Pay

Consumer Direct Care Washington’s (CDWA) pay dates are every other Friday and can be found on the Payroll Calendar. It is posted on the Payroll Materials page. Scroll down to page two of the calendar for more details.

Pay rates and employment requirements are set by state legislation and the Collective Bargaining Agreement (CBA) with SEIU 775. If there are changes to pay rates or employment requirements due to changes in legislation or to the CBA, CDWA will communicate those changes to IPs and Clients.

Through ADP. You can get there through the DirectMyCare web portal.

Step 1: Sign in to your DirectMyCare web portal account.

Step 2: Click on the Pay Stub/W-2 button.

Step 3: Click the blue ‘here’ link to go to ADP.

Register for an account at myADP.com and follow these instructions. Please contact your CDWA Service Coordinator if you have trouble registering for an account.

These instructions can help you learn where things are in ADP.

This guide goes over how to read the CDWA pay stub.

As the legal employer, CDWA follows Department of Labor rules for paying employees. For some Individual Providers (IPs), we can deny the overages based on their live-in status or relationship to the client. For more information, please refer to 79f of the Fair Labor Standards Act.

For others, we must pay any time that was worked, including overages. Unauthorized time may be subject to corrective action.

Beginning July 1, 2022, IPs are eligible for holiday pay if they work on Independence Day (July 4) and/or New Year’s Day (January 1) as set forth in the collective bargaining agreement (CBA) with SEIU 775. Days that qualify for holiday pay are defined in the CBA.

Effective July 1, 2023, IPs accrue one (1) hour of PTO for every 24 hours worked.

Effective July 1, 2024, IPs accrue one (1) hour of PTO for every 23 hours worked.

PTO caps at 140 hours.

Refer to ‘Section 11.1 Accrual’ of the 2023 – 2025 CBA with CDWA and SEIU 775.

Through Workday at any time. Use these instructions.

Note: The next paycheck may still go to the old payment method we had on file. It depends on when the change was made and where we are in the payroll process.

Through Workday at any time. Use these instructions.

Note: Changing W-4 withholdings may take effect on the next paycheck. It depends on when the change was made and where we are in the payroll process.

No, IPs must update their W-4 withholding to exempt each year. This typically must be done no later than February of each year. Use this guide for instructions on how to update through Workday. Please do not send a paper W-4.

IPs are paid every other week. Special arrangements cannot be made for when pay is received. Pay dates are posted on our payroll calendar. You can find the payroll calendar on the Payroll Materials page. IPs can choose how they wish to receive their pay and can even split their pay amounts into different accounts. Use this guide for instruction on setting up payment elections.

It depends on how the IP completed their Difficulty of Care/live-in attestation during hiring. CDWA will process taxes based on this information. If an IP is unsure if they qualify for this exemption, they should ask a tax professional. The Difficulty of Care/live-in exemption is not optional if the IP qualifies for it. You can find more information on our Tax Exemptions guide.

If the attestation was incorrectly completed during hiring, contact CDWA.

If you attested to a Difficulty of Care exemption during your hiring with CDWA, this means:

• Taxes are not withheld from personal care and relief care, and will not be reported as wages in Box 1 on your W-2.
• Taxes are still withheld and reported in Box 1 for respite, PTO, training, and 15-minute admin time unless you also claimed exempt on your W-4 or had other pre-tax deductions.

CDWA follows IRS guidelines on how to report Difficulty of Care exemptions. You can find more information on our Tax Exemptions guide or on the IRS website.

The Difficulty of Care/live-in exemption is not optional if the IP qualifies for it.

IPs providing domestic services, such as personal assistance, may be exempt from paying certain federal and state taxes based on the IP’s age, student status, or family relationship to the employer. In some cases, the IP may also be exempt based on their employer’s status. If the IP qualifies for these tax exemptions, they must be taken.

The IP completes a Difficulty of Care/live-in attestation as part of their employment hiring documents. If the IP attested to meeting one of the qualifying conditions, CDWA will process taxes based on this information.

Yes, CDWA pays IPs for respite care hours that have been approved by the Client’s Case Manager. However, there are some restrictions.

Live-in Providers, including Parent providers, cannot provide respite care.

Parents and other IPs living in different households can provide respite. IPs can provide respite or personal care, but not both in the same month. To be paid for respite mileage, the Client must be approved for respite care hours and the IP must also submit a corresponding respite shift.

For more information, please review WAC 388-845-1607.

A pay card option used by CDWA if the IP does not have or wish to use a traditional bank account. The pay card is used like a debit card to make purchases online, in store locations, or withdraw cash. More information can be found on the Wisely Card information sheet.

Visit www.activatewisely.com or call 866-313-9029. You will need to choose a PIN during activation.

The card should arrive in 7 to 10 business days after enrollment. It is sent in a plain, white envelope with no return address that may look like junk mail.

If the card is not received, check your primary address on file in your Workday account. The Wisely Pay card was mailed to this address. If the address is incorrect, you can update your personal information using these instructions. Contact Wisely at 866-313-6901 to request a new card be sent. You will also need to work with Wisely to get the funds transferred to the new card.

You MUST log into your Workday account and update your pay method to your new Wisely card. Otherwise, future payments will go onto your old card.

There may have been an issue with your pay method and we have not been able to reach you. You may have also accidentally selected the pay card option. If you received an activation email, that means one or more of your paychecks were made to a Wisely Pay card account. You must activate the Wisely Pay account to receive your pay. If the card was not received, check your primary address on file in your Workday account. The Wisely Pay card was mailed to this address. If the address is incorrect, you can update your personal information using these instructions. Contact Wisely at 866-313-6901 to request a new card be sent. You will also need to work with Wisely to get the funds transferred to the new card.

Contact Wisely at 866-313-6901 to request a new card be sent.

You can update your email address, street address, and phone number directly from the myWisely app or at www.mywisely.com.

Go to Google Play Store for Android devices or App Store for iOS devices. Search for ‘myWisely’ to download the free app on your smartphone or tablet.

Request the user ID or password using the myWisely app or on the website here.

Yes. Do this from the myWisely app or on www.mywisely.com. Wisely also includes two checks in the paperwork they send with the card. These may be helpful for those who prefer to take a check to their bank for deposit.

Note: It may take up to three business days to enroll and validate your bank account.

By phone at 866-313-6901; however, most IPs have better luck first contacting CDWA  for help.

Garnishment requests should be emailed to: InfoCDWA@ConsumerDirectCare.com.

List ‘Consumer Direct Care Network Washington, LLC’ as the IP’s employer.

If you believe there is an error with a garnishment, contact CDWA immediately.

If you believe your taxes were calculated incorrectly or there is something wrong, you can contact CDWA. Please note that CDWA is not a tax consultant and cannot provide tax advice.