Confidential proposal
Let your employees control the release of their own employment records. Franciscan Health earns a share of every verification.
MyEmployment replaces The Work Number as the service that answers incoming employment and income verifications for your current and former workforce. Employees are notified when each request is made, see who is asking and why, and can deny the release. Franciscan receives a share of the verification revenue generated by its workforce.
Based on the rough numbers you have shared, this looks like $400,000 to $500,000 a year back to Franciscan.
In short
The proposal, in five plain statements.
We replace The Work Number as the verifier of incoming verifications, rather than adding another repository.
↓Your employees are told about each request as it happens, and can stop it before the record is released.
↓You decide where the workforce data lives, and by default we hold no standing copy of your payroll population.
↓A share of verification revenue returns to Franciscan, an estimated $400,000 to $500,000 a year.
↓Built for a healthcare workforce like yours, by a thirty year veteran of employment screening.
↓Contents
#1Where things stand today
How Franciscan's verifications appear to be answered today.
On August 22, 2024, Workday and Equifax announced a partnership that made The Work Number available to Workday customers for employment and income verifications. Workday described the connector as opt in, and provided at no additional cost to customers. Workday's announcement, Equifax's announcement. The service is free to the employer. It is paid for by whoever is asking about Franciscan's employees.
It did not stay opt in. In Workday's 2025 R2 release the connector was folded into the HCM Machine Learning innovation service agreement and the enable setting was switched on for every customer, with a deadline of September 12, 2025 to opt out. Organizations on a Universal Main Subscription Agreement, or on the HCM ML service, have it running in the tenant unless someone cleared the checkbox on purpose. The Groove, a Workday partner, October 2025.
Franciscan runs payroll in Workday. OneSource Virtual resells and administers that environment, and it offers verification through The Work Number to its own customers, which is a separate path from Workday's delivered connector. Clearing the Workday checkbox governs the Workday connector. It does not govern a partner administered feed.
So there may be one path open, or two. A Workday administrator can settle it in about ten minutes by running the Set Up Workday Connector for Equifax Verification task and checking whether the enable box is ticked. Whatever it shows, we would want to see it before recommending a single step.
The Workday to Equifax data flow is publicly documented. It includes a recurring file covering the US workforce: hashed Social Security numbers, employment status, and internal identifiers. On each inquiry, more is transmitted, including Social Security number, legal name, home address, and date of birth. Workday consulting firm, citing Workday's configuration docs.
What passes through the OneSource Virtual path is not published anywhere. We have assumed it carries the same categories of data as the documented Workday connector, and your team can correct that on August 4.
Employees need employment and income verifications, and the verification itself is routine. The question is whether a standing workforce file is transferred and stored before any request exists. A file like that can cover the nurse who has no request in a given year, and employees are generally not notified when their record is accessed.
Neither implementation model requires Franciscan to rebuild its payroll environment. MyEmployment can answer each request live through a read-only API, or receive a secure scheduled workforce feed. Under either model, the employee is notified of the specific request at the time it is made and can deny the release.
However we connect, your employee is notified of the specific request and can deny it.
#2For your employees
Your employees are notified of every verification request at the time it is made.
A mortgage request awaiting the employee's decision, and a collections request the employee denied.
When a verification request arrives, the employee is notified on their phone and by email. They see who is asking, the stated purpose, and the record that would be released.
From there the request has three possible outcomes.
Approve. The verification proceeds immediately.
Deny. The request stops and nothing is released.
No response. After the response window Franciscan sets, the verification may proceed for a credentialed verifier with a documented permissible purpose, on the authorization the employee already signed. That keeps a missed notification from delaying a mortgage, a lease, or a start date. Franciscan sets the length of that window and can change it later.
Every request and every outcome is logged: the verifier, the purpose, the notice, the employee's response or nonresponse, and what was released.
Debt collection and skip tracing follow a stricter rule. Those requests proceed only on the affirmative approval of the employee or former employee. A nonresponse never authorizes those releases.
Employees can also review their record, flag possible inaccuracies for Franciscan, and produce a verification for their own use without opening an HR ticket. Only Franciscan can change the underlying source record.
In a tight labor market, giving people control of their own employment record is a retention signal. It says something about how the organization treats them.
Debt collection and skip tracing do not proceed without the affirmative approval of the employee or former employee. A nonresponse never releases those.
#3Revenue share opportunity
Based on your numbers, $400,000 to $500,000 a year back to Franciscan.
The current service is described as free to the employer, and that is accurate as far as it goes. It is not free overall. Verifiers pay per verification to obtain records about Franciscan employees, and none of that comes back to Franciscan. Free means someone else is collecting.
Under our model, a share of that same verifier fee returns to Franciscan as new revenue.
Here is the arithmetic, built entirely on the numbers your team gave us.
Those are your figures for the employee request channel. The gap between the two bottom lines is what funds the platform, the verifier vetting, the employee notice layer, and the support behind it. On August 4 we will walk every line of this and refine it to the dollar against your actual detail if you want that.
#4For your HR and payroll team
What this asks of your team.
A coordinated project, led by MyEmployment. Franciscan approves the architecture, security controls, contractual terms, authorized fields, employee communications, and production cutover. MyEmployment provides the implementation plan, configures and tests the service, credentials and routes verifiers, coordinates the workstreams, and manages the transition.
Your team will not be working from a blank page. We keep a written switch kit covering both halves of the change. Turning the current feeds off: the Workday connector task and checkbox, the separate instruction required where a partner administers the feed, what a termination notice to a verification vendor should contain, and what to expect on notice periods. Standing us up: the integration system user, the data domains it needs, secure credential handoff, connection testing, and sample record validation before anything reaches production. Your team gets it during the security review rather than after.
No payroll provider change is required. MyEmployment does not charge an integration fee. Any third party requirements or charges would be confirmed during review of Franciscan's current arrangement.
Your existing process remains active until MyEmployment is configured, tested, and approved for production. Nothing changes until Franciscan authorizes the cutover.
Nothing switches until your team says it switches.
#5For IT and security
Two implementation models. Franciscan chooses the architecture.
The employee notice process, verifier controls, and audit trail operate the same way under either model.
When an authorized verification is processed, MyEmployment retrieves only the fields Franciscan has approved for that request. The connection is read only: MyEmployment cannot write to Franciscan's system or change an employment record.
Franciscan or its authorized payroll administrator provides an updated workforce file on an agreed schedule, typically weekly or after each payroll cycle. The source, authorized fields, delivery method, hosting terms, and retention periods are established during technical and contractual review.
These are alternative operating models, not implementation stages. Franciscan selects the model that best fits its technical environment, security requirements, and relationship with OneSource Virtual.
Two situations sit outside both models, and we can cover them. Some records predate a current system of record and sit in archives an API cannot reach. And Franciscan may want verifications answered while the chosen model is still being configured. In either case a named member of our team can do that work under an individual account Franciscan provisions, scopes to least privilege, and revokes, with multi-factor authentication, full lookup logging, and no local storage. This is a bounded service for transition and archived history, not a third architecture, and neither model depends on it.
What we keep is narrow. We retain the completed verification record for current and former employees, the request that prompted it, the employee's response or nonresponse, and the security logs behind it. That is the audit trail. Fields and retention periods are documented in contracting.
How a single verification moves under the API option:
A credentialed verifier submits a request for one of your people. Nothing has left Franciscan at this point.
The employee is notified and can stop the release. A deny ends it. With no response inside the window Franciscan sets, the request completes only for a credentialed verifier with a documented permissible purpose.
The authorized fields are read from your system of record and returned to that one verifier. Nothing is written back to your system, and no standing copy of your payroll database is kept.
What your team will want for the technical review: encryption in transit and at rest, multi-factor authentication, role based access on least privilege, annual independent penetration testing, and continuous control monitoring. Our SOC 2 report covers the controls in detail and is available under NDA. See section #8.
On effort: we will scope the integration with your team against your environment and put the implementation estimate in writing before anything is signed. We would rather your architects size this than have us guess at it.
#6For the legal department
Every release ties back to a request, a purpose, and a record.
Disputes over employment information tend to turn on one question: what authorized this release, and can you produce the record of it. A verification can still proceed on an authorization already on file, as it does today. What changes is that the employee is told at the time of the request, by name, and can stop it before anything is released.
Each request is logged with the verifier, the stated permissible purpose, the time it arrived, the notice sent to the employee, their response or the absence of one, and what was returned. The record exists whether the outcome was approve, deny, or no answer, which means a denial and a silence are documented as clearly as a release.
Accuracy is part of the same picture. Because the employee can see the record before it is released, inaccurate employment or income information is more likely to be corrected in advance than disputed after it has already influenced a decision. Franciscan sets how long the employee has to respond before a request proceeds, so the balance between employee response time and verification speed is your policy decision. Requests are limited to verifiers we have credentialed and vetted for a permissible purpose. Franciscan's data is not pooled with other employers, not resold, and not available for any purpose beyond the single request it was released for. That narrows the exposure that comes with undisclosed, unapproved, or poorly documented releases.
We are available to review the consent process, verifier controls, and audit trail directly with your legal team.
#7Healthcare
Built by people who know this workforce.
Three decades in employment data
This is not thirty years in healthcare. It is three decades building and running employment data operations, including service to large health systems. The people building this have worked inside this world for a long time.
A large, distributed workforce
Thousands of nurses, techs, and support staff across many facilities, generating a steady stream of employment and income verifications.
A retention signal
A benefit that protects your employees' data and speaks to how a health system values the people who work there.
Mission fit
Putting employees in control of their own records is consistent with how a values driven health system already treats its people.
#8Compliance and SOC 2
Independently examined.
MyEmployment holds a SOC 2 Type 2 report covering the Security, Availability, and Confidentiality trust services criteria. A Type 1 report examined control design and was issued May 22, 2025. The Type 2 followed, testing whether those controls actually operated over an observation period of May 14 through August 15, 2025, with the final report and attestation letter issued August 19, 2025 by Sensiba, formerly AssuranceLab. Both reports, along with our most recent independent penetration test summary, are available to your security and compliance team under NDA.
The platform runs on Microsoft Azure. Controls tested include encryption of data in transit and at rest, multi-factor authentication, role based access on the principle of least privilege, annual independent penetration testing, quarterly access reviews, and continuous monitoring of the control framework.
Who is behind it
Who you will be working with.
MyEmployment was founded by Robert Mather. He spent roughly three decades building one of the largest independent consumer reporting agencies in the United States, and has been a licensed investigator specializing in workplace and employment fraud since 1993. His company processed millions of employment verifications, and its largest client base was healthcare systems and hospitals. The workforce Franciscan runs and the volume it generates are familiar ground.
He first raised this publicly in 2013. He was a named source in an NBC News investigation that January reporting Equifax had accumulated salary and employment records on more than a third of US adults, and that employment data was reaching debt collectors. He started a competing service the same year, then paused it to focus on the complete pre-employment screening suite.
His company was acquired on October 28, 2022. He negotiated a carve-out in that sale specifically permitting him to build a model that competes with Equifax on employment verification. MyEmployment is that carve-out.
David K. Reed is President, and he owns delivery. Implementation and account operations run through David, from the security review and contracting through configuration, testing, and cutover, and then into ongoing service. Verifier support and employee exceptions are his as well.
#9Questions and FAQ
Straight answers, for you and your team.
From our first call
Can employees see and confirm their own employment record?
Yes, instantly. An employee can view the record that would be released before it goes anywhere. If something looks wrong, they flag it for Franciscan review. They cannot change your system of record, and we cannot either. An inaccurate employment record is Franciscan's to correct, in Workday, at the source. What changes is the chance to catch it before it affects a loan, a lease, or a hiring decision.
Employees can also produce a verification for their own use, for a lease application or a loan officer, with no ticket to HR. Verifiers come through the credentialed request path, where the permissible purpose is documented and the release is logged.
Former employees who are no longer live in Workday?
Handled under the same notice and response model. Former employees receive notice, can review the information, and can approve or deny. Where Franciscan's configured policy permits a request to proceed after no response, the same rules and the same audit trail apply. How historical records are reached depends on the architecture Franciscan selects. Under the API model, MyEmployment queries the historical source Franciscan authorizes. Under the scheduled feed model, the agreed historical records are included in the feed. Where records sit in archives neither method can reach, our team can cover them under the bounded service described in section #5. The precise source, authorized fields, and retention requirements are mapped with your team.
We are on Workday. What does switching actually involve?
Turning the old feed off is a setting. Implementing MyEmployment is a coordinated project, and we lead it. In Workday, disabling the existing connector is a checkbox your administrator clears, and the steps are published here. If your verifications run through OneSource Virtual instead, it is a request to them.
Section #4 lays out who does what, stage by stage. We will work through the OneSource Virtual side with your team before proposing a transition plan.
For your team's review
How will verifiers know Franciscan uses MyEmployment?
Because Franciscan tells them. You designate MyEmployment as your employment verification provider and point verifiers there through your website, your recorded verification message, HR and Payroll instructions, and a Franciscan branded or co-branded portal. Routine requests then run through the portal instead of landing on your people.
Do lenders and screening companies need an integration?
No. Authorized verifiers submit through the secure portal with no technical integration. For organizations running substantial volume, we can also support individual API access.
What does this cost Franciscan?
No platform subscription fee. The party requesting a verification pays a per verification fee, and a share of that value returns to Franciscan. Optional hosting or other nonstandard services would be priced separately.
Where does our employees' data live?
Wherever Franciscan decides. The API model keeps the workforce data with Franciscan and answers each verification live against the authorized system of record. If Franciscan selects the scheduled feed model, records are provided through a secure feed established during implementation. Hosting terms, authorized fields, and retention periods are documented in the agreement. MyEmployment retains the completed verification record and associated audit trail so that each release can be reconstructed later.
Is taking part mandatory, and what if an employee does not respond?
No employee enrollment is required, and no verification result is released to a requester before the employee notice process occurs. Notice reaches the employee in real time on their phone and by email, and they can log in to our web platform at any time to view requests and their own record. They can approve, deny, or do nothing. A deny stops the release.
If there is no response inside the window, the verification completes for credentialed verifiers with a permissible purpose, so a mortgage closing does not stall because a notification was missed. Debt collection and skip tracing are the exception. Those requests are not released on a nonresponse, on a standing authorization, or on the verifier's asserted permissible purpose alone. The employee or former employee has to see the specific request, see who is asking and why, and affirmatively approve the release. Franciscan sets the window length and can change it later without a code change.
Which systems do you work with?
Over 60 payroll and major HR systems, including Workday. The specifics for Franciscan's configuration are mapped during onboarding.
Can we white label the platform?
Yes. The employee experience can carry Franciscan's name and branding, so a request arrives as a Franciscan benefit: your organization protecting your people's data, with our platform doing the work underneath.
Could you house our employee data, the way it is done today?
Yes, if Franciscan prefers that. The API option keeps the data with you, answered live. If your team would rather we host the employee data, we can, with modest hosting charges we would outline in the proposal. The notice and consent model works the same way on either side of that choice.
Can our security team see the SOC 2 report?
Yes, under NDA. Both the Type 1 and the Type 2 reports are available to your security and compliance reviewers, along with our most recent independent penetration test summary. We are glad to walk them through it directly.
How is this handled under the FCRA and privacy law?
The model is built around consent and permissible purpose, with Franciscan choosing where the workforce data lives. The legal section above covers the posture, and we are glad to work through the details directly with your counsel.
Would Franciscan switch its employment verification if it gave your people control over their own records, required no platform subscription fee, and returned revenue?
#10Next steps
August 4 is for your questions.
What to bring on August 4
- Your questions. From HR, from IT, from security, from legal, and the hard ones especially.
- Anyone on your team who should hear the answers firsthand.
- Optional: your verification volume, through an approved secure channel, only if you want the projection refined to the dollar.
What we will have ready
- Answers, in the meeting.
- A revenue projection of $400,000 to $500,000 a year, refined to the dollar if you send volume.
- Our SOC 2 Type 2 report for your security team, and the current penetration test summary on request, under NDA.
- A sample agreement, once the mutual NDA is in place. There is no need to decide anything on the call.
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