Nanny in Vancouver, Canada

Improvements to the Live-in Caregiver Program

noreply@blogger.com (Administrator) — Fri, 01 Apr 2011 03:46:00 +0000

On December 12, 2009, a number of regulatory and administrative changes were proposed to improve worker protections and to make the transition to permanent residence through the program easier. The amendments to the regulations of the Immigration and Refugee Protection Act became law on April 1, 2010. The changes include:

* Expanding the time frame in which caregivers are able to complete their two years of work in order to qualify for permanent residence. Caregivers now have four years to meet the requirements where they previously had three. This offers caregivers more flexibility to deal with life’s unexpected events.
* A more flexible assessment of our requirements. Caregivers who work overtime may now use it to their advantage to apply for permanent residence sooner. They may now become eligible after:
o 3,900 hours over a minimum of 22 months, with a maximum of 390 overtime hours; or
o Two years, at regular full-time rates.
* Reducing uncertainty faced by caregivers. Some caregivers have been denied permanent residence on the ground that an illness was discovered in a standard second medical examination after a caregiver had completed the requirements of the program. CIC now has the authority to assess medical admissibility in an application for permanent residence based on the medical examination administered before coming to Canada as temporary residents. This means the elimination of the second standard medical examination all live-in caregivers were required to undergo in Canada, after having completed their two years of employment.

At the same time, a number of administrative changes were announced, including:

* Mandatory clauses in the employment contract, which must address:
o employer paid benefits, as described below;
o accommodations;
o duties;
o hours of work, including overtime hours;
o wages;
o holiday and sick leave entitlements; and
o terms of termination or resignation.
* New employer-paid benefits, including:
o transportation to the place of work in Canada from the live-in caregiver’s country of residence;
o private medical insurance, prior to activation of provincial health coverage;
o workplace safety insurance, or equivalent insurance if the former is not available; and
o all recruitment fees associated with hiring a live-in caregiver.
* Emergency processing of labour market opinions (the employer’s authorization to hire) and of new work permits for caregivers already in Canada who face abuse, intimidation or threats in their current jobs.
* A new caregiver telephone service offered through the CIC Call Centre, which helps to better inform caregivers living in Canada and employers of their rights and responsibilities under the program.
* Improved information products available to live-in caregivers, which are currently being developed.
(According to Citizenship and Immigration Canada www.cic.gc.ca)

Live-in Caregivers in Canada — Your rights and the law

noreply@blogger.com (Administrator) — Tue, 24 Aug 2010 20:02:00 +0000

Live-in Caregiver in Canada

Your rights and the law

Canadian laws protect every worker in Canada. This includes live-in caregiver workers like you.

Your employer:

must pay you for your work
must make sure that your workplace is safe and
cannot take your passport or work permit away from you.

Every province and territory has an office that deals with labour and employment laws. A person at your local employment or labour standards office can talk to you about fair pay, hours of work, rest periods, working conditions and provide other services.

You do not need your employer’s permission to call this office or visit its website. They cannot punish you or have you deported for it.

Employment contracts

You may have signed an employment contract, depending on your job.

If you have a contract, it should include:

details of your job and
conditions of employment.

The conditions state the highest number of hours you will work each week and how much you will be paid. Both you and your employer must follow the contract.

Keep a copy of your contract. If you and your employer disagree about work details in the future, the contract may help you.

The contract also has information about the money that may be taken out of your pay (for example, the amount paid to the Canada Pension Plan and Employment Insurance, which you may be eligible to collect).

If you lose your job

Usually, your employer must give you written notice or pay you instead (this is called termination pay) before telling you to leave your job.

Your employer does not have to warn you when you are being let go for a “just cause” (for example, serious misconduct or missing work without good reason).

If you have a contract for a specific period or a specific job, your employer does not have to give you notice when your contract ends.

The rules about notice of termination are different in each province and territory.

If your employer does not follow the law when they dismiss you, you can complain to the local employment or labour standards office.

Housing

If you are given room and board, your employer may take part of the cost out of your pay. In most provinces, the amount charged for meals and board is limited. The amount must be noted in your contract.

Health and safety

All workers in Canada have the right to a safe and healthy workplace. There are laws to protect workers from danger.

Provincial, territorial and federal governments each have their own laws and ways of looking into health and safety matters.

Refusing dangerous work

Most of the time, you have the right to refuse to work if you believe that the work you are doing or have been told to do is dangerous.

You must be paid until

the danger is removed
you feel the problem no longer exists or
a government official tells you that it is safe to do the work.

Your employer cannot punish you for refusing dangerous work.

If you are hurt at work

Many provinces and territories provide workers’ compensation benefits. Workers’ compensation gives you help (medical or wage benefits) if you are hurt on the job or if your job causes you to get sick.

In some provinces or territories, employers do not have to sign their employees up for the plan.

If employers do not have to take part in the workers’ compensation plan in the province or territory where you work, your employment contract must say this.

Your employer must not take any money from your pay for the plan. Contact your local employment or labour standards office if you need more information about workers’ compensation benefits.

Links for 2010-04-07 [del.icio.us]

Thu, 08 Apr 2010 00:00:00 PDT

Live-in caregiver woes
Pros and Cons regarding Live-in Caregiver Program.
Nanny Canada
Recently, the federal government introduced new regulations to do with the Live-in Caregiver Program, to be implemented April 1. How this will affect Canadians.
Nanny Canada » Household Tips for Moms and Nannies
Useful tips for moms and nannies.

Live-in Caregiver Program

noreply@blogger.com (Administrator) — Tue, 19 Jan 2010 22:21:00 +0000

According to Immigration Canada (CIC):

"Amendments to increase the flexibility and efficiency of the permanent residence component of the Live-In Caregiver Program (LCP)

The Live-in Caregiver Program (LCP) is a stream of the Temporary Foreign Worker Program (TFWP) that facilitates qualified, low-skilled foreign workers entering Canada as live-in caregivers to care for children, elderly or disabled persons in the private home where the person being cared for resides, when there are not enough Canadians or permanent residents (PR) to fill available positions.

Employers must apply for and receive a positive or neutral labour market opinion (LMO) from Human Resources and Skills Development Canada (HRSDC)/Service Canada (SC). LMO applications from employers are reviewed by officers who consider, among other factors, whether the wages and working conditions are comparable to those offered to Canadians working in the occupation and if the foreign worker would be filling a labour shortage. Once their employer has a positive or neutral LMO, live-in caregivers can apply for a work permit. If they meet all the program criteria and satisfy additional criteria, including security and medical admissibility, they are issued a temporary work permit to work as a live-in caregiver in Canada.

After working as a live-in caregiver for two years within three years of their date of entry to Canada, LCP participants may apply from within Canada to become PRs. Currently, over 90 percent of foreign nationals who enter Canada as a live-in caregiver with a work permit apply for permanent residence through this stream, and of these applicants, 98percent are successful.

Following engagement with stakeholders and live-in caregivers, various aspects of the program were raised, including those that are the subject of the proposed regulatory amendments discussed in this document.

For example, some live-in caregivers have experienced difficulty in obtaining the required experience within three years due to protracted illness or other circumstances beyond their control, which could result in their ineligibility for permanent residence. Others identified that they have felt pressure to remain in unsatisfactory employment to avoid failing to meet this requirement. The Standing Committee on Citizenship and Immigration, in its May 2009 report entitled: Temporary Foreign Workers and Non-status Workers, recommended that the time limit to achieve the requisite work experience be extended from three to four years.

In addition, live-in caregivers and stakeholders noted that live-in caregiver’s overtime hours are not reflected in their work experience component for permanent residence.

Another issue that was raised during the recent round table and in the Standing Committee report is that of the second medical examination. Currently, live-in caregivers must undergo two medical examinations, one as part of a work permit application prior to entry to Canada as a temporary resident, and another as part of their application for permanent residence. Due to the differing assessments of temporary and permanent residency applications, or due to changes in health over time, it is possible that a live-in caregiver be admitted as a temporary resident but denied as a PR. Though this situation is rare (average 3 cases per year), it could unduly penalize live-in caregivers who have contributed to the Canadian economy. It is expected that if this requirement remains unchanged, these sorts of cases will continue to arise from time to time.

To address these program issues, CIC has recommended a multi-instrument approach combining administrative and regulatory changes. The former could include improved information products for live-in caregivers and mandatory clauses in employment contracts that stipulate how hours of work and overtime would be compensated and documented. The proposed regulatory amendments to the LCP would facilitate the attainment of the employment requirement for permanent residence status by live-in caregivers, provide flexibility in the way the experience requirement for permanent residence is calculated, and would improve efficiencies in the medical examination process (and reduce costs for live-in caregivers) by eliminating the second medical examination.

1. Increase the time allowed to complete the employment requirement from three years to four years

One of the requirements to qualify for permanent residence under the LCP is completion of two years of employment as a live-in caregiver within three years of arrival in Canada.

It is proposed that live-in caregivers would have four years, rather than three years, to complete the employment requirement of the LCP.

This would respond to concerns that some live-in caregivers are not able to gain the required two years of employment within three years of arriving in Canada for reasons beyond their control such as serious illness.

This regulatory amendment would apply, upon implementation, to all live-in caregivers, including those already in Canada, for whom a determination on permanent residence had not yet been made.

2. Allow an hours-based calculation of the employment requirement based on 3,900 hours within a minimum of 22 months

Live-in caregivers are currently required to complete two years of employment to qualify for permanent residence. The calculation of the two-year period is based on the start and end dates of employment, as outlined in the employment contract and termination/resignation documents.

It is proposed that live-in caregivers would have the option of selecting the current system for calculating the work requirement, or selecting a new hours-based calculation option of 3,900 hours of employment completed in a minimum of 22 months. A maximum of ten percent of their overtime hours could be counted towards that work requirement, to ensure this new option does not encourage caregivers and/or their employers to seek excessive overtime hours of work.

An hours-based calculation of the employment criterion would more accurately reflect the actual accumulated work of some live-in caregivers, including overtime hours.

This amendment will apply, upon implementation, to all live-in caregivers, including those already in Canada, for whom a determination on permanent residence had not yet been made.

3) Conduct assessment of medical examination at the work permit application stage with a long term view and eliminate mandatory medical examination at PR application stage

Live-in caregivers are currently required to undergo two medical examinations: one at the work permit/temporary residence stage before entering Canada and one at the PR application stage, after a minimum of two years of work experience in Canada. Although both examinations are similar in that they test for health conditions that would pose a risk to public health and safety in Canada or create an excessive demand on the health or social systems in Canada, the difference lies in the manner in which excessive demand costs are calculated – short-term for work permit/temporary residence applicants and long-term for permanent residence applicants.

It is proposed that all live-in caregivers no longer be required to complete a medical examination when they apply for permanent residence. Instead, the medical examination completed to qualify for the initial work permit/temporary residence as a live-in caregiver would be assessed for excessive demand in anticipation of the applicant applying for permanent residence under the LCP rather than just for temporary residence. Based on the current costing thresholds used in the calculation of excessive demand, this change would mean that applicants who have a medical condition which would likely result in costs to the health or social systems in Canada of more than $5,000 per year over a five year period (total of $25,000) would typically be deemed to be medically inadmissible due to excessive demand, at the work permit application stage.

By eliminating one of the two medical examinations and requiring that live-in caregivers, at the time of their application for a work permit, be assessed with a long term view in anticipation of their application for PR status under the LCP, administrative processes would be streamlined and cost savings for live-in caregivers could be achieved. The examination at the work permit/temporary resident stage would continue to screen for infectious disease and the chance of contracting such a disease after arriving in Canada would be minimal.

This change would apply to live-in caregivers whose applications for a temporary work permit and related medical examination have not already been reviewed. For some live-in caregivers already medically assessed as part of their work permit application (and therefore assessed on a short-term rather than long-term basis), results of the initial medical examination may be reassessed at the time of application for permanent residence, where concerns were identified at the initial examination stage."

August 3, 2009 - Statutory Holiday in B.C.

noreply@blogger.com (Administrator) — Mon, 03 Aug 2009 04:39:00 +0000

British Columbia Day - August 3, 2009 - is a statutory holiday

The first Monday of August is a legal holiday to be observed as "British Columbia Day".

More info about Statutory Holiday for nannies/caregivers working in British Columbia.

May 18 is the next Statutory Holiday in British Columbia

noreply@blogger.com (Administrator) — Tue, 12 May 2009 18:46:00 +0000

Victoria Day, Monday, May 18 is the next statutory holiday in B.C.

The nine statutory holidays in British Columbia are:

* New Years Day
* Good Friday
* Victoria Day
* Canada Day
* B.C. Day
* Labour Day
* Thanksgiving Day
* Remembrance Day
* Christmas Day

Easter Sunday, Easter Monday and Boxing Day are not statutory holidays.

Eligibility

To be eligible for statutory holiday pay an employee must:

* Have been employed for 30 calendar days before the statutory holiday and,
* Have worked or earned wages on 15 of the 30 days immediately before the statutory holiday.

Employees who work under an averaging agreement or variance at any time in the 30 days before the holiday do not have to meet the 15-day requirement.

No pay for ineligible employees.

An employee who is not eligible for statutory holiday pay is not entitled to be paid an average day’s pay. If an ineligible employee works on a statutory holiday he or she may be paid as if it were a regular work day.

Statutory holiday on a day off

When an employee is given a day off on a statutory holiday, or it falls on a regular day off, an eligible employee is entitled to be paid an average day’s pay.

An average day’s pay is calculated by dividing “total wages” earned in the 30 calendar days before the statutory holiday by the number of days worked. Vacation days taken during this period count as days worked.

“Total wages” includes wages, commissions, statutory holiday pay and vacation pay but does not include overtime pay.

Working on a statutory holiday

An eligible employee who works on a statutory holiday is entitled to be paid:

o time-and-a-half for the first 12 hours worked and double-time for any work over 12 hours; plus
o an average day’s pay.

Substituting statutory holidays

An employer and a majority of employees can agree to substitute another day off for a statutory holiday. The Act and Regulation apply to the substitute day as if it were the statutory holiday.

Live-in Caregiver Program in Canada

noreply@blogger.com (Administrator) — Tue, 28 Apr 2009 20:09:00 +0000

Live-in Caregiver Program in Canada

Employing foreign live-in caregivers when Canadian workers or permanent residents are not available, can help families care for children, the elderly or persons with disabilities.

Employers who want to hire live-in caregivers must apply to Human Resources and Skills Development Canada/Service Canada for a labour market opinion. A Labour Market Opinion assesses what impact hiring a foreign worker would have on Canada's labour market.

A foreign live-in caregiver who wants to work in Canada must have received a job offer from a Canadian employer and apply to Citizenship and Immigration Canada (CIC) for a work permit. The caregiver's application must include proof that the employer received a positive Labour Market Opinion from Service Canada.

Live-in caregivers who want to extend their stay in Canada must apply to Citizenship and Immigration Canada for an extension to their work permit. They can apply for a permanent resident visa if they worked in Canada for 24 months within a 36-month period.
It is important that you read the following pages which describe the conditions you must meet to hire a live-in caregiver and how to complete your application form. Applications that are filled incorrectly will delay processing times.

You must agree to the following conditions if you want to hire a live-in caregiver. He/she must:

* Work for you in a private home
* Live with you, the employer
* Have a private, furnished room within your home
* Be employed on a full-time basis
* Meet the requirements set by Citizenship and Immigration Canada for language, education and work skills necessary to function in the Canadian labour market.

A live-in caregiver cannot:

* Work for more than one employer at a time; and
* Work for a health agency or labour contractor, or in day care or foster care.

If you agree to all the conditions mentioned above, you can apply to Service Canada for a labour market opinion. The opinion will assess the impact hiring the live-in caregiver would have on Canadian jobs.

Hiring Live-in Caregivers - Procedures and Responsibilities

noreply@blogger.com (Administrator) — Thu, 19 Mar 2009 06:32:00 +0000

Subscribe
Are you an employer looking to hire a nanny under Live-in Caregiver Program? The following provides information regarding procedures and responsibilities on hiring foreign workers (according to Human Resources and Skills Development Canada).

Live-in Caregivers

Every year, Canadian employers hire thousands of foreign workers to help address skill and labour shortages. Human Resources and Skills Development Canada/Service Canada and Citizenship and Immigration Canada help ensure that foreign workers support economic growth in Canada. This information sheet is part of a series that provides information on hiring foreign workers and explores the role of Human Resources and Social Development Canada/Service Canada and Citizenship and Immigration Canada in managing the Temporary Foreign Worker Program. Procedures and responsibilities may vary among provinces/territories. It is important to check with representatives of the Temporary Foreign Worker Program at the nearest Service Canada Centre.

What is the Live-in Caregiver Program?

The Live-in Caregiver Program helps Canadians hire foreign workers to live and work in their homes to care for children, the elderly or people with disabilities. Service Canada works with employers who wish to hire live-in caregivers, while Citizenship and Immigration Canada works with foreign live-in caregiver applicants. Live-in caregivers may receive a work permit for up to three years if they meet Program requirements. Special conditions allow a foreign live-in caregiver to apply for permanent residency after working for two years in Canada.

What is the role of Human Resources and Skills Development Canada/Service Canada?

At the request of an employer, Service Canada develops a Labour Market Opinion by assessing the likely impact the caregiver will have on Canada’s labour market. As part of this “Labour Market Opinion,” Service Canada works case by case to ensure employers offer prevailing wage rates and acceptable working conditions. They also ensure the employer has made adequate recruiting efforts in Canada before making a job offer to a foreign worker.

What is the role of Citizenship and Immigration Canada?

Like many other foreign workers who wish to work in Canada, live-in caregivers require a work permit from Citizenship and Immigration Canada. Following receipt of a work permit application accompanied by a positive Labour Market Opinion, Citizenship and Immigration Canada determines if the caregiver is eligible to receive a work permit.

What is the role of the Canada Border Services Agency?

Border Services officers screen foreign workers at Canadian border crossings and airports to ensure that they meet admissibility requirements before issuing work permits and allowing them to enter Canada. A Border Services officer has the final say on who may enter the country.

Human Resources and Skills Development Canada/Service Canada works with employers who want to hire foreign workers. Citizenship and Immigration Canada and the Canada Border Services Agency work with foreign workers who want to work in Canada.

Who is responsible for labour standards?

The working conditions of temporary foreign workers are the responsibility of the department or ministry responsible for labour in each province or territory. Temporary foreign workers are covered by the same labour legislation and have the same rights as Canadian workers. Ninety percent of occupations are provincially/territorially regulated and employment and labour standards for those occupations are the responsibility of the provincial/territorial governments. The other 10 percent of occupations are federally regulated and the employment and labour standards fall under the Canada Labour Code. It is important to note that standards vary among provinces/territories. Please check with your ministry responsible for labour and employment standards.

What must employers do?

Employers request a Labour Market Opinion from Service Canada. In order to receive a positive opinion, employers must meet all the requirements listed below. Employers are responsible for informing the prospective live-in caregiver of the results of the Labour Market Opinion.

What is required of foreign workers to work temporarily in Canada?

Foreign workers need to apply to Citizenship and Immigration Canada for a work permit and provide a copy of the Service Canada letter confirming that the employer received a positive Labour Market Opinion.

How are applications to hire foreign live-in caregivers assessed?

An application to hire a foreign live-in caregiver will be assessed against the following criteria. The caregiver must:

work full-time in a private home;
live with the employer;
receive a private, furnished room within the home;
meet Citizenship and Immigration Canada requirements for language, education and work skills necessary to function in the Canadian labour market; and
refrain from working for more than one employer at a time, or for a health agency, labour contractors, in day care or in foster care.

What is the application process?

Hiring steps vary for some provinces/territories, but generally,

Step 1: The employer submits a complete “Foreign Live-In Caregiver Application for Labour Market Opinion” (attaching a signed employer-employee contract), to the nearest Service Canada Centre where foreign worker applications are processed.

Step 2: Service Canada reviews the application according to criteria noted above, and develops a Labour Market Opinion.

Step 3: Service Canada sends a letter with the results of the Labour Market Opinion assessment to the employer, who then informs the foreign worker of the results.

Step 4: In the case of a positive Labour Market Opinion, the employer sends a copy of the Service Canada confirmation letter to the foreign worker.

Step 5: The foreign worker applies to Citizenship and Immigration Canada for a work permit, attaching a copy of the confirmation letter.

In British Columbia, employers must first register the live-in caregiver with the Ministry of Skills Development and Labour. Visit the Information for Domestic Workers and Employers.

Employers must also apply for a Quebec Acceptance Certificate when they want to hire foreign live-in caregivers to work in the province of Quebec. For further information, visit Immigration et Communautés culturelles.

Applications for a Labour Market Opinion under the Live-in Caregiver Program must be submitted to:

Service Canada
Foreign Worker Program
P.O.Box 6500
Toronto LCD
Downsview A,
Toronto, ON
M3M 3K4
Fax: 416-954-3107 or 1-866-720-6094 (toll free)

For more information about the Government of Canada’s Temporary Foreign Worker Program and how to hire foreign workers, visit the Temporary Foreign Worker Program, or Citizenship and Immigration Canada at Working temporarily in Canada.

Hiring a Live-in Caregiver - For Canadian Employers

noreply@blogger.com (Administrator) — Tue, 03 Mar 2009 21:34:00 +0000

Information for Canadian employers:
Hiring a live-in caregiver – How to apply

As an employer, you are responsible for finding a foreign live-in caregiver through advertisements, personal contacts or hiring agencies. You then must go through the application process to hire them.

Learn about:

Finding a caregiver

Your local Human Resources and Social Development Canada HRSDC/Service Canada centre can help you find an employee. They will also ask you to show that you have made reasonable efforts to hire a Canadian or a foreign worker already in Canada as a live-in caregiver.

Using a hiring agency

If you use a hiring agency, choose a reputable one. You should:

find out what services the agency offers
review your agency contract for information about the caregiver’s airfare or other costs you may be required to pay, and
ask about guarantees and whether the company will replace an employee who quits (and if so, within what period of time and after what period of employment).

Ask the agency for references to ensure that the workers it recommends are qualified. You can also ask:

How does the agency screen applicants?
Does the agency have the resources to service clients?
Does the agency check references and interview applicants in person?

Hiring a caregiver who is already in Canada

You can hire a live-in caregiver who is already in Canada and has a work permit.

Your offer of employment must first be confirmed by HRSDC. Give a copy of the letter from HRSDC confirming your job offer to the caregiver you wish to hire. The caregiver will need it to apply for a new work permit naming you as the employer. It is illegal for the caregiver to begin working for you without this permit.

You cannot hire a caregiver on a trial basis to find out if they are suitable. It is a crime to employ a worker who is not authorized by CIC.

When you have found a person you want to hire, contact your local HRSDC/Service Canada centre.

Applying for a labour market opinion

Your next step is to get a positive labour market opinion LMO from the HRSDC/Service Canada center. They will give you information on acceptable wage standards, taxes, health insurance, workers’ compensation and more.

You can request an LMO under the Live-in Caregiver Program for up to three years and three months (except in Quebec, where it is up to three years). An LMO is an assessment of the impact a job offer will have on the Canadian labour market.

Work permits

When the HRSDC/Service Canada centre has approved your offer of employment, you will get a letter of confirmation. The letter contains important information about immigration for live-in caregivers, including the work permit application process. It will also tell you which documents you must send to the caregiver which they will need for their application.

Caregivers found eligible and who meet all other requirements will be issued a work permit. This process may take several months, so plan ahead.

Even if your offer of employment is approved, your caregiver cannot work in Canada until he or she receives the work permit naming you as the employer. You should keep in contact so you know when he or she will be able to begin working for you.

Live-in caregivers have the right to change jobs without their employer’s permission and work for another employer as a live-in caregiver. Live-in caregivers cannot start working for someone new until the employer has an approved LMO and the live-in caregiver has a new work permit naming the new employer.

After a live-in caregiver has worked under the Program for two years within three years of their date of entry into Canada, they can apply for permanent residence. They may also wish to apply for an open work permit, which would allow them to work in Canada in any occupation.

The contract

You and the caregiver you hire are legally required to sign a contract. The caregiver’s responsibilities and your conditions of employment should be set out in the contract.

Note: The province’s labour laws take priority over the terms of the contract if the contract terms provide less than the law requires.

The wages will be set out in the contract. The minimum wage in your province or territory may be below the market wage in your community. Be prepared to pay a wage rate and provide benefits comparable to those provided to other caregivers in your community if you want to keep your employee.

Before you sign a contract

You should be sure of what you need from a caregiver before you decide if someone is suitable to work for you. Your employee will be living in your home where they will care for your children or other family members. It is important to choose the right person for your family. For example, ask if the applicant:

smokes
drives a car
likes children or the elderly
can cook
observes any special customs or religious holidays
will be eating the same food as your family or would prefer to buy or prepare separate meals, or
other things that could affect suitability.

Some countries may have additional requirements for their citizens that we do not have here in Canada. For example, some countries have exit requirements whereby their citizens must apply and meet certain requirements to get approval to leave their country. Before you sign an employment contract, you should ask your caregiver about their country’s requirements and find out if there are additional requirements that may affect you. You can also contact the embassy for that country here in Canada or check their website.

nanny

Are you interested in working as a Live-in Caregiver in Canada?

noreply@blogger.com (Administrator) — Thu, 24 Jan 2008 07:00:00 +0000

The Live-in Caregiver Program is a special program whose objective is to bring workers to Canada to do live-in work as caregivers when there are not enough Canadians to fill the available positions. A live-in caregiver is someone who provides care to children, the elderly or the disabled in a private household.
Successful applicants receive an employment authorization allowing them to work in Canada as live-in caregivers. After two years of employment, which must be completed within three years of the caregiver's arrival in Canada, program participants can apply in Canada to become permanent residents. They may be granted permanent resident status provided they meet certain requirements.

There are three main requirements you will have to meet to qualify under the Live-in Caregiver Program:

Successful completion of the equivalent of a Canadian high school education. This requirement will help to ensure that participants who apply for permanent residence after two years will be able to succeed in the general labour market. Studies indicate that the majority of new jobs in Canada require at least a high school education.

Six months of full-time training or 12 months of experience in paid employment in a field or occupation related to the job you are seeking as a live-in caregiver. You may have gained your training or experience in early childhood education, geriatric care,pediatric nursing or first aid, to name just a few areas. You may have completed your training as part of your formal education. In order to meet the criteria for experience, you must have completed one year of full-time paid employment, including at least six months of continuous employment with one employer, in that field or occupation. This experience must have been obtained within the three years immediately prior to the day on which you submit an application for an employment authorization to a visa officer.

Ability to speak, read and understand either English or French. You must be able to function independently in a home setting. For example, you must be able to contact emergency services if required and to understand labels on medication. You will be unsupervised for most of the day and may be put in a position of having to communicate with someone outside the home. A good knowledge of English or French will also enable you to read and understand for yourself what your rights and obligations are.

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Links for 2007-11-19 [del.icio.us]

Tue, 20 Nov 2007 00:00:00 PST

Nanny: Points to consider before hiring a nanny
Hiring a nanny, find a nanny, nanny services, nanny Canada, nanny agency, child-care nanny, what the nanny is looking for in a job, nannies, caregiver, nanny housekeeper.

European Aupairs / Babysitters Working As Nannies In Canada

noreply@blogger.com (Administrator) — Fri, 09 Nov 2007 05:41:00 +0000

Nowadays in most families both parents are working and a nanny is a necessity for those who want to keep the children in a happy and safe environment. The best solution would be to find a live-in nanny who can care for the kids while the parents are at work. The majority of nannies willing to work as a live-in caregiver are from overseas i.e.: Europe, Philippines, and South America.

Recent studies show that 96% of the caregivers arriving in Canada under the Live-in Caregiver Program are from Philippines. The rest 4% are from Europe (Slovakia, Ukraine, Russia, etc,) and from South America.

In most cases the nannies coming from Europe are well educated and trained as teachers or nurses. After working as babysitters in Europe (in particular Great Britain) they decide to move on and seek a job as a nanny in Canada. Unlike Europe, the former babysitters can apply in Canada for permanent residence after two years of employment as a live-in caregiver providing better chances to settle in Canada in an easier and faster way. The majority of those coming from Europe have a driver license which allowed them to obtain a Canadian driver license after they pass the road test. Having years of experience in Europe as babysitters and most cases a University degrees they are easily accepted by Canadian families, moreover they are in demand as many parents are looking for a nanny who is able to drive the kids to activities, school and supervise them during studying time. European nannies are preferred by families who are looking for more of a nanny then a housekeeper. In this case the parents are most concerned to have somebody to contribute to their offspring education and for the cleaning they will have a professional housekeeper several times a month. Of course the nanny will do some housekeeping and cooking, but her main duty is to focus on the children well-being.

The former babysitter working as a nanny will need some time to adjust to her new environment. Unlike her job in Europe where she worked fewer hours a week for room and board and pocket money, in Canada she will have a busy schedule with a full time job and more responsibilities. It would be very helpful if the family can provide her with childcare duties and guidance about the house and work schedule. The nanny job requires somebody who is flexible and willing to adjust her schedule to family’s needs. For a happy relation nanny-family the parents should have a clear picture about what they require from a nanny and the nanny should have an idea about what the family is expecting from her.

Although most of the nannies are willing to do housekeeping, laundry, grocery shopping, etc. it is recommended to have a work agreement in writing to avoid any misunderstandings. The employment agreement should include details about the work schedule, salary and benefits, overtime compensation, holidays, childcare and housekeeping duties, etc.

It is also recommended to keep an honest and open communication dialog with the nanny, praise her for the good work she has done and discuss any issues that arise before a decision is taken. Let the nanny know what is expected of and respond to her needs. The more you help your new nanny to adjust to her new environment, the sooner you will be confident to leave your children in her care.

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Need a nanny? Here are some pointers…

noreply@blogger.com (Administrator) — Wed, 10 Oct 2007 06:49:00 +0000

Looking for a suitable nanny to look after my children was not an easy task as I had thought it would be. In a household with two parents working full time and two toddlers, a nanny is a necessity. First of all, will be cheaper than a daycare and secondly the kids will feel more at ease in a familiar environment. However, finding the right nanny on my own seems to me a tough job.

In the old days, the obvious route to start was to place an ad in the news paper. Normally the results are a nightmare. Dozens of phone calls at all times of the day. The answering machine will be jammed with calls, anybody from grandma’s neighbor to the high school kid down the street. In many cases it is so overwhelming you don’t know where to start. If you are to go through a screening process and meeting with all callers, you would need a vacation after this exhausting adventure.

To begin with, you have to figure out what are you looking for in a nanny. You know she will spend many hours everyday with our children, so you need someone affectionate, open minded, gentle but firm, and most importantly, someone who genuinely loves kids. Someone like… Mary Popins!!! Or maybe just somebody like her… Hey, you know this is almost an impossible task, but at least you have to try, right…?

Second, you have to prepare yourself for the interview: What questions to ask the nanny? What should you look for in a nanny? You may have to consider that she is very nervous during the interview, but how does she handle herself in such a situation? Did she approach the kids during the interview? How did they respond to her? You should also do your homework and prepare some ‘What if…’ questions. These are very important indicators to her ability to handle situations that may occur during an average day with children. … I told you, this is not an easy task.

After the interviews it’s time to make your assessment. Do it as soon as possible after the interviews while your memory is still fresh. Read your notes again on each candidate you met with (you took notes during the interviews, didn’t you?). Maybe now you can see the light at the end of the tunnel.

The other way is to call on a nanny agency. That should make things a lot easier to find a nanny. You call the agency, they send a candidate and… voila, you have a nanny - end of story. Well, not quite… As it turned out, you still have to put some work in this matter, before and after the actual hiring. How come, you say? Well, here is how it goes…

You start your search on the internet. You are looking for a reputable agency, preferably in business for several years. The best way is to ask about their experience. What happens if the nanny doesn’t work out? Are there any guarantees? Then, ask them to provide you with reference. Call on their customers and find out if their service is satisfactory.

Tell the agency what you need and they will know what to do. Provide them with a detailed description of so called “Mary Poppins” and let them do the job.

So, that was the easy part. Now, assuming the agency has done the preliminary screening of the candidates, you need to meet only a handful of candidates for a personal interview. After I put somebody else in charge with finding a nanny I can relax and watch another hockey game.

Good luck.

nanny

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Points to consider before hiring a nanny

noreply@blogger.com (Administrator) — Fri, 28 Sep 2007 17:01:00 +0000

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Hiring a nanny can be a difficult process if you are not clear on what you are looking for and what you expect from your nanny.

Therefore, before you start looking for a nanny, it is recommended to evaluate your own situation. Depending on your budget and your needs you may want a live-in nanny or a live-out nanny, a full time nanny or part time nanny.

Now think of your scheduling needs, write a job description with duties, salary, working days and hours including overtime. Write skills required of your ideal nanny. Do you want a nanny who drives? Do you expect the nanny to travel with your family? Do you want a nanny who has First Aid and CPR? Do you expect her to be a good swimmer? Do you have any expectations regarding the meals preparation?

In order to find the right nanny you need to find the right agency. The more details you give to the nanny placement agency, the better are the chances to find the right nanny.

A good, reputable nanny agency should be able to provide you with references from other clients. Ask for how long they have been in business and check with the Better Business Bureau. Inquire about the fee and if there are any guarantees. If you are not pleased with the candidates presented, find out if there is any fee applicable.

A respectable nanny agency, with many years of experience, should carefully screen the nannies, provide you with a guaranteed replacement and will not charge you if the presented applicants do not meet your requirements.

Once the agency offered you a list of suitable nannies it’s your turn to evaluate the candidates. Ask the agency to schedule the nannies for a personal interview. You can meet the nanny either in your home (preferable) or in a neutral location.

Find out if the nanny has the skills required, what she is looking for in a job. Ask about her training, general health status, how she likes to spend her free time, what were her primary responsibilities in the job, how does she handle an emergency, etc. During the interview ask her about her previous job and why she left it.

Discuss with the nanny her duties (childcare, housekeeping, meal preparations) and find out if she is comfortable to handle the job.

Have a written agreement including responsibilities, duties, benefits, terms and conditions of employment, nanny schedule, and days off.

It is very important to maintain an open line of communication with your nanny on regular basis. Praise her work when it’s due and discuss matters you are not satisfied with.

Remember, if your nanny is happy, your kids will be happy and you will be happy.

nanny

Live-in versus live-out nanny – Pros and Cons

noreply@blogger.com (Administrator) — Tue, 04 Sep 2007 05:49:00 +0000

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Once a decision has been made to hire a nanny, the first question you need to answer is: Live-in or live-out? Your answer must take in consideration several aspects, mainly about your residence, your working hours and your life style.

1. Is your home large enough to accommodate another person living there?
2. Is it located on or close to a bus route?
3. Do you live in a small community far from the big city?
4. Do you work regular hours or shift work?
5. Can you afford a live-out nanny’s salary?
6. Can you live with a live-in nanny in your home?

Many parents contact a nanny agency to discuss and assess their needs for childcare and the availability of personnel to perform these duties.
A professional counselor can help you determine the possibilities available and the advantages and disadvantages of the available solutions.

Let’s evaluate the pros and cons of the Live-in Nanny.

Live-in nannies positions in Canada is the domain federal of foreigners brought here under the Live-in Caregiver Program (LCP). Generally, they are 25 to 40 years of age, with work experience or training pertaining to child care.

PROS:
1. Flexibility to match your working schedule
2. Salary that start at the minimum wage set by the provincial government
3. Available to travel with you when needed
4. Does not have a second job to worry about
CONS:
1. Cultural differences
2. Loss of privacy in your own home
3. Somewhat limited English language skills

The vast majority of live-out nannies are “past” live-ins who applied and obtained a permanent resident status in Canada after serving 2 years as a live-in under the LCP. Generally speaking you can expect an improved English language skills and Canadian work experience with Canadian references.

PROS:
1. Verifiable employment track record
2. Total privacy restored in your home
CONS:
1. Higher salary expectations ($15 per hour is the average)
2. May have emergencies at home and could miss working days
3. Expectations of better working conditions and more working benefits.

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Need a nanny? Here are some pointers…

Points to consider before hiring a nanny

Live-in versus live-out nanny – Pros and Cons

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