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I. How We Work in Washington. Based on your preferences, we provide you with information about one or more of our contracted senior living providers ("Participating Communities") and provide your Senior Living Care Information to Participating Communities. The Participating Communities may contact you directly regarding their services. APFM does not endorse or recommend any provider. It is your sole responsibility to select the appropriate care for yourself or your loved one. We work with both you and the Participating Communities in your search. We do not permit our Advisors to have an ownership interest in Participating Communities.
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I am hiring a young live in caregiver, what should I do about her food.also what should I be most concerned and be careful.i am still healthy active 80ish gentleman.
You imply this is a done deal yet you haven't figured out this already and that says to me you should back off until you understand the legal implications of employing live in help. For both of your protection you need a detailed employment contract. If you are healthy and active why do you need a live in caregiver?
"If you are healthy and active why do you need a live in caregiver?"
I have the same question.
Also, many on this forum have a dim view of the live-in aid arrangement. They usually wind up getting overworked and taken advantage of because living in one's home makes them seem accessible 24/7 when that is probably not the original verbal agreement (nor should it be such arrangement). There are multitudes of posts on this forum by dismayed live-ins who were wrung out and then when their "employer" drifted into dementia or impairment, were not even paid for the work they were doing but could not afford to move out since the bulk of their salary was room and board and not enough actual cash.
You and your potential employee should have a legally executed written contract that outlines all expectations. This protects the both of you. You need to talk to your insurance agent about increasing your liability insurance (my MIL worked as an aid and broke her back in a client's house).
And, you need to have a PoA assigned who will be local and willing and competent to take over managing your affairs when the day comes that you cannot. You won't stay "healthy and active" forever, no matter how well you plan or take care of yourself.
Also, there are multitudes of posts on this forum from family members of elders who are standing by watching their LO get financially abused by a caregiver-turned-girlfriend. Such a thing happened to one of my family members. The "caregiver" took everything, including his dog and then disappeared. Having a PoA may not 100% prevent such financial abuse but there'd at least be someone with control who could rescue you from yourself.
It would be best to have 2 rotating aids who did not live with you. It is not legally easy to extricate someone whose legal address has become your home. You will need an attorney to do this.
Go into this arrangement with your eyes wide open.
So out of curiosity - is there a reason for the distinction that she is a young woman? Versus an older woman or a male caregiver? They would all need to have some kind of Live-In caregiver agreement in place before they start. A caregiver is a caregiver.
As cwillie said - if you are healthy and active -why do you have a need for a live in caregiver? Is this more of a housekeeper situation? Will she be driving you places? Responsible for doling our your medications? Cooking your meals?
You need everything documented. A live in caregiver cannot be expected to work 24/7 365. You need to ensure that she has time off, that she has time to sleep, go to appointments of her own, etc.
There is of course - the potential stereotype of how your family may receive a young female caregiver. Making assumptions about her, about what she is after from you.
But as long as the relationship is purely business, you should just ensure that you abide by the documented contract.
Aristocrat1200, welcome to the forum. Please note, if you have an independent care-giver (one who doesn't work for an Agency) you need to check with your homeowner's insurance agent regarding a "workman's comp" policy. Said policy is needed in case the caregiver gets hurt on the job.
Also, you will be required to do payroll taxes from her paycheck. If you are not familiar with doing such payroll taxes, there are companies that will do this for you, for a fee. You transfer the money to the company and they make out the paycheck for your employee.
As for supplying her meals, that is a conversation you need to have prior to hiring the caregiver. As others have mentioned, you need to have an Employment Contract stating what are the caregivers hours, what days off, vacation/sick days (paid or not), her work assignments, whether you supply the food (I doubt she would want to cook six separate meals each day), if you will be charging the caregiver rent, utilities, cable, and if she is required to drive you using your vehicle or hers (if hers, payment per mile). If she can have visitors over to your home (family/friends).
Good example although of live in nanny. Parents started going out at night not paying her extra because she was just there! Not so according to labor rules, her workday was 9-5. Their home became her home and she had every right to stay there and expect privacy. She was awarded OT and more.
By proceeding, I agree that I understand the following disclosures:
I. How We Work in Washington.
Based on your preferences, we provide you with information about one or more of our contracted senior living providers ("Participating Communities") and provide your Senior Living Care Information to Participating Communities. The Participating Communities may contact you directly regarding their services.
APFM does not endorse or recommend any provider. It is your sole responsibility to select the appropriate care for yourself or your loved one. We work with both you and the Participating Communities in your search. We do not permit our Advisors to have an ownership interest in Participating Communities.
II. How We Are Paid.
We do not charge you any fee – we are paid by the Participating Communities. Some Participating Communities pay us a percentage of the first month's standard rate for the rent and care services you select. We invoice these fees after the senior moves in.
III. When We Tour.
APFM tours certain Participating Communities in Washington (typically more in metropolitan areas than in rural areas.) During the 12 month period prior to December 31, 2017, we toured 86.2% of Participating Communities with capacity for 20 or more residents.
IV. No Obligation or Commitment.
You have no obligation to use or to continue to use our services. Because you pay no fee to us, you will never need to ask for a refund.
V. Complaints.
Please contact our Family Feedback Line at (866) 584-7340 or ConsumerFeedback@aplaceformom.com to report any complaint. Consumers have many avenues to address a dispute with any referral service company, including the right to file a complaint with the Attorney General's office at: Consumer Protection Division, 800 5th Avenue, Ste. 2000, Seattle, 98104 or 800-551-4636.
VI. No Waiver of Your Rights.
APFM does not (and may not) require or even ask consumers seeking senior housing or care services in Washington State to sign waivers of liability for losses of personal property or injury or to sign waivers of any rights established under law.
I agree that:
A.
I authorize A Place For Mom ("APFM") to collect certain personal and contact detail information, as well as relevant health care information about me or from me about the senior family member or relative I am assisting ("Senior Living Care Information").
B.
APFM may provide information to me electronically. My electronic signature on agreements and documents has the same effect as if I signed them in ink.
C.
APFM may send all communications to me electronically via e-mail or by access to an APFM web site.
D.
If I want a paper copy, I can print a copy of the Disclosures or download the Disclosures for my records.
E.
This E-Sign Acknowledgement and Authorization applies to these Disclosures and all future Disclosures related to APFM's services, unless I revoke my authorization. You may revoke this authorization in writing at any time (except where we have already disclosed information before receiving your revocation.) This authorization will expire after one year.
F.
You consent to APFM's reaching out to you using a phone system than can auto-dial numbers (we miss rotary phones, too!), but this consent is not required to use our service.
If you are healthy and active why do you need a live in caregiver?
I have the same question.
Also, many on this forum have a dim view of the live-in aid arrangement. They usually wind up getting overworked and taken advantage of because living in one's home makes them seem accessible 24/7 when that is probably not the original verbal agreement (nor should it be such arrangement). There are multitudes of posts on this forum by dismayed live-ins who were wrung out and then when their "employer" drifted into dementia or impairment, were not even paid for the work they were doing but could not afford to move out since the bulk of their salary was room and board and not enough actual cash.
You and your potential employee should have a legally executed written contract that outlines all expectations. This protects the both of you. You need to talk to your insurance agent about increasing your liability insurance (my MIL worked as an aid and broke her back in a client's house).
And, you need to have a PoA assigned who will be local and willing and competent to take over managing your affairs when the day comes that you cannot. You won't stay "healthy and active" forever, no matter how well you plan or take care of yourself.
Also, there are multitudes of posts on this forum from family members of elders who are standing by watching their LO get financially abused by a caregiver-turned-girlfriend. Such a thing happened to one of my family members. The "caregiver" took everything, including his dog and then disappeared. Having a PoA may not 100% prevent such financial abuse but there'd at least be someone with control who could rescue you from yourself.
It would be best to have 2 rotating aids who did not live with you. It is not legally easy to extricate someone whose legal address has become your home. You will need an attorney to do this.
Go into this arrangement with your eyes wide open.
As cwillie said - if you are healthy and active -why do you have a need for a live in caregiver? Is this more of a housekeeper situation? Will she be driving you places? Responsible for doling our your medications? Cooking your meals?
You need everything documented. A live in caregiver cannot be expected to work 24/7 365. You need to ensure that she has time off, that she has time to sleep, go to appointments of her own, etc.
There is of course - the potential stereotype of how your family may receive a young female caregiver. Making assumptions about her, about what she is after from you.
But as long as the relationship is purely business, you should just ensure that you abide by the documented contract.
Also, you will be required to do payroll taxes from her paycheck. If you are not familiar with doing such payroll taxes, there are companies that will do this for you, for a fee. You transfer the money to the company and they make out the paycheck for your employee.
As for supplying her meals, that is a conversation you need to have prior to hiring the caregiver. As others have mentioned, you need to have an Employment Contract stating what are the caregivers hours, what days off, vacation/sick days (paid or not), her work assignments, whether you supply the food (I doubt she would want to cook six separate meals each day), if you will be charging the caregiver rent, utilities, cable, and if she is required to drive you using your vehicle or hers (if hers, payment per mile). If she can have visitors over to your home (family/friends).
Parents started going out at night not paying her extra because she was just there!
Not so according to labor rules, her workday was 9-5.
Their home became her home and she had every right to stay there and expect privacy.
She was awarded OT and more.