Sentinel Four 2026 Updates

As 2025 ends, we want to thank the families and caregivers we work with for their trust this year. We hope the year brought you good moments, and we wish you a healthy 2026.

This post covers two changes that take effect in 2026. Caregiver payroll moves from semi-monthly to weekly. And caregivers who use a personal phone to clock in and out will receive a small reimbursement for that use. Both changes apply to families in our Co-Employer and Sole Employer models. Nothing changes for Bill Payer families, because there are no caregivers on payroll in that model.

Payroll moves from semi-monthly to weekly

Beginning in 2026, Sentinel Four moves from semi-monthly payroll to a weekly payroll schedule. We made this change for three reasons.

• Budget tracking. With weekly pay periods there is less time between pay runs. Caregivers, families and our staff see hours and budget use sooner, which makes it easier to monitor spending and cash flow.
• Convenience for caregivers. Caregivers receive a paycheck every Monday instead of waiting for two paydays a month. Income is steadier and easier to plan around.
• Alignment with AxisCare. The new pay period runs Monday through Sunday, the same as the AxisCare work week. Scheduling and payroll now use the same week, so there are fewer discrepancies between the two.

If you want the full mechanics of a pay run, see how caregiver payroll works and our payroll service page.

Dates for the changeover

• The last semi-monthly pay period runs December 16 through December 28, 2025.
• Caregivers are paid for that period on January 8, 2026.
• The first weekly pay period begins Monday, December 29, 2025.
• From then on, every pay period runs Monday through Sunday, and paydays are every Monday.

Your case manager can send you the 2026 payroll calendar, which lists every pay period and its Monday payday.

Caregiver device reimbursement

Effective January 1, 2026, every caregiver who is required to clock in and out using a personal cell phone or smart device receives a reimbursement of $2.50 per pay period to offset the cost of using that device. That equals $10.83 per month, or $130 per year.

The policy applies to all Self-Determination Program (SDP) participants served through Sentinel Four's Financial Management Service (FMS) in the Co-Employer and Sole Employer models.

Why the reimbursement is required

Under California Labor Code section 2802, an employer must reimburse caregivers for necessary expenses they incur as a direct consequence of their duties. That includes the use of a personal cell phone when the employer requires it, or when it is needed to comply with state or federal rules.

All staff paid with SDP funds are subject to Electronic Visit Verification (EVV) mandates. Sentinel Four provides the software for this. Caregivers use the AxisCare app to clock in and out, which records the time and location of each shift. Because EVV compliance requires a mobile device, an employer that does not reimburse for that use could face:

• wage and hour claims,
• penalties for failing to reimburse business expenses, and
• potential class action exposure.

That exposure would fall on Sentinel Four and on co-employers alike. The reimbursement is not optional. It is a statutory obligation that follows from the work and the tools needed to do it. Read more about EVV and clocking in and out.

We understand that every dollar in a budget matters. This is a modest amount, and it keeps families, caregivers and Sentinel Four protected under California law.

What you need to do

• Nothing, for now. Sentinel Four applies the reimbursement automatically for every affected caregiver.
• Read your pay stub. The reimbursement appears as a separate, non-taxable line item. It is not part of wages.
• Wage rates do not change. The policy does not alter any existing wage rate or benefit structure.
• Caregivers: keep clocking in and out in AxisCare as usual. Your hours are now grouped Monday through Sunday and paid on the following Monday shown in the 2026 payroll calendar.
• Families: because pay runs weekly, hours will show against your budget every week rather than twice a month. Your portal reports reflect this.
• Questions about either change go to your case manager.