Reminder – 2017 Minimum Wage Reconciliation Survey

Carl J. Pucci in Finance & Reimbursement

A reminder that the 2017 Minimum Wage Survey is due next Monday, February 4, 2019. Attached is the DAL and Survey link

DOH has provided answers to initial survey questions raised by providers, as noted below: 

  1. A general example 

Five employees (in Albany) making $9.00 as of 12/31/16 needed an increase of $0.70 as of 1/1/17 to be brought to the minimum wage requirement. The hours worked in 2017 were (1,820 for each employee) a total of 9,100.

$0.70*9,100= $6,370 

Including fringes

($0.70*9,100)+$1274 = $7,644 

  1. 2017 Minimum Wage Reconciliation Supplement 

(1) Please enter only in the orange spaces in the template, including.

(2) Next to Enter Region Code: enter 0 for Outside NYC, 1 for NYC it or 2 for Long Island / Westchester - includes Nassau, Suffolk, & Westchester and it will prepopulate the spreadsheet with the appropriate hourly wage of the region

Fill in columns (d) (f) and (h) with the appropriate amounts and it will calculate column (e) and (g) for you. The total impact from column (g) must agree to the signed attestation (CFO or CEO) and line 4 of the Reconciliation document.

Also, please only include the minimum wage increases and not the additional expenses such as compression or overtime.

  1. Providers not impacted

The reconciliation survey is required to be completed for all health care providers even if not impacted by minimum wage. 

  • The reconciliation document (2017 reconciliation survey) and signed attestation (to be uploaded in the survey) is required for providers not impacted by minimum wage.
  • The 2017 MW Reconciliation Supplement is not required for providers not affected by the minimum wage increases. 

These providers should enter a "0" in question 4 of the survey. 

  1. Contracted Staff
  • Please include all direct contract* staff in the total number of employed staff for which your agency can produce a payroll record. Please DO NOT include staff working in contracted services. Examples of contracted services would be cleaning, food, etc,..
  • Contracted hours are limited to those where you can produce payroll records (not agency bills) in order to support the reimbursement of how minimum wage funds were spent, and/or for an external auditor. Please include in the count of hours all direct contract staff for which your agency can produce a payroll record.
  • You must have the payroll records for those employees and would fill it out using the same methodology. We are not reimbursing any of the agency fees/ administrative expenses associated with those employees and therefore required to have the payroll information.
    • *Direct contracted staff are defined as individuals who are delivering direct care services under the direction and supervision of your facility, who are employed through a staffing contract, as opposed to being directly employed by your agency/facility. Payment of these staffing services would be at an hourly wage, or per diem, and should not be confused with general service contracts where by external entities are contracted for ancillary deliverables (e.g. housekeeping, food services, transportation).
    • For future reconciliation and/or external audits, the additional direct contracted hours your facility is paid will be supported by payroll records. Direct contracted hours are limited to those where you can produce payroll records in order to support additional reimbursement for future reconciliation of how minimum wage funds were spent, and/or for an external auditor. Use of Temp Agency contract staff to cover vacant staff positions should be addressed as vacancies in the survey.
  1. Overtime- It is not in the budget to be reimbursing the additional overtime costs so there is not a component to include the overtime in the calculation. Please include the total hours worked, regular and overtime as a total. 
  1. Vacant / New Positions - If a position is filled in 2017 was previously vacant at a wage less than minimum wage (in 2016) you would include that position and hours worked in 2017. If the position was not previously vacant but a new position you would not include it because it is paid at minimum wage.
  • Please only include in the hours/employees/wages all staff for which your agency can produce a payroll record. The reimbursement is limited to those hours/employees/wages where you can produce payroll records in order to support
  • how minimum wage funds were spent, and/or for an external auditor.


NYSHFA/NYSCAL CONTACT:

Carl J. Pucci
Chief Financial Officer
518-462-4800 x36