How to break down pay packages

HOW TO BREAK
DOWN YOUR
PAY PACKAGES
BY LAURA LATIMER
Traveler & Recruiter Matchmaker
inside
Be Empowered about
how you get paid &
Negotiate like a pro!

Traveler + Recruiter Matchmaker
This is what I do!
Some call me Laura.
Others call me the recruiter matchmaker!
Interviewing recruiters is what I do (other than travel of course!)
I created Nomadicare to be the place that travelers could find an
honest recruiter.
I was tired of seeing my friends get lied to and I went on a mission to
create a better way for us travelers to connect to the honest, kind
and responsive recruiters across the industry.
I interview the recruiters and only about 1 in 4 pass my test.
Nomadicare holds the companies and recruiters accountable.
And you get matched with two of them and also given great
resources so you know how to thrive as you live your dream.
This is my way to make this industry even more amazing!

Recruiter Matchmaking
So how does it work?
1. Tell us what you need at Nomadicare.com.
2. We connect you with two honest recruiters from companies across the
country that match your needs.
3. We hold them accountable and check in with you.
4. You live your dream and get tons of free resources to feel empowered!
goodies and free resources for you!
1. Online courses and guides walking you through pay, contracts, red flags,
and more.
2. The option of a clinical mentor. You are not alone!
3. A surprise welcome gift to your door when you take your first assignment
with a Nomadicare recruiter!

.
It does not mean more happiness.
It will not bring fulfillment or peace.
Money. MOney.
However, just because I advocate, "Don't travel only for money!",
it doesn't change the reality that money is a major player in our
industry.
It is important for us to know how we get paid and where our
money is going. Remember: Nothing is free! Everything comes out
of your pay bucket. Different companies will distribute your
money in different places for marketing and to sound like they
have better benefits. What matters is that the benefits they offer
are what you need.
This guide will help you negotiate and break down pay packages
so you can make the best decision for your adventure!
xx
Laura

You can give the next two pages to
your recruiter when they are
putting together your pay package!
Dear recruiter,
Can you please break down the
pay package like this for me?
This will help me see where the
money is going and helps keep
everything very clear which
makes for an awesome
experience! I appreciate you!

Pay Package
Taxable Base Rate Per Hour:
Housing Stipend Weekly:
Meals and Incidental Stipend Weekly:
Total Relocation:
When do I receive this?
Insurance Reimbursement:
(Only if I have my own insurance and not using yours)
Total Licensing/Credential Reimbursement:
Anything else (such as completion bonus, continued
education reimbursements):
My Overtime Rate:
My Extra Time Rate:
What is the Guaranteed Hours/Call off Policy:
What is the Canceled Contract policy:
(i.e., 2-week notice/4 week notice, etc.)

Assignment Details
Start Date:
End Date:
Time off requests during contract:
Facility name and address:
Shift:
Float Requirements:
Hours per week:
Will I be paid for orientation?
Is there any extra testing/unpaid online orientation/etc
that I will have to complete before starting?
Do you have any feedback from previous travelers about this
placement?
If applicable: When do my health benefits start?
If applicable: When do the 401k benefits start? Is there a vesting
period?

Woo. Now you can see everything
in your pay package clearly.
(Make sure all of this is in writing and in the contract as well)
ha-Ching
Time to turn it into a common
denominator.
(What you are paid by the hour)

Break it Down to the Hourly Rate
1. Taxable Base Rate Per Hour: 22 per hour
2. Housing Stipend Weekly: 460
Broken Down into Hourly: 460 divided by 36= 12.7
3. Meals and Incidental Stipend Weekly: 300
Broken Down into Hourly: 300 divided by 36= 8.3 per hour.
4. Total Relocation: 500 total
Broken Down into Hourly: 500 divided by 468 = 1.06 per hour
5. Insurance Weekly: 62 a week
Broken Down into Hourly: 62 divided by 36 = 1.06 per hour= 1.73
6. Licensing/Credential Reimbursement: 200 total
Broken Down into Hourly: 200 divided by 468 = .42 per hour
7. Anything else total:
For example: 1000 Completion Bonus
Broken Down into Hourly: 1000 divided by 468 = 2.13 per hour
Add it all up!
22+12.7+8.3+1.06+1.73+.42+2.13=
48.36
Total hours in contract = 468 (36 hours a week x 13 weeks)

Now that you have an hourly number you can easily
compare contract offers from multiple companies.
1. Your pay is so much more than just the taxed and non-taxed
numbers- your pay includes everything a recruiter is giving you
whether it's in the form of a reimbursement, benefit or money.
2. Nothing is free. Not housing, not licenses, not bonuses, not
medical insurance. Nothing. Each category is a part of your pay
package.
3. Different companies move your money around and put it in
different places for marketing or logistics.
4. Because each company moves your money around differently,
we need to add up all those numbers into one hourly number
that includes everything. It is the only way we can actually
compare pay between companies or assignments.

OTHER MUST
HAVE
NEGOTIATING
TOOLS
Be empowered.
you got this.

Extra time Rates
1. EXTRA TIME may be called a different name at each company. But what
we are talking about is any hours you work that go over what you are
contracted to work.
2. So if your contract says you will work 36 hours- then extra time starts at
37. This is not the same as overtime which is mandated by state laws.
3. The contract you sign should have a number in it that says what you get
paid if you work more hours than contracted.
4. Now that you have calculated your blended hourly rate, you know about
how much you are making per hour when everything is added up.
5. Use that number as a tool to know about what you should be getting
for your extra time rate.
6. The recruitment company is still getting the full bill rate from the hospital
(and sometimes more!) when you work over your hours. So you should be
getting paid a fair amount. Many companies will profit unfairly off of these
extra hours.
7. So from the last example, use that hourly rate and make sure the
number next to your extra time is close to that blended number.
48.36

Extensions
1. Extensions are the ultimate win/win for everyone. The recruitment
companies love them and save money when you extend. The hospital
loves it and trusts you. You don't have to pack and move (yay!) and you
already know you like the job!
2. On your extension, there are a few things in your original pay package
that the company is not able to pay for again. For example, your travel
and license fees.
3. So where does that money go the next time around? For some
companies, they just keep it and make more profit off of you on your
extensions.
4. If a company does this it's like you got a pay decrease on your extension
and they got a pay increase for doing less work.
5. Make sure you feel empowered to know that the reimbursement money
did, in fact, come from your pay package and it was not free. They should
be giving it to you in a new way on an extension.
6. You could get it in the form of more money in your taxable income, in a
bonus, in a CEU reimbursement, etc.
7. Look at your original pay breakdown to see about how much money
you should be negotiating for an extension.

Want more resources or
a vetted recruiter match from Laura?
Sweet.
Laura Latimer
Travel ot + Recruiter Matchmaker