{"id":22561,"date":"2021-10-14T13:38:56","date_gmt":"2021-10-14T17:38:56","guid":{"rendered":"https:\/\/www.dailypay.com\/?p=22561"},"modified":"2022-11-15T14:08:27","modified_gmt":"2022-11-15T19:08:27","slug":"mary-t-supports-caregivers-dailypay","status":"publish","type":"post","link":"https:\/\/www.dailypay.com\/resource-center\/case-studies\/mary-t-supports-caregivers-dailypay\/","title":{"rendered":"Mary T Demonstrates Support for Their Caregivers With an On-Demand Pay Benefit"},"content":{"rendered":"\t\t
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Partner:<\/strong> Mary T Inc.<\/h2>\n<\/div>\n\n
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  • US Headquarters:<\/strong> Coon Rapids, Minnesota<\/li>\n
  • Industry:<\/strong> Health Care<\/li>\n
  • Number of Employees:<\/strong> 850+<\/li>\n
  • Payroll Platform:<\/strong> ADP Workforce Now\u00ae<\/sup><\/li>\n
  • Time & Attendance Platform:<\/strong> ADP Workforce Now Enhanced Time\u00ae<\/sup><\/li>\n
  • Pay Card:<\/strong> Wisely\u00ae <\/sup>Pay<\/li>\n<\/ul>\n\n

    Jason Tjosvold, Chief Administrative Officer at Mary T Inc., supervises all shared services functions, including Human Resources, IT, maintenance, marketing and training. Trent Zajac is the HR Manager for Mary T Inc., and he oversees a team of HR specialists to ensure that HR initiatives are on track and aligned with business initiatives. Mary T Inc. is a family-owned business that was founded in 1976 and now operates in over 50 locations. The company provides a number of post-acute health care services, including residential group homes, skilled nursing, senior living, home health and hospice care. Mary T Inc. also offers rental housing options in several communities in Minnesota, Arizona and Wisconsin that provide a comfortable and safe living environment for tenants.<\/p>\n\n

    We recently spoke with Trent and Jason to learn more about how they came to partner with DailyPay and their experience since launching with us in May 2021.<\/p>\n\n

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    Helping our employees with a cutting-edge solution<\/h2>\n<\/div>\n\n

    It\u2019s a very competitive market right now and we wanted to do everything we could to stand out. DailyPay was an option that came to us through a competitor. When we first heard about on-demand pay, we all laughed because we thought it was going to be a cumbersome implementation. How would we possibly manage to pay hundreds of employees daily? With many other initiatives going on, it didn\u2019t seem realistic.<\/p>\n\n

    On the other hand, we\u2019re always looking out for the well-being of our clients, so it\u2019s also equally important for us to look out for the well-being of our employees. Financial obligations don\u2019t necessarily align with our biweekly pay periods and, obviously, emergencies don\u2019t either.<\/p>\n\n

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    Assessing the competition and deciding on DailyPay<\/h2>\n<\/div>\n\n

    We looked at two other providers along with DailyPay. In one of them, we were concerned with how their deductions were set up in terms of compliance and how they would show up on employees\u2019 pay stubs. DailyPay just seemed to be simple and straightforward. Employees simply download the app to access their earned pay.<\/p>\n\n

    Our employees haven\u2019t noticed any changes in how they are being paid. They just know that now they can access their pay earlier.<\/p>\n\n

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    Promoting employee financial well-being<\/h2>\n<\/div>\n\n

    We looked at DailyPay as a way to promote financial well-being. We had other initiatives in place, but we were concerned because they weren\u2019t necessarily effective. We try to provide our employees with flexibility and options when it comes to benefits, and we certainly view on-demand pay as an important benefit.<\/p>\n\n

    Originally, we had some loan programs for employees, but they were cumbersome and difficult to manage. When we looked at DailyPay, we realized that it would be an easy solution for the operational and administrative challenges we faced in our current programs.<\/p>\n\n

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    A first-day benefit that meets the need for immediate pay access<\/h2>\n<\/div>\n\n

    We operate seven days a week in health care. If someone starts working on a Sunday, it could be 20 days before they get their first paycheck. We wanted to see if there was anything we could do to provide immediacy at a time when people have come to expect immediacy in other parts of daily life. Waiting 20 days to get paid is a bit challenging for our staff, so DailyPay is really a win-win for everyone.<\/p>\n\n

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    Stats that show results<\/h2>\n<\/div>\n\n

    We\u2019ve reached 45% enrollment in DailyPay and 13% utilization. Our previous programs that DailyPay replaced were utilized by only 1% of our population \u2014 so that\u2019s more than 10x the utilization of any previous program in only six months. In the general employee population, the implementation of DailyPay, along with other benefit enhancements, has resulted in a 27% reduction in turnover year to date.<\/p>\n\n

    We also advertise that we offer the benefit in our job postings. DailyPay has been a great partner providing us with posters and flyers to advertise the benefit to our employees. We really do shout from the mountain tops that we have this benefit. We try to be cutting edge as much as we can, and DailyPay is definitely cutting edge. It\u2019s where the future is going in terms of pay and we\u2019re proud to offer that. \u201cWork today, get paid today\u201d really resonates with people.<\/p>\n\n

    In terms of extra work for our payroll department? There has been none whatsoever.<\/p>\n\n

    We\u2019re always afraid when we do something like this that impacts employee pay that something could go wrong and it will lead to a cascade of complaints. Considering how many people have used the benefit and the positive feedback we have received, we are pleasantly surprised.<\/p>\n

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    Download Case Study<\/h2>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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