Category Archives: Caregiver

Citizenship and Immigration Canada announce Improvements to Canada’s Caregiver Program


Citizenship and Immigration Canada (CIC) announced Improvements to Canada’s Caregiver Program, formerly known solely as the Canadian Live-In Caregiver Program (LCP), and the Canadian government hopes that these improvements will:

  • Result in faster processing at all stages of the program
  • Provide faster reunification of families in Canada
  • Create better career opportunities upon completion of the program, and
  • Establish better protection against potential workplace vulnerability and abuses

These reforms were put in place to address some key concerns of the old Live-In Caregiver program through the removal of the live-in requirement and increasing the processing time for permanent residence.   In the old program there actually were employers who felt that since the caregiver was living in their homes that they were available to work 24/7, and even questioned their caregivers who wanted to go out in the evening, or stay away on the weekends.

Another major problem with the old program was the lack of long-term opportunities for caregivers who, through talking to their peers, waited for their program requirements to end so that they no longer needed to live-in, and could demand a higher wage.  Often this was not a discussion between the employee and the employer and thus a job change was the often outcome.

The resulting job change often meant a higher salary, but in the same field, or with less hours, or with less “perks” like meals and living accommodations earned as the caregiver and the families bond over the years.  It’s usually a major step backwards when the caregivers should be leveraging their employers for their next step once their employment is no longer required.

In addition, CIC plans to reduce the backlog by admitting 30,000 permanent resident caregivers and their family members in 2015, an all-time high, and also a major change in direction from a government which has always publically stated that the Live-In Caregiver Program was not meant to be used for reunification.

CIC also announced that they will be dropping the live-in requirement for caregivers.  If employers and caregivers wish to agree to live-in arrangements, they can continue to do so.  In addition, caregivers currently in the Live-in Caregiver Program (LCP) may choose to live out and later apply for permanent residence by applying for a regular work permit to replace their LCP-specific work permit.

On November 30th, 2014, the Canadian Government launched two new pathways for caregivers which will:

  • accept up to 5,500 applicants for permanent residence per year plus family members,
  • process these permanent residence applications with a 6-month service standard, and
  • accept applications from those already in the LCP queue who prefer one of the improved pathways

The 2 New Pathways:

1.  Caring for Children Pathway:  A pathway to permanent residence for caregivers who have provided child care in a home, either living in the home or not.

Eligibility is based on:

  • Work experience – A minimum of 2 years of Canadian work experience as a home childcare provider, with a work permit.
  • Human capital criteria – A 1-year completed Canadian post-secondary credential, or equivalent foreign credential, and language level of at least initial intermediate

2.  Caring for People with High Medical Needs Pathway:  A pathway to permanent residence for caregivers who have provided care for the elderly or those with disabilities or chronic disease at higher skill levels in health facilities or in a home

Eligibility is based on:

  • Work experience – A minimum of 2 years of Canadian work experience as a registered nurse, registered psychiatric nurse, licensed practical nurse, nurse aide, orderly, patient service associate, home support worker or other similar occupation, with a work permit.
  • Human capital criteria – A 1-year completed Canadian post-secondary credential, or equivalent foreign credential, and an appropriate level of language proficiency to practice their occupation, ranging from initial intermediate to adequate intermediate

Frequently Asked Questions

Q1: What sort of work permit should I apply for if this is my first time as a caregiver in Canada and my employer applies for a Labour Market Impact Assessment after November 30, 2014?

A1: You will need to apply for a regular work permit, not a specific caregiver work permit.

You can live in your own home. If you and your employer have agreed that you will live in their home, this should be:

  • in your employment contract, and
  • noted in the Labour Market Impact Assessment (LMIA) request by your employer to Employment and Social Development Canada. Your employer will have to confirm that the accommodation they are providing meets acceptable standards before they get the LMIA.

Q2: I am working as a live-in caregiver but would like to move into my own home. Can I?

A2: To work as a caregiver on a live-out basis, your employer will need a new Labour Market Impact Assessment (LMIA) and you will need to apply for a new work permit based on that LMIA. In addition, you would have to apply for permanent residence through the Caring for Children or Caring for People with High Medical Needs pathway, and not through the Live-in Caregiver Program.

Q3: I have submitted an application for permanent residence through the Live-in Caregiver Program. Can I submit an application to either the Caring for Children or Caring for People with High Medical Needs pathway as well?

A3: If you meet the requirements of either the Caring for Children or Caring for People with High Medical Needs pathways, you may submit another application for permanent residence, including providing the required information and processing fee.

Q4: I am already working as a live-in caregiver. Will I be able to apply for permanent residence when I complete the work requirement?

A4: Yes. You may continue working as a live-in caregiver and apply for permanent residence when you meet the work requirement. You do not need to switch to one of the new pathways.

If you choose to remain in the Live-in Caregiver Program pathway, your eligibility for permanent residence will still be based on the requirements of that program. This includes the requirement to live in the home of your employer.

If you choose to apply to the Caring for Children Pathway or the Caring for People with High Medical Needs Pathway, your eligibility for permanent residence will be based on the requirements of those pathways.

Q5: I just applied for a work permit as a live-in caregiver. Will I be able to apply for permanent residence when I complete the work requirement?

A5: Yes. You may come to Canada to work as a live-in caregiver and apply for permanent residence based on the requirements of the Live-in Caregiver Program. This includes the requirement to live in the home of your employer.

If you choose to apply to the Caring for Children Pathway or the Caring for People with High Medical Needs Pathway, your eligibility for permanent residence will be based on the requirements of those pathways.

Summary: What are the improvements to the Caregiver Program?

As of November 30th, 2014, the Caregiver Program includes two new pathways for permanent residence for foreign workers with experience as caregivers in Canada.

The two new pathways are:

  • Caring for Children
  • Caring for People with High Medical Needs

For both the Caring for Children Pathway and the Caring for People with High Medical Needs Pathway:

  • You do not need to live in the home of your employer to qualify for permanent residence.
  • You do need to work in Canada with a work permit in an eligible occupation for two years.
  • You do need to meet requirements for language ability and education.

In addition, the Live-in Caregiver Program pathway to permanent residence is still open for all live-in caregivers who:

  • have started working in Canada as a live-in caregiver, or
  • have applied for a work permit as a live-in caregiver, or
  • apply for their initial work permit based on an approved Labour Market Impact Assessment that had been submitted by the employer to Employment and Social Development Canada by November 30, 2014, and
  • complete the work requirement of the Live-in Caregiver Program.

All your questions, plus more, can be answered here; (http://www.cic.gc.ca/english/helpcentre/index-featured-int.asp), on the government’s website.

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Reading the Signs: What to do when your Boss is Upset with you.


full-time nanny

FULL-TIME NANNY.com

I came across a great article by the folks at FullTimeNanny.com entitled; “What Should a Nanny Do if her Boss is Upset with Her”, and I immediately saw the cross-over potential that this article brings for those new to the workforce or as a refresher to those already in the workforce for a few years.

Sometimes you know when your boss is upset with you and sometimes there will be no clue, and depending upon the severity of the situation and the potential repercussions, you may want to consider the possibility that your job could be in danger.  So once you figure it out, it’s best to get in the habit of coming clean with mistakes as soon as they happen, getting used to giving your boss the heads’ up where you think there may be a problem down the road, and documenting situations rather than waiting with bated breath for them to be found out.

This article highlights the following important things to remember when deciding to come clean;

  • Realize That These Things Are Rarely Permanent – Unless you have done something on purpose with the intent on causing someone harm, or damaging the reputation of your employer of the business you work in, the chances of your employer resorting to drastic disciplinary measures are fairly slim. Provided that you’ve been an otherwise good employee, most employers would rather resolve an existing problem than take on the task of sorting through dozens of resumes and conducting numerous interviews in effort to get someone who may be better than you, or may be worse than you.  Better the devil you know, is the saying.  That being said, it’s not wise to be too secure in your position; if you’re overly cocky and consistently go against what your employer decides for you, they will let you go.
  • Confront the Issue Head-On – If you know that your employer is angry but haven’t been approached with a reprimand or a request for an explanation, it’s best to take the bull by the horns and approach him or her with your concerns. It’s especially smart to make an effort to mend fences if you know why your employer is upset and agree that you are in the wrong. Letting the situation go unacknowledged for too long can cause resentment to build up and exacerbate the problem, so don’t dodge your employer in hopes that things will blow over.
  • Be Honest – Should your employer confront you with questions about an incident in which you know you were in the wrong, don’t give into the temptation to cover your tracks. Admitting that you were wrong and are willing to accept any penalties as a result of your poor choices shows strong character and moral fiber; in addition to being the right thing to do, it may also impress your employer enough that they second-guess their outrage.
  • Keep Your Own Temper in Check – Being accused of misconduct, whether you’re guilty or innocent, is enough to put almost anyone on the defensive. Taking this tack with your employer as a reaction to questioning or accusations will only escalate the situation, and perhaps lead to the loss of your position, which you would otherwise have been able to retain. Remember the old adage about flies and honey and realize that anger, even of the righteous variety, will get you nowhere in these situations.
  • Accept Responsibility For Your Actions – Attempting to pass the buck, or blame someone else for your failure to perform properly or your momentary lapse in judgment, isn’t likely to endear you to your already-upset employer.  Instead face the consequences of a poor choice as gracefully as possible. Whining or shifting blame isn’t just ineffective, it’s often downright counterproductive.  In addition if you blame someone else and your employer decides to keep you, then you run the risk of them finding out and that relationship is damaged for good.
  • Make a Concerted Effort to Make Up – It’s easy to hold your breath and hope that a tumultuous period in your relationship with your employer will pass without any attempts to mend fences on your part, but that’s almost never the case. Extending the olive branch isn’t always the easiest thing to do, especially if you feel that you have nothing to apologize for; still, preserving that relationship, and perhaps your post itself, may depend upon your ability to do just that.
  • Keep the Conversation Behind Closed Doors – Never, ever, ever discuss a bad situation with friends, colleagues or staff.  They do not need to hear you air your grievances or discuss an ongoing problem you have with your employer. Even in the largest, most densely populated cities, most social circles are relatively small and people will talk. Letting news of your woes get back to your employers is a surefire way to make them give up on you altogether, so make sure that you keep any and all conversations about the state of your relationship with your employers and the details surrounding it away from the public eye.

If, after all this you notice that things are not getting better for you, then start looking for a new job – it’s so much easier when you are already employed – and approach your employer with a request for a reference letter or recommendation because not only will they give it to you if they want you out but don’t want to fire you, but also it gives them time to start the search process themselves.

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Back after being Missing in Action


Toto Toilet

Cleaning the Toto Toilets

You may have noticed that I had gone missing in action for a couple weeks.  With only a couple posts popping up here and there, I feel like I’ve lost my mojo after all this time without blogging, and it’s not like there is nothing to write / bitch about either, but in actual fact I’ve just been tired.  Very tired actually, and it all began with our nannies vacation back home, which began November 16th and ends with her return to us on January 14th.

7 long weeks in which I thought that, since I was off, would be the perfect time to help out and instead of hiring someone to temporarily file her role, I could do it myself and spend quality time with my daughter, my wife, and with my boys.   How hard could it be, right?  I’m their dad.  I know how to clean up a house…

Mistake #1.

Not only has it been impossible for me to take care of the house and the children while also taking care of the things I would normally do in a day, but it became perfectly clear to me that going to bed at 3am every night was not going to help me get everything done.

Mistake #2.

I clearly underestimated the amount of cleaning that a house with three children under 7-years-old requires.  Thankfully my wife got them on a reward chart (a later post) so they help with making beds and cleaning up around meal time, but the laundry, dishes, taxi, drop-off and pick-up and the endless need to sweep and vacuum is too much.  I don’t know how my wife does it, and I certainly don’t know how our nanny does it – except that when there are three adults cleaning it’s much more effective than 1 1/2.

Granted I have now come to realize that my wife and our nanny are WAY more organized than I have been – Monday has always been the day to change the sheets, and Tuesday the house gets swept and vacuumed and floor washed, but drop-off and pick-up has been something we’ve helped with, and meal’s taken care of primarily by my wife, so doing them all… Yeah.  Not so good.

So obviously once I settle down at night with hopes of blogging, there is nothing left in the tank.

In addition, my daughter, Boo has finally realized now that she is 3-years-old that she can get out of her bed at night and walking into our room.  We were encouraging her to get up and pee since she has been “commando” at night for several months with only a few accidents.  The hope was that she would get up, pee, then go back to bed instead of sitting in her bed and screaming for us or crying and waking everyone else up.  What has happened in actual fact is that she now comes into our room several times at night, along with 6-year-old Stewie and that keeps up awake.  Now 7-year-old Linus is getting into the act and that means either a rough night’s sleep or I’m sleeping in one of their beds with them.

Either way, it means I am getting less than 3 hours of sleep a night and that is a recipe for getting sick.

Now before you cry me a river or blast me for doing what every other parent in the world does, hear me out… My wife is still taking care of dinner (thankfully) and it did take me a week and a bit to get used to the house-time routine from a worker perspective.  I have been working full-time for 17 years and while I am used to helping out as much as possible it has usually been in the evenings or on the weekends when there are little to no distractions.

During the day when people are actually around and a 20-minute task of changing the sheets on all our beds, becomes an hours’ endeavour full of distractions and competing priorities.  I also cannot just clean for the sake of cleaning, like when I swept the bedrooms, I ended up moving all the furniture, sweeping, putting away the toys, followed it up with a vacuum and then washed the floors and baseboard.  When I do something, I do it right, not half-assed so I’ll have to do it again.

So while it took me 3 weeks to get this post out there is always a bright side, right?  I completed this post on the 20th, but I’m backdating it to the 15th and that means as of today we only have 22 days until our nanny returns and life returns to normal, which means a clean house, happy children and my daughter can get to school in the morning on time for once!

I can see the re-posted headline for this article;  “Working Daddy Bombs as Caregiver”.

So true.

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10 Ways to Tell if your Nanny Loves your Children


I recently received this article in my inbox from the kind folks at http://www.nanny.net and it covers a very important topic, how to tell if your nanny loves your child.

I think every first time employer, or an employer currently interviewing for a replacement caregiver should go through this list as it should help you understand when a connection has been made.  Having the emotional buy-in from your nanny in addition to the financial buy-in is critical to long-term success of this partnership and a way to keep your stress down.

Sometimes, you need a nanny and the nanny needs a job, and you both compromise and these relationships often end abruptly not because something has gone wrong but over time you both start to come to grips with the fact that it is just a job.  It’s easier to let go of those relationships than if there is an emotional buy-in, we all know that.  So if you have the time, see if there is a connection and if so and you can make it work do so.  Any child would be overjoyed to have that much love and both the employer and the caregiver will have an easier time on a day-to-day basis.

The link to the original article is below.

http://www.nanny.net/blog/10-ways-to-tell-your-nanny-loves-your-kids/

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What can you expect from your nanny: Non-child care responsibilities.


housekeeping

Light housekeeping?!?

Parents hire nannies to take care of their children.  There is also an expectation that there will be some non-child care responsibilities related to the role, such as; taking care of any dishes used, some cooking here and there, some light cleaning associated to the children or family and possibly some laundry. 

From all the emails and comments I have received over the years, it is accurate to say that some parents forget that the primary responsibility for a nanny is child care and there is an expectation that their nannies are able to take care of the children in addition to what they refer to as “light housekeeping” responsibilities, which in reality means nanny and cleaning-lady. 

So what constitutes “light housekeeping?”   

In order to get a clearer idea of what nannies think light housekeeping is and what employers think light housekeeping is, I read an article created for NannyClassifieds.com called; “Is Light Housekeeping a Nanny Responsibility?”  The link to the original article is here;  http://www.nannyclassifieds.com/blog/is-light-housekeeping-is-a-nannys-responsibility/

According to this article, in the nanny world, light housekeeping typically means leaving the home in the same condition it was in when the nanny arrived / started her day there.  If there were no dishes in the sink in the morning, then there should be no dishes in the sink at the end of the day, and if the house was spotless in the morning, it should be the same by nightfall.  It is reasonable to expect your nanny to clean up the mess and restore the house to its original morning condition prior to the end of her workday.

The extras are the other things in addition to childcare which nannies are generally responsible for and are usually agreed upon in a written contract – a written approved contract if gone through the Canadian Live-In Caregiver program.  Some of these items include;

• Do the laundry for the children
• Keep the children’s play area as neat, tidy and organized as possible.
• Prepare breakfast for the children before school, lunch for school and snacks for the kids attending school.
• Prepare the same for any children who are at home or attend school part of the day.  
• Ensure that after meal preparation and after the actual meal the kitchen is clean again.
• Engage the children in activities such as arts and crafts and reading, and ensure once finished the area is tidy
• Pick up after the children
• Ensure the kids rooms, including drawers, bed and closets are clean
• Prepare the same for any children who are at home or attend school part of the day.
• Ensure that after meal preparation and after the actual meal the kitchen is clean again.
• Engage the children in activities such as arts and crafts and reading, and ensure once finished the area is tidy
• Prepare breakfast for the children before school, lunch for school and snacks for the kids attending school.

Some nannies may also take on additional household related tasks provided they have the time and it has been pre-arranged and agreed upon.  They may do the children’s grocery and clothes shopping, as well as purchase the supplies needed to properly stock the nursery.  In some cases, nannies may also be responsible for ordering age-appropriate supplies, toys, and arts and crafts, depending on the arrangement that was made.

According to the article, nannies typically do not:
• Do the parent’s laundry
• Clean the parent’s bathrooms
• Mop the floors
• Dust the furniture
• Prepare family meals regularly.

In each family and nanny work arrangement, light housekeeping should be clearly defined.  What is in the contract dictates what the family’s housekeeping expectations are, and what the nanny’s housekeeping responsibilities are. 

Many nannies do agree to take on additional non-childcare related housekeeping tasks.  They may do this because the children spend mornings in school or they simply enjoy cleaning and would gladly take on the housekeeping tasks in exchange for increased compensation.  If your nanny agrees to take on additional housekeeping tasks, she should be provided additional compensation for them and allowed adequate time to complete them when childcare is not her responsibility.  For these nannies/housekeepers, it should be stressed that when the children are in her care, childcare should be her main responsibility.  I think that is common sense, no?

Often times a nanny will go above and beyond the call of duty simply out of practicality. If a nanny is doing the dishes from lunch and her employer left a knife and dish in the sink after breakfast, for example, she’s likely going to wash them too, rather than simply leave them sitting there in the sink.  If a nanny is preparing one of her favorite homemade pasta recipes for the children’s dinner, she may make enough for the entire family, since it’s easier than tweaking the recipe for smaller portions.  Much in the same way most families when making their dinner will make enough for their nanny and have them eat with them whenever possible.  It’s give and take, and that mutual respect and understanding helps form and build the bond between the nanny and her employer.

Wen these random acts of kindness become expected by employers through, resentment and relationship problems in the nanny relationship can occur.  Light housekeeping is going to mean different things to different people.  Clearly articulating the duties and responsibilities that meet an employer’s definition of light housekeeping will help to prevent job creep and miscommunication over housekeeping related expectations.

How have you divided up responsibilities and how clear were you with your nanny on her duties outside of child care?

It’s amazing to me how many employers post comments in public message boards about how their nannies cook, clean, take care of the kids, and do all these other tasks not related to child care, and then the employer answers questions about wages and working hours, or working conditions which really casts them in a negative light.  Taking advantage of a nannies good will is never cool, and posting that in a public form is even less cool and quite questionable.  Especially in light of the fact that these message boards are trolled by agencies and organizations who protect nannies from being taken advantage of.

So to sum it all up…

Make sure what you are expecting your nanny to do outside of child care is clear and written in the contract.  Also remember that just because they came from worse working conditions in Hong Kong it doesn’t give you the right to treat them in any way that you yourself would not want to be treated in their shoes.

Karma.

Here is a link to the article; http://www.nannyclassifieds.com/blog/is-light-housekeeping-is-a-nannys-responsibility/

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