Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You are saying that whether or not there are children in the house that the caregiver isn’t responsible for impacts the question I asked about figuring out overtime pay?

I don’t understand.

Not the PP, but this was asked because possibly living in was brought up & if someone were to offer or take that as an option, having kids in the house would affect the dynamics for that.

Obviously there are all sorts of specifics about our household that I would need to discuss with someone I was thinking of hiring, kids being one of them.

But the PP seemed to imply that it would change the answer to my question about structuring pay. That I don’t get.

I don’t think that someone living in would work for us.

I'm the PP who brought up living in. Yes, the structure of hours affects pay, always. And if you had a live-in, that would affect pay. Since you have children, that would definitely affect the pay as well.

Live-in caregivers don't get overtime (except in certain locations). However, live-in caregivers expect to have the ability to sleep, and the placement of their bedroom, a daytime sleep period and kids at home would affect pay. Since you have no intention of have someone live in, it's irrelevant to you... but because you didn't provide a complete picture of what you wanted and were asking questions about pay, I suggested multiple options that might have worked (and might decrease your total cost).

How does the fact that there are children impact overtime hours?

Having children in the home means someone might be less willing to take a live-in position, because it might be harder to sleep.

Living in means that you might not be required to pay overtime (most locations don't require overtime time and a half) or it would kick in at a different point (MD live-in domestic employees receive time and a half after 44 hours).

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You are saying that whether or not there are children in the house that the caregiver isn’t responsible for impacts the question I asked about figuring out overtime pay?

I don’t understand.

Not the PP, but this was asked because possibly living in was brought up & if someone were to offer or take that as an option, having kids in the house would affect the dynamics for that.

Obviously there are all sorts of specifics about our household that I would need to discuss with someone I was thinking of hiring, kids being one of them.

But the PP seemed to imply that it would change the answer to my question about structuring pay. That I don’t get.

I don’t think that someone living in would work for us.

I'm the PP who brought up living in. Yes, the structure of hours affects pay, always. And if you had a live-in, that would affect pay. Since you have children, that would definitely affect the pay as well.

Live-in caregivers don't get overtime (except in certain locations). However, live-in caregivers expect to have the ability to sleep, and the placement of their bedroom, a daytime sleep period and kids at home would affect pay. Since you have no intention of have someone live in, it's irrelevant to you... but because you didn't provide a complete picture of what you wanted and were asking questions about pay, I suggested multiple options that might have worked (and might decrease your total cost).

How does the fact that there are children impact overtime hours?

Anonymous wrote:I am curious though. Do people really think that 84 hours over 7 days a week is a reasonable schedule for someone living in? It seems excessive.

It works for some people.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:You are saying that whether or not there are children in the house that the caregiver isn’t responsible for impacts the question I asked about figuring out overtime pay?

I don’t understand.

Not the PP, but this was asked because possibly living in was brought up & if someone were to offer or take that as an option, having kids in the house would affect the dynamics for that.

Obviously there are all sorts of specifics about our household that I would need to discuss with someone I was thinking of hiring, kids being one of them.

But the PP seemed to imply that it would change the answer to my question about structuring pay. That I don’t get.

I don’t think that someone living in would work for us.

I'm the PP who brought up living in. Yes, the structure of hours affects pay, always. And if you had a live-in, that would affect pay. Since you have children, that would definitely affect the pay as well.

Live-in caregivers don't get overtime (except in certain locations). However, live-in caregivers expect to have the ability to sleep, and the placement of their bedroom, a daytime sleep period and kids at home would affect pay. Since you have no intention of have someone live in, it's irrelevant to you... but because you didn't provide a complete picture of what you wanted and were asking questions about pay, I suggested multiple options that might have worked (and might decrease your total cost).

Anonymous wrote:I am curious though. Do people really think that 84 hours over 7 days a week is a reasonable schedule for someone living in? It seems excessive.

Depends on how much work OP is requiring. If the caregiver can sleep overnight and is just “on call” for the patient, sure. If OP is imagining the caregiver will be doing tasks the entire shift, heck no it’s not reasonable!

I am curious though. Do people really think that 84 hours over 7 days a week is a reasonable schedule for someone living in? It seems excessive.

Anonymous wrote:

Anonymous wrote:You are saying that whether or not there are children in the house that the caregiver isn’t responsible for impacts the question I asked about figuring out overtime pay?

I don’t understand.

Not the PP, but this was asked because possibly living in was brought up & if someone were to offer or take that as an option, having kids in the house would affect the dynamics for that.

Obviously there are all sorts of specifics about our household that I would need to discuss with someone I was thinking of hiring, kids being one of them.

But the PP seemed to imply that it would change the answer to my question about structuring pay. That I don’t get.

I don’t think that someone living in would work for us.

Anonymous wrote:You are saying that whether or not there are children in the house that the caregiver isn’t responsible for impacts the question I asked about figuring out overtime pay?

I don’t understand.

Not the PP, but this was asked because possibly living in was brought up & if someone were to offer or take that as an option, having kids in the house would affect the dynamics for that.

You are saying that whether or not there are children in the house that the caregiver isn’t responsible for impacts the question I asked about figuring out overtime pay?

I don’t understand.

Anonymous wrote:

Anonymous wrote:I would highly suggest getting someone to live-in and do 7 days per week. It's not as hard to find.

But then I have someone sleeping in my house in the day and need to keep the kids quiet.

Do live in people really work 84 hours a week? That seems excessive.

Ah, I wasn't aware that you would hiring for a parent who lives with you. That's a separate situation entirely... Please be upfront in your description as to what the setup is, whether there's any chance that children will be in the area with your parent during the shift, etc.

I would suggest offering either a split week schedule (caregiver one always works Sun-Tues, caregiver two always works Wed-Fri and they rotate Sat) or rotating one week of 7 days for each. If they're live-in (5+ consecutive days), there's no overtime unless you're in MD or one of the areas that require it.

Anonymous wrote:I would highly suggest getting someone to live-in and do 7 days per week. It's not as hard to find.

But then I have someone sleeping in my house in the day and need to keep the kids quiet.

Do live in people really work 84 hours a week? That seems excessive.

I would highly suggest getting someone to live-in and do 7 days per week. It's not as hard to find.

I think you need to talk to the caregivers and see if that would work with them. Most people would not want a rotating schedule.

I work 12 hour shifts OP with 1 8.

So week 1 I work Mon Tues Fri Sat Sun
Week 2 I work Weds Thurs.
my 8 hour shift is Thursday but you could choose a mutually beneficial day.
This way you have 80 hours in a 2 week pay period.

I would suggest this option so each person gets a full 3 day weekend every other weekend.

This is not a nanny question, but I think the financial piece is the same. I am looking to hire overnight caregivers for an elderly parent. The people would work 12 hour shifts.

I need 84 hours of care a week (12 hours 7 nights). Obviously that's not one person, so I was thinking that I would offer a schedule like this:

Week 1:

Sunday, Monday, Tuesday -- Person A (36 hours RT), Wednesday, Thursday, Friday, Saturday Person B (40 hours RT, and 8 hours OT)

Week 2: Sunday, Monday, Tuesday -- Person A , Wednesday, Thursday, Friday (36 hours RT), Person B (36 hours RT) Saturday Person A (4 hours RT, and 8 hours OT)

If I paid every other week, that would mean that each pay period would 84 hours, with 8 of the OT for both caregivers.

Am I doing that correctly? So, I write a contract with a guarantee of 84 hours over each 2 week period?