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Who are you caring for?
Which best describes their mobility?
How well are they maintaining their hygiene?
How are they managing their medications?
Does their living environment pose any safety concerns?
Fall risks, spoiled food, or other threats to wellbeing
Are they experiencing any memory loss?
Which best describes your loved one's social life?
Acknowledgment of Disclosures and Authorization
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.
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Mostly Independent
Your loved one may not require home care or assisted living services at this time. However, continue to monitor their condition for changes and consider occasional in-home care services for help as needed.
Remember, this assessment is not a substitute for professional advice.
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And there must be a care agreement\contract in place that describes your duties, hours of work\on duty, rate of pay, PTO, and other benefits. Nobody can be expected to work a 24hour shift, there must be other caregivers used as well.
The contract should stipulate that you will be an employee with all taxes, workmen's comp, social security, etc withheld. As an employee, again, I will say room and board are not part of the salary. Many families will try to use this in order to, sometimes, save inheritance.
Be very careful with this we see so many stories of caregivers being taken advantage of and then cannot get out of it. They are trapped.
I would consider this very hard before I do it. Check with your labor board to the rules regarding livein help. What has been discussed on this forum is :
IRS considers you an employee not self-employed. That means the person hiring you needs to deduct payroll taxes and send them to the correct agency.
Room and board is a perk and you cannot be charged rent.
At least Minimum wages need to be paid. You work 40hrs a week, OT over 40hrs is time and a half. You get time off. This means another aide or two needs to be hired to work when u don't. You cannot be expected to work 24/7.
A contract written by a lawyer needs to be done. Your duties should be included. You are not a tenant. When the person ur caring for passes or needs to be placed...you must leave.
There are horror stories on this forum concerning live ins being taken advantage of. Also, live ins that won't leave. I would really think twice about getting involved especially if this is family. Family can be intimidating. Expecting because ur related.
As an employer for the past 30+ years: whether you are related to this person or not, absolutely get a contract in writing. This protects both parties. Making sure you're not the only caregiver is excellent advice. If this person is not able to transfer themselves to the toilet (and is a heavy person), make sure you have Worker's Comp. or some sort of insurance.
Is the home ADA compliant?
You have much experience in healthcare/medical which is good (and should command a higher wage if you're a retired RN or such), but not exactly the same as being a caregiver to someone with cognitive issues. If you take this position, I strongly recommend you educate yourself through books and videos, such as Teepa Snow on YouTube.
I've hired aids through agencies and have been shocked that they've provided no training regarding dementia. Good luck!
The going rate here is 20 percent over minimum wage, so 20 an hour where I am. This is pretty much standard knowledge.
Employers don’t tend to offer the ideal contracts that people here have stated. Far more common is an under the table arrangement with verbal promises.
A 20 yo couldn’t do the job of 3 people. Once dementia and or double incontinence come into play, almost no one can.
If you take this job, it means you won’t ever go home.
I’m gonna put it out here bluntly. Any family who thinks one person is gonna be able to do a 168 hour shift is not realistic nor is the caregiver. And further, getting the family let alone the old person to agree to an actual employment contract for this one caregiver doesn’t happen often.
The situation becomes mostly verbal and fluid. Someone gets upset and someone’s going to get screwed, or sued.
I hope there is a plan for caregivers to give you a break. 8 hours is plenty. You need to have a break as well during the day. Your "room and board" are NOT compensation for caregiving. PLEASE check your state labor board for employee regulations. Make sure taxes are taken out of your pay. Make sure you have a contract. Make the contract so that it can be reviewed at least every 6 months. Work will increase as the person declines and with increased work there should be an increase in pay. Make sure that you can leave if it gets to the point where you are no longer safe caring for this person, or this person is not safe with you caring for them. they should also be open to your suggestions and concerns when equipment is necessary to make caregiving safe. I am sure there will be a lot of other suggestions for you to consider.
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.
Call a local homecare agency and ask what they charge for live-ins.
Start by asking for the agency rate in your salary negotiations.
Do NOT fall for "but room and board are part of your salary". They are not.
The contract should stipulate that you will be an employee with all taxes, workmen's comp, social security, etc withheld. As an employee, again, I will say room and board are not part of the salary. Many families will try to use this in order to, sometimes, save inheritance.
Be very careful with this we see so many stories of caregivers being taken advantage of and then cannot get out of it. They are trapped.
IRS considers you an employee not self-employed. That means the person hiring you needs to deduct payroll taxes and send them to the correct agency.
Room and board is a perk and you cannot be charged rent.
At least Minimum wages need to be paid. You work 40hrs a week, OT over 40hrs is time and a half. You get time off. This means another aide or two needs to be hired to work when u don't. You cannot be expected to work 24/7.
A contract written by a lawyer needs to be done. Your duties should be included. You are not a tenant. When the person ur caring for passes or needs to be placed...you must leave.
There are horror stories on this forum concerning live ins being taken advantage of. Also, live ins that won't leave. I would really think twice about getting involved especially if this is family. Family can be intimidating. Expecting because ur related.
If a dysfunctional family, she just should.not so it. Destroys familial relationships. Walk away.
Is the home ADA compliant?
You have much experience in healthcare/medical which is good (and should command a higher wage if you're a retired RN or such), but not exactly the same as being a caregiver to someone with cognitive issues. If you take this position, I strongly recommend you educate yourself through books and videos, such as Teepa Snow on YouTube.
I've hired aids through agencies and have been shocked that they've provided no training regarding dementia. Good luck!
Employers don’t tend to offer the ideal contracts that people here have stated. Far more common is an under the table arrangement with verbal promises.
A 20 yo couldn’t do the job of 3 people. Once dementia and or double incontinence come into play, almost no one can.
If you take this job, it means you won’t ever go home.
Do you have a home?
The situation becomes mostly verbal and fluid. Someone gets upset and someone’s going to get screwed, or sued.
8 hours is plenty.
You need to have a break as well during the day.
Your "room and board" are NOT compensation for caregiving.
PLEASE check your state labor board for employee regulations.
Make sure taxes are taken out of your pay.
Make sure you have a contract.
Make the contract so that it can be reviewed at least every 6 months. Work will increase as the person declines and with increased work there should be an increase in pay.
Make sure that you can leave if it gets to the point where you are no longer safe caring for this person, or this person is not safe with you caring for them.
they should also be open to your suggestions and concerns when equipment is necessary to make caregiving safe.
I am sure there will be a lot of other suggestions for you to consider.