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Joni Feringa
Why we do it is so much more important than what we do.
What questions do you have?
Dromen is committed to supporting SDP participants in any way possible. We are happy to hire to accommodate and help. Schedule a call with a company representative to discuss this option.
Dromen remits payment typically within 72 hours and in many instances, payments are completed within 24 hours.
Dromen complies with Welfare and Institutions Code section 4685.8 which requires that background checks be completed for individuals who perform direct personal care services, are required by the participant, or required by the participant’s financial management service company.
Health insurance benefits may be included in your employer’s burden if you wish although California requires a retirement plan such as a 401K or IRA be offered to every employee. Please schedule a call with a company representative to further discuss your specific needs.
The previous question explained what expenses are included in the employer burden rate. Many of these expenses are variable and may change based on many factors.
Many expenses associated with employer burden are variable expenses. When an employer has two different employees, in two different positions, doing two different job duties may have two different employer burdens.
For example, Workman’s Compensation Insurance varies by job classification (duties), the risk associated with the classification, and past claims. A construction worker has a higher Workman’s Compensation Insurance rate than an office worker. The same is true for an employee who participates in a 401(k) with a company matching. This employee would have a higher employee burden rate than the employee who does not participate in the same program.
Other factors that increase the burden rate provided by the FMS may include factors such as regional center requirements (contractual obligations), technology to address Electronic Visit Verification, and expenses to administer employee benefits like health insurance and retirement plans.
The employer burden is calculated to include the entire benefit package you want to offer to your employee. An employer burden encompasses all expenses associated with hiring and maintaining an employee beyond their direct compensation. Please schedule a call to discuss FMS services to further discuss this question.
Typical expenses that may be included in the employer burden are:
DDS Mandated
- Electronic Visit Verification Compliance
- Costs associated with background checks
- Decide skills needed and job description development (helps ensure compliance with labor laws)
- Verification of worker’s eligibility for employment
Regional Center Mandated
- Specific contract requirements from the regional center
Direct Expenses
- Salary/Wages
Indirect Expenses
- Employer insurance (Liability insurance, Worker’s Compensation)
- Legal compliance
- Health insurance, if offered
- Paid leave (FMLA, sick time, paid time off)
- Legally required contributions
(Social Security, Medicare, unemployment insurance-state and federal) - Other technology
- Training
- Negotiated benefits in the employment package between you and your employee
- Other expenses, not mentioned
California Mandated
- California mandated retirement
We are currently approved with Harbor Regional Center and have contacted other regional centers to establish contracts. We recommend you schedule a call with a company representative or send an email to [email protected] with any questions.
The term “employer burden” refers to the direct and indirect costs of employing an individual over and above their wages/salary. Employer burden includes every expense associated with employing an individual. The employer burden is everything included in the benefits package.
Dromen offers all three FMS models – Bill Payer, Co-Employer and Sole Employer – although services vary by regional center. Please schedule a call with a company representative to further discuss which FMS models are available for you at your regional center.