If you need to hire assistance, a good place to start is a Professional Geriatric Care Manager. Locate one that is licensed, bonded, insured and credentialed.
Make phone calls to various community support organizations. Be mindful when the assessing/recommending organization is the providing organization.
Medicare requires independent evaluations for some durable medical equipment. Physicians are no longer able to refer to laboratories, home care agencies, diagnostic centers or other providers they own interest in, unless they fully disclose that financial interest to the patient. If you call seeking information and services are recommended over the phone before an assessment is made, this should be a red flag to you.
If none of these leads prove successful, put an ad in the paper. Rent a post box and request resumes and references. Or contact a Professional Geriatric Care Manager. Locate one that is licensed and credentialed.
Be prepared with specific questions when hiring in home helpers.
Before beginning the interview process, think about what services you need from the helper. When a job applicant calls, give a short job description, time and day expectations, salary, and benefits. Grant interviews only to those considered for the position. Arrange for other family members or a friend to be present during interviews for feedback and support. Check all references before hiring.
Consider requesting a police report FDLE and HRS background checks, cost $21.00 in Florida. Contact your local law enforcement organization or home health care company (found under “NURSES” in most yellow pages) and find out which background investigations they do. It is usually the minimum required by law. You want at least that much.
Develop a job contract for paid care providers
Clarify duties with a formalized agreement. Modify the contract as needed. Have your employee sign a contract before work begins. Include as much information as you can so that there are no questions about services or fees down the road.
Is the prospective employee a contractor or an employee?
Just telling a prospective employee that they are a contract employee may not pass the scrutiny of the IRS. There are a series of tests that they use to determine if the employee is a contractor or not. Some of the criteria include: Do you determine the hours, times, days they work. Do you retain authority to tell them how the job is to be done and where. Do you provide them with tools to complete their tasks. Do you monitor their work, other than just approval of the final product. Do they work exclusively for you. Are the services provided for a limited duration for the completion of a specific project. Depending on the responses, the IRS may not agree that the hired help are independent contractors.
Take steps to assure quality service from care providers
Financial and legal considerations: Social Security contributions (FICA), federal unemployment tax (FUTA), state unemployment tax, and state workmen compensation contributions. These issues are handled by agencies when you hire employees through them. If there is a problem with a no-show or call out, the agency is the one with the problem to resolve, not you.