| SDP Team
Happy Holidays!
As 2025 draws to a close, we want to take a moment to extend our heartfelt gratitude to our clients and caregivers. We hope this past year has brought you joy, fulfillment, and meaningful moments.
Looking ahead, we wish you continued happiness, health, and success in 2026. May the new year be even brighter, filled with opportunities and growth for you and your loved ones.
The remainder of this document outlines important updates and changes that will take effect in 2026. These adjustments are designed to strengthen our services, enhance support for caregivers, and ensure we continue to meet the highest standards of care and compliance.
Thank you for being an essential part of the Sentinel Four community. Your trust and dedication inspire us every day, and we look forward to navigating the year ahead together.
UPDATES TO PAYROLL SCHEUDLE
Transition to Weekly Payroll in 2026
Beginning in 2026, Sentinel Four will move from semi-monthly payroll to a weekly payroll schedule. This change is designed to provide several key benefits:
- Improved Budget Tracking: With weekly updates, both caregivers and administrative staff will have less time between pay periods, making it easier to monitor budgets and cash flow.
- Convenience for Caregivers: Caregivers will now receive paychecks every Monday, rather than waiting for two paydays per month. This ensures more consistent income and easier personal financial planning.
- Alignment with AxisCare Calendar: The new schedule is fully synchronized with the AxisCare work week (Monday through Sunday), simplifying reporting and reducing discrepancies between scheduling and payroll.
For the end of December Payroll, the last pay period will be from December 16th through December 28th. Caregivers will be paid for that pay period on January 8th. The new pay periods begin Monday December 29th with paydays every Monday. The following payroll calendar outlines the pay periods and corresponding paydays for 2026.
CAREGIVER TECH REIMBURSEMENT
As part of our ongoing commitment to legal compliance and ethical employment practices, we are implementing a modest reimbursement policy for employees who use personal devices to meet Electronic Visit Verification (EVV) requirements.
Effective January 1, 2026, all employees who are required to clock in and out using a personal cell phone or smart device will receive a reimbursement of $2.50 per pay period to offset the cost of device usage. This is equivalent to $10.83 per month or $130 per year. This policy applies to all SDP participants served through Sentinel Four’s Financial Management Services (FMS) in the Co-Employer and Sole Employer Models.
Why This Is Required
Under California Labor Code §2802, employers must indemnify employees for all necessary expenditures incurred in direct consequence of their duties. This includes the use of personal cell phones when such use is mandated by the employer or required to comply with state or federal regulations.
All staff paid using SDP funds are subject to EVV mandates. Sentinel Four provides the software and application to make this process extremely easy and efficient. The Axis Care application allows your staff to comply with EVV mandates. Because EVV compliance necessitates the use of a mobile device to record time and location data, failure to reimburse employees for this usage may expose both Sentinel Four and co-employers to liability, including:
- Wage and hour claims
- Penalties for failure to reimburse business expenses
- Potential class action exposure
This reimbursement is not optional—it is a statutory obligation triggered by the nature of the work and the tools required to perform it.
What You Need to Know
- No action is required from you at this time. Sentinel Four will implement this reimbursement automatically for affected employees.
- The reimbursement will appear as a separate, non-taxable line item on employee pay stubs.
- This policy does not alter any existing wage rates or benefit structures.
We understand that every dollar matters, and we remain committed to balancing fiscal responsibility with legal integrity. This adjustment ensures that all parties—clients, employees, and co-employers—remain protected under California law.
If you have questions or would like to discuss this further, please contact your case manager or email us at FMS@sentinelfour.com
Thank you for your continued partnership and trust. We hope you have a great holiday season and a fantastic year in 2026.