
From long-term care facilities to medical practices and home health agencies.
PBJ reporting, shift-based payroll, credential tracking, and workers' comp for patient handling staff.
Multi-provider payroll, benefits that retain clinical and admin staff, and compliance support for growing practices.
Mobile workforce payroll, mileage and travel time tracking, and benefits for distributed care teams.
A long-term care facility came to VertiSource after years with Paychex. They were managing onboarding manually, experiencing timeclock inaccuracies, and failing PBJ reporting submissions. Their handbook was outdated, credential tracking was inconsistent, and payroll reporting did not align with their GL structure.
Clean PBJ submissions. Accurate timekeeping. Automated onboarding. A compliant handbook, and an HR infrastructure that supports the facility's daily operations instead of creating more work.
"Our prior vendor took 3 days to add a new tax jurisdiction when we opened our second clinic. VertiSource had it filed by Tuesday."
Every regulation we handle on your behalf. Tap to expand.
Every licensed employee must maintain current credentials. CMS requires monthly exclusion checks, annual re-credentialing, and auditable records. A lapsed license means a deficiency at survey time.
How we solve this →Healthcare's unique 8/80 overtime rule, mixed shift patterns, and per-diem staffing create payroll complexity most providers get wrong.
How we solve this →Every Medicare/Medicaid-certified LTC facility must submit quarterly Payroll-Based Journal data. Inaccurate data directly impacts Five-Star Ratings and reimbursement.
How we solve this →Healthcare workers experience injury rates higher than manufacturing and construction. Patient handling injuries account for 166 cases per 10,000 nursing assistants, five times the national average.
How we solve this →CNA turnover runs 42%. RN turnover in nursing homes sits near 36%. The top reasons staff leave: insufficient benefits and no employer-sponsored healthcare.
How we solve this →The most common questions from healthcare administrators and practice managers.
If your facility is Medicare or Medicaid certified, yes. PBJ (Payroll-Based Journal) is CMS’s mandatory electronic staffing data submission. Every quarter, you must report direct care staff hours, census data, and contract staff hours through the QIES system. Inaccurate data directly impacts your Five-Star Quality Rating, which affects reimbursement rates and regulatory scrutiny. VertiSource integrates timekeeping with payroll to produce clean, PBJ-ready data automatically.
Healthcare employers can use a 14-day work period instead of a 7-day week. Overtime kicks in at 8 hours in a single day or 80 hours in the 14-day period, whichever triggers first. This requires careful tracking by employee classification: most salaried RNs are exempt, but hourly RNs, LPNs, CNAs, and support staff are overtime-eligible. We configure your payroll system correctly from day one so you never miscalculate.
Healthcare has higher injury rates than construction. Patient handling musculoskeletal disorders are the primary driver. A PEO with healthcare workers’ comp experience structures coverage around these specific exposures, implements injury prevention programs, manages claims effectively, and helps control your experience modification rate. VertiSource provides master policy access with claims management and return-to-work support built in.
Yes. HR Cloud tracks license types, expiration dates, and CE requirements, and sends automated renewal reminders to employees and managers. Monthly OIG/SAM exclusion checks are part of our standard compliance process. You maintain a centralized, auditable credential file for every licensed team member, ready for any CMS survey or state audit.
Our implementation team handles the entire migration: timeclock deployment, payroll setup, benefits enrollment, and data migration. We built this process for healthcare facilities specifically. We know the data points that matter (PBJ categories, credential fields, shift classifications) and we configure them correctly the first time.
Through a full benefits build (medical, dental, vision, life, disability), competitive plan design, and enrollment support that makes your facility an employer of choice. The number one reason CNAs and RNs leave is insufficient benefits. We shop the full carrier market for a 50-bed nursing home, so you see real options instead of a single renewal.
Click any state to see minimum wage, paid leave, pay transparency laws, and upcoming deadlines.
Open state compliance map →Whether you run a 30-bed facility or a multi-location medical practice, we will show you exactly how we handle the compliance, payroll, and benefits details your team deals with every day.
Talk to a Healthcare Specialist → 855-565-8747