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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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Melimar, one has to check State Laws in regard to overtime pay, and if the caregiver is as "independent contractor" or from a licensed Agency.
My Dad had caregivers from an Agency. The only time overtime was paid was if it was end of a shift and the next shift caregiver hadn't arrived after a certain amount of time.
Garden Artist is right. Agencies (or families, if private pay) do not want to pay overtime and would have the first c/g get off on time, then send another c/g, even if only for a few more hours.
I know this is true because I worked as a c/g when we first moved here, before I got a nursing job. Of course, I was more than qualified to be a c/g. Here, in southern Calif., a c/g's working day is 9 hours. Anything over that is considered OT and is charged at time and a half. As long as you don't have a criminal record, anyone can get a job in caregiving, whether you have ever cared for someone infirm or not.
My patient and his wife liked me so well that they told the company to keep me for the whole 12 hours (they were privately paying.) The company I worked for would send totally incompetent c/g's and they were dismissed after the first day. A c/g at least has to "fit" with the family.
I don't know about insurance covering caregivers hours because the company I worked for was all private pay.
Maybe a cut in the budget, maybe they cant find people who want to work for what they are paying and the young people of today if they are not cut out for this type of work are not applying.. just a thought!!
Melimar, I did a little bit of back checking and found that you wrote in another post that you have 24/7 caregivers. So I assume these are private duty caregivers?
If so, paying overtime is an agency's decision, and they can control staff costs better by having more people for a 24/7 (or even less time) commitment than by paying OT. It's a financial issue. These are the agencies that aren't reimbursed by Medicare, but they may accept long term care insurance. In that case, follow Ahmijoy's suggestions.
If you're paying out of pocket, the choice to pay overtime probably would come back to whether or not you'll willing to pay that extra cost, and it may be worth it if you've got a good caregiver.
However, there may be labor law issues as well, for the caregiver field specifically. I don't know; I'm just spectulating on that.
One of the aspects I disliked about private duty was that they "cobbled" together disparately qualified workers to meet the minimum times I needed for Dad's care. Two they sent were worthless; only one was competent. But for her to work longer hours would have cost the agency more; so they sent jerks who were unqualified.
I don't recall w/o reading the contract again whether or not it addressed OT for workers; it might have, and probably would have been passed along to us (which would have been worth it for me).
With one exception of one company that was accredited through a home care agency (ACHC I think) , the others were typically franchise outfits, running the agencies on their own terms, with no oversight.
These private duty agencies have a lot of flexibility in how they manage their business.
It probably has to do with reimbursement from insurance. Home Health Care workers are approved to provide services for a certain amount of hours for a certain amount of days. If they are approved to come out for 4 hours, 3 days per week and go over that limit, Insurance will not pay which means the agency will not pay. If you are a caregiver, ask your employer. If you asking from a patient’s perspective, call your insurance to see what their limits are.
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.
My Dad had caregivers from an Agency. The only time overtime was paid was if it was end of a shift and the next shift caregiver hadn't arrived after a certain amount of time.
I know this is true because I worked as a c/g when we first moved here, before I got a nursing job. Of course, I was more than qualified to be a c/g.
Here, in southern Calif., a c/g's working day is 9 hours. Anything over that is considered OT and is charged at time and a half. As long as you don't have a criminal record, anyone can get a job in caregiving, whether you have ever cared for someone infirm or not.
My patient and his wife liked me so well that they told the company to keep me for the whole 12 hours (they were privately paying.) The company I worked for would send totally incompetent c/g's and they were dismissed after the first day. A c/g at least has to "fit" with the family.
I don't know about insurance covering caregivers hours because the company I worked for was all private pay.
If so, paying overtime is an agency's decision, and they can control staff costs better by having more people for a 24/7 (or even less time) commitment than by paying OT. It's a financial issue. These are the agencies that aren't reimbursed by Medicare, but they may accept long term care insurance. In that case, follow Ahmijoy's suggestions.
If you're paying out of pocket, the choice to pay overtime probably would come back to whether or not you'll willing to pay that extra cost, and it may be worth it if you've got a good caregiver.
However, there may be labor law issues as well, for the caregiver field specifically. I don't know; I'm just spectulating on that.
One of the aspects I disliked about private duty was that they "cobbled" together disparately qualified workers to meet the minimum times I needed for Dad's care. Two they sent were worthless; only one was competent. But for her to work longer hours would have cost the agency more; so they sent jerks who were unqualified.
I don't recall w/o reading the contract again whether or not it addressed OT for workers; it might have, and probably would have been passed along to us (which would have been worth it for me).
With one exception of one company that was accredited through a home care agency (ACHC I think) , the others were typically franchise outfits, running the agencies on their own terms, with no oversight.
These private duty agencies have a lot of flexibility in how they manage their business.