HomeWell Franchise Finds the Best Partner in Return to Tapcheck

A home health franchise wanted to bring the best possible on-demand pay benefits to their employees. But a brief experience with a competitor went awry, and their employees demanded a return to Tapcheck.

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$250,000

in transfers funded

110

employees served with EWA

30%

annual turnover, 62% better than industry average

“You’re either going to pay for something with your time or your money. Tapcheck is one of the very few companies that didn’t cost me either.”

Eli Collier

Co-Owner, HomeWell Care Services

A Poor Experience Elsewhere

After leaving Tapcheck for a different EWA provider, this HomeWell franchisee suddenly had a “mutiny” on her hands. Only returning to Tapcheck did her employees get what they need and she found peace.

Company

HomeWell Care Services

Locations

Industry

Home health care

Payroll

Viventium®

Employees

Finding a Proper Partner

When multiple companies are competing for the same employees, offering the benefit of early wage access is pivotal to a business' recruiting and retention strategy. Recognizing this, Eli Collier knew she wanted to offer on-demand pay as part of her employee package at her HomeWell franchise.

At first, they encountered resistance from multiple providers that deemed their business too small to implement the benefit. Then they found Tapcheck, whose financial wellness solution came at no cost to employers and serviced a broad market -- from companies considered small and midsize to those with tens of thousands of employees.

Tapcheck also allowed for seamless integration into WellSky and Viventium, Collier’s timekeeping and payroll systems. Even when she needed extra help to build the integration to Viventium, the Tapcheck team was on-hand to ensure it was seamless and headache-free.

And so Collier and team brought earned wage access into the fold and quickly found the benefits of increased employee engagement and performance.

Running Into Trouble with a New Provider

Collier and her team were approached by another EWA provider, one that promised to bring the same level of functionality she’d come to expect with Tapcheck as well as a slew of new benefits. Aiming to bring the best possible solutions to her employees and believing what the other team had to say, Collier switched providers.

Pretty quickly after implementation, though, Collier started to hear about problems with the new EWA solution from her staff. They had issues logging into the app, transferring funds, and getting answers to their support questions. Soon enough, they were bogging down Collier’s back-office team, and “turning me into tech support, which was not what I wanted to happen,” she says.

It didn’t take long for her staff to truly raise issues with the new system. As Collier put it: “I had a mutiny on my hands. They were telling me they were ‘going to do something’ if I didn’t switch back to Tapcheck.

“It just took so much of my time, and I actually lost caregivers because of it.”

Triumphant Return, Happy Employees

Collier shortly returned to Tapcheck and brought the benefit back to her team. “The whole point of offering on-demand pay is to keep my employees happy,” she said. Since returning to Tapcheck, Collier found that usage of the benefit returned to their previous baselines with Tapcheck, in stark contrast to the light usage they’d experienced with the other provider.

Collier also notes that key markers in hiring and retention have improved since bringing Tapcheck into the fold.

“Is [our retention improvement] all due to Tapcheck? No. But I will tell you Tapcheck has had a big part in it,” she said.

“Tapcheck has been a lifesaver for us. We’ve had employees who have called and said, ‘I’m a loyal employee, can you forward me money or pay me ahead?’ And now we get to say, ‘we have Tapcheck. You can go get this, and you don’t have to ask us.’”