Custom Report Series: The Benefits Audit

Are we... accidentally giving away free benefits?

Let’s be honest. Staffing a skilled nursing facility is a circus on a good day. Between backfilling no-shows, chasing shift coverage, and balancing HPPD against budget goals, no one’s exactly combing through hours-worked data for quiet inefficiencies.

That’s exactly how this slipped through the cracks: dozens of employees classified as “full-time”—and receiving full-time benefits—were clocking just 15, 20, maybe 24 hours a week. Every week. For months.

On paper? Full-time. In practice? Not even close.

And the kicker? No one caught it. Not HR. Not payroll. Not ops.

That is, until a Megadata client asked for “a simple audit” to double-check labor classifications.

What we gave them? A flashlight into a black box.

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What we built (and why it works)

We called it the Full-Time Employees with Low Weekly Hours report.

But internally, it earned a nickname: The Benefits Audit. Because that’s what it became, a fast, filterable way to spot benefit-eligible employees working like part-timers.

Here’s what the report shows:

• A list of active full-time employees with sub-40 hour work weeks
• Their weekly worked hours across a trailing 6-week window
• Highlighted callouts for those under the 30- or 32-hour mark
• Facility and department tags for instant rollups
• Bonus? “Days since hire” to avoid dinging new staff

It’s visual. It’s sortable. It’s dangerously easy to understand.

You don’t need to be a data analyst, you just need to be a leader who wants answers.

Pulls Data From:
✔ Your timeclock system (think SmartLinx, OnShift, or Kronos)
✔ Your payroll platform (like ADP, Paycom, or Paycor)

See Megadata full integration guide here.

Megadata handles the glue, so you’re not reconciling messy exports or asking your HR team to play detective.

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What long-term care and behavioral health leaders do with it

This report does more than identify inconsistency, it empowers action.

• HR teams can initiate reclassification conversations or adjust benefits eligibility.
• RDOs and COOs can investigate staffing patterns by facility or position, asking, “Are we overscheduling staff who aren’t showing up?”
• Finance leaders can quantify cost exposure from underworked full-time staff and adjust labor planning assumptions.
• Administrators can use the report to open discussions with department heads about accountability and shift adherence.

And the beauty is... the report doesn’t just help fix the problem once. It prevents it from becoming invisible in the future.

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TL;DR: If you’re handing out full benefits, make sure you’re actually getting full-time work.

Because otherwise? You’re paying premium prices for part-time hours.

And no one’s got room for that kind of margin leak, not with razor-thin budgets and agency rates climbing like rent in Brooklyn.

Ready to fix it? Reach out to us to get this report for your team.

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