Guide to Interviewing a Caregiver

Home-Care Employment Basics

A caregiver can benefit the patient and family’s quality of life tremendously if selected properly. ASK ASK ASK! Do not leave a topic of concern unanswered. RespiteMatch offers a wide range of background checks, make use of them.

Writing a Job Description

An important first step in hiring in-home help is to determine what help is needed and to prepare a list of duties the caregiver would like carried out. This job description should be designed as a work contract which can be signed by both the caregiver and the in-home helper.

Typical duties for an in-home helper include companionship and supervision of the patient and direct assistance with personal care such as bathing, dressing and feeding. The caregiver may also do light housekeeping and home maintenance tasks which pertain directly to the care of the patient or which the family can no longer manage without assistance.

• A good work contract should include the following:
• Name of employer and "household employee"
• Wages and benefits (e.g., mileage, meals, etc.)
• When and how payment will be made
• Hours of work
• Employee's Social Security number
• Duties to be performed
• Unacceptable behavior (e.g., smoking, abusive language, etc.)
• Days off, vacation and holidays
• Termination (how much notice, reasons for termination without notice, etc.)
• Dated signatures of employee and employer

Interviewing the Applicant

The patient or family does not have to personally interview every person who applies for the job. Some screening over the telephone or email is appropriate. In screening applicants a description of the job should be given in detail and state specific expectations listed in the work contract as well as information about the hours and wages. At this time it is also important to ask about the applicant's past experience and whether he/she has references. Then if the applicant appears to be acceptable, an interview should be scheduled.

In preparation for the interview, the patient and or family should have a list of questions pertinent to the job description and a sample work contract ready for the applicant to read. The following are some suggested questions for the interview:

• Where have you worked before?
• What were your duties?
• How do you feel about caring for an elderly/disabled person? Or a person with memory problems?
• Have you had experience cooking for other people?
• How do you handle people who are angry, stubborn, fearful?
• Do you have a car?
• Would you be able to transfer someone from a wheelchair into a car or onto a bed?
• Is there anything in the job description that you are uncomfortable doing?
• What time commitment are you willing to make to stay on the job?
• Prepare questions specific to the care needs required
• If the caregiver is to live in discuss and include in the contract all aspects of having a non-family member living in your home.
• Can you give me two work related and one personal reference?

Immediately after the interview, it is important for the patient or family member to write down first impressions, and if possible, discuss these with another family member or friend. Consider the person most qualified for the job and with whom you feel most comfortable. Always check the references of at least two final applicants. Don't wait too long to make the offer, as good applicants may find another job. If the offer is accepted, the caregiver and the patient should set a date to sign the contract and begin work. Both employer and employee should keep a copy of the contract.

Investigating Legal Issues

As an employer of a "household employee," there are several legal considerations. First, household employers should verify that their household insurance (renter's or homeowner's) covers household employees in case of an accident. It is also imperative that the employer be fully informed of the legal responsibility of paying taxes for household employees.

The employer is required to withhold Social Security taxes and file them with the Internal Revenue Service annually. The employee is required to pay additional Social Security taxes. Employers may report the worker's wages and tax liabilities on their annual 1040 form. For information on paying federal taxes for household employees, call (800) TAX-FORM and ask for Publication 926 which explains specifically about household employees. The employer will need a W-2 form to file at the end of the year and a copy of the form should also go to the employee. A W-3 form is also required if an employer has more than one household employee and is filing more than one W-2 form.

There is one other requirement which every employer should know. Each employee is required to fill out an Employment Eligibility Verification form I-9 and a record of this should be kept on file. The penalties for not paying taxes on household employees include paying the back taxes, plus interest and penalty fines. FCA advises both household employers and employees to be informed and comply with state and federal tax laws. There are often local services available to seniors who need assistance in filing tax statements for household employees. The Caregiver Resource Center or Senior Information and Referral in your community would be able to identify these organizations.