2006 Elder Financial Protection Network

Slide 1:

©2006 Elder Financial Protection Network Hiring In-Home Helpers

Slide 17:Getting Started

What exactly do I need help with? Should I remain in my own home, live with my children or relatives, or move to other surroundings such as retirement apartments, low-income housing, or assisted living? How can my home be changed to help me stay in it? Do I have the resources to pay for help? If not, how can I get it?

Slide 18:Types of Home Care

Activities of Daily Living (ADLs): Eating Dressing Bathing Using the toilet Walking Instrumental Activities of Daily Living (IADLs) Shopping Preparing meals Doing

Slide 19:Job Titles

Personal care aides or attendants Homemakers or housekeepers Home health aides In-home support service workers Personal assistants Choreworker Companion

Slide 20:Who Pays for Helpers?

Private pay (the people receiving help or their families pay) Private, long term care insurance The government through programs like: Medicare Medi-Cal In-Home Supportive Services (IHSS) Veterans’ Administration: Covers care for veteransand their families Older Americans Act funds Social Services Block Grant (Title XX)

Slide 21:Hiring a Helper

Licensed home care agencies provide and oversee caregivers Privately, where the elder or family members finds, hires and supervisors the helper. Under California’s In Home Support Services (IHSS) program, elders may hire family members

Slide 22:Home Care Agencies vs. Hiring Privately

Slide 23:Home Care Agencies vs. Hiring Privately

Slide 24:Finding Your Own Helper

Personal referrals Registries Job Placement Services Geriatric Care Manager/Case Manager State/county agencies Classified ads and the Internet

Slide 25:Sample Ad

Help wanted for older man. Light housekeeping and personal care, 10 hours a week. References required. Call (phone number).

Slide 26:The Job Description: Thinking it Through

Schedule Are you a morning person? What time do you get up? What things do you feel are essential to start a day? Which activities need to be done on a daily basis? Which activities must be scheduled routinely throughout the week/month? Preferences Do you prefer a man or a woman? Do you prefer a non-smoker? Do you prefer a very structured schedule or one that is more flexible. Services What specific task do you need help with: Personal care, including bathing/showering, shaving, grooming/hair care, dressing, bladder and bowel care; help eating, etc. Household Care, including vacuuming, dusting, mopping/sweeping, meal planning, grocery shopping, cooking,etc.

Slide 27:Sample Job Description

Position: _____________________________________ Work schedule: Hours of services per month are___________________. Wages: Wages for this position are $_______ per hour. Total hours ______ Duties and responsibilities: The provider agrees to do the following tasks: Prepare meals Assist with dressing/grooming Transportation Bowel/bladder care Shopping Desired qualities: (e.g. patient, considerate, personable) ______________ Breaks, meals: (e.g. the employee will be given a 15 minute break for every four worked and one half hour for meals)___________________________ Transportation (e.g. Employee must have a car.) House Rules (e.g. rules about smoking, TV and radio playing, phone use) _______________________________________

Slide 28:Job application

A job application should include basic information about the applicant and provide additional information to help assess their skills and experience. It should include: Name and contact information Social security number (or proof that the applicant can legally work in the U.S.) Date of birth Previous work history Personal and employer references List of special training or skills

Slide 29:Telephone Screening

Briefly review the job description, describing: Duties Hours Salary range Describe the conditions of employment, including: If you smoke, have pets, Don’t want someone who smokes Ask: Where have you worked before? What did you do for that person? Hobbies and interests Reasons for choosing this kind of work Attitude on smoking, drinking, drugs Tasks they cannot or will not perform For a chronological list of jobs they’ve had What training/certification they have

Slide 30:The Personal Interview

If the phone screening goes well and the caller is someone that you may be interested in hiring, set up a personal interview, preferably in a public place. Only schedule personal interviews with people you feel good about and would really like to meet. Plan on having someone you trust with you for the interview. Tell the applicant to bring a A state-issued valid photo ID A copy of their criminal history DMV printout Request that he or she include a list of references including names and phone numbers. Even if the applicant has letters of recommendation, ask him or her for references whom you can speak to personally. Don’t break the news that you’re not going to hire someone while they’re in your home. Tell them you’ll call later.

Slide 31:The Personal Interview (cont.)

Ask the applicant for their photo ID and ask them to fill out a job application at the beginning of the interview. Only after you have verified the information and performed a background check should you invite the applicant to your home. Make notes immediately after your applicants are gone so each one remains fresh in your mind

Slide 32:Checking References

Ask previous employers: Length and dates of employment, reasons for leaving The quality of the work performed (Was this person reliable, did he/she show up on time?) Attitude Problems, including absences, lateness, honesty and drug or alcohol use Would you hire this person again? Ask personal references: How long have you known this person? What is your relationship with this person? Would you recommend this person as a service provider? 

Slide 33:Screening Out Abusers

Child and dependent adult abuse registries Has the person been accused of abusing a child, elder or dependent adult If yes, was the report substantiated Civil court records Has the person been involved in civil cases, including family law cases and small claims courts Motor vehicle records Does the person have an up-to-date drivers’ license Art there restrictions on their license, and, if so, what types of actions have been associated with the person’s driving 

Slide 34:Screening Out Abusers (cont.)

Has the person ever had his or her license revoked for reckless driving, driving under the influence, etc. Sex offender registries Professional disciplinary board records Credit Reports. A consumer reporting company may not provide information about a prospective employee without their written consent. If you ask for a credit report, it should be requested from all three of the agencies as each one may have different information. The three agencies are: Equifax 1-800-685-1111 Experian 1-888-397-3742 Trans Union 1-800-888-4213

Slide 35:Criminal History Checks  

Ask prospective employees for copies of their criminal history records. You cannot require them to do this. Keep in mind that if someone has something to hide, he may not provide you with his actual criminal history. Make sure that you see an official document that shows criminal history or a statement that says “no criminal history.” Be careful that an official looking piece of paper is not substituted in place of the real thing. 

Slide 36:Private Background Check Vendors

When selecting a background checking service, consider: How many records are in the database and the geographical distribution of the records that are available. Currency of the database. How frequently is the database updated? Is the service easily accessed using the Internet?

Slide 37:Include in a Contract

Name of employer Name of “household employee” Employee’s Social Security Number and driver’s license number Proof of car insurance if employee is going to drive you in his or her own car When and how payment will be made (e.g. weekly, monthly) Duties Days and hours of work Make-up time Emergency absence plan (backup plan for your care, phone # of substitute met and approved by you)

Slide 38:Include in a Contract (cont.)

When and how payment will be made Unacceptable behaviors (such as smoking, drinking, abusive language, What to do if problems arise, including consequences for unacceptable behaviors Dismissal (reasons for dismissal without notice, how much notice for no cause, etc.) Dated signatures of employee and employer Signatures of employee and employer (must be dated)

Slide 39:Getting Started  

Training Keeping records Evaluating work performance Maintaining records Payment Taxes and Social Security Insurance Immigration issues Resolving conflicts Dismissal

Slide 40: Guarding Against Abuse

Physical abuse. Use of physical force that may result in bodily injury, physical pain, or impairment. Sexual Abuse. Non-consensual sexual contact of any kind with an elderly person. Emotional abuse. Infliction of anguish, pain, or distress through verbal or non-verbal acts. Financial/material exploitation. Illegal or improper use of an elder’s funds, property, or assets. Neglect. Refusal, or failure, to fulfill any part of a person’s obligations or duties to an elderly person. Abandonment. Desertion of an elderly person by an individual who has physical custody of the elder or by a person who has assumed responsibility for providing care to the elder. Self-neglect. Behaviors of an elderly person that threaten the elder’s health or safety.

Slide 41:Guarding Against Abuse (cont.)

Secure valuables. Don’t leave cash or valuables in easy reach Require receipts for purchases made by helpers. Arrange for monitoring Closely monitor bank accounts and phone bills Keep important financial information and documents locked up. The person that you hire to provide in-home care for you should not be the person in charge of your finances, property, or any other assets. Never promise your money or assets to someone when you die in exchange for care given now. Never lend employees money, clothes, vehicles, or other personal property.

Slide 42:Guarding Against Abuse (cont.)

If you’re arranging care for someone else: Employing more than one worker (with alternating shifts) can be a good “checks and balances” system Make unannounced visits

Slide 43:Abusive or Exploitative Conduct by Employers

Asking caregiver to do more than is in the job description without additional pay (e.g. routinely asking them to work “a few” extra minutes) Changing the caregiver’s schedule frequently Habitually paying late Physical harm and/or sexual harassment

Slide 44:Cultural Considerations in Caregiving Relationships

Is the helper willing and able to accommodate employers dietary restrictions or preferences? Is the employer willing to have prohibited (e.g. meat or unkosher foods) in their homes or refrigerators Privacy Language Gender roles and expectations