Dear Sir/ Madam,

We most recently applied to sponsor a new nanny and I understand that it is now a requirement that sponsor families pay for this.
I am very happy to know that the nannies will now be covered in the event of an emergency! This is great news!

We are lucky, because most of our nannies stay with us a fairly long time and we take great pride in treating them fairly and with respect. We work really hard at having good relationships with our nannies, because that is the way we are and we want everyone to be happy at work and at home. The majority of our nannies have told us how much they learn from us, how much they know we care about them, and they know it is better to work at a good relationship for the long term, rather than not working at it and quitting and restarting jobs over and over again. All relationships take work, communication and understanding on both sides of the equation.

Previously a nanny we sponsored worked with us for a week and then quit.
Over the 8 years that we have hired nannies, I have come to learn that many of them already have family here which is great! However, we have also learned that many of the nannies who do have family here, are given advice that they just need to agree to the contract terms like the minimum wage standard to get sponsored and once they get here, they can just quit and find another family who is willing to pay them double that amount. They also agree to be flexible with their schedule, but then when they arrive here they refuse to work anything but Mon – Fri 9 – 5. As you know, by hiring 2 nannies at a time, we go out of our way to be fair and make sure we don’t ask too much of any one nanny. We follow all the rules of law and do the right thing. But our work does require flexibility. It does not seem fair to the sponsor family when the nannies sign a contract and agree to the terms, and yet has the intention to quit before they even get here and before they even give the family a chance.

Thus, when we have someone come to work for a few weeks, who does not even give us a chance, does not get to know us and just ups and quits after a week, we have to wonder about their motives. I am happy to pay for their flights and medical if they are willing to give us a chance, get to know us and work with us. When we have to pay out this additional money to them, it would seem to me, that there should be compensation to us for this expense if they turn around and quit as soon as they arrive.

My other concern is that if a nanny does that to us, and we have paid for their flight and temporary medical insurance, they should have to reimburse us for that cost. I am happy to pay for these things, as I pointed it out to our agency and your office that these girls were not being covered for temporary medical insurance, but it seems the scale has tipped outside what is fair if a nanny doesn’t have any intention to stay once they get here anyway.

Perhaps it could be regulated that if a nanny quits the sponsor family within a certain period of time after arriving in Canada, they have to reimburse that sponsor employer for the flight and temporary health care and the new employer who takes over their sponsorship has to pay them for those benefits?

Warm regards,

Diane

Live-in caregivers are covered by the Employment Standards Act and Regulation.  These provisions include overtime pay, statutory holidays and holiday pay, annual vacations and vacation pay, and minimum wage.

As of May 1, 2011, minimum wage increased to $8.75 per hour. There are two scheduled increases as follows:

• November 1, 2011 – $9.50 per hour ;
• May 1, 2012 – $10.25 per hour.

You’ve called an agency or you’ve put an ad in the newspaper. You have a few candidates coming for an interview and you want to make sure that you hire the right person.
No matter how many questions you have in mind, more important than any question is how attuned you are to the person in front of you.

• What is she like?
• How does she respond to your child and how does your child respond to her?
• How does she make you feel?
• Can you communicate?
• Do you think she can provide your child with the warmth, understanding, and security he or she needs?
• What kind of personality does the applicant have?
• Is she happy?
• Is she playful?
• Does she have a sense of humor?
• Is she reassuring and warm?
• Is she mature?
• Is she giving?
• Is she responsible?

If you don’t feel comfortable with a person, you can cut off the interview anytime you want. If you do feel comfortable, you can talk more about specific job requirements, or you can have a more candid (and less formal) discussion about your respective views on child rearing.

In today’s world, where the economy demands two incomes family, many parents (especially moms) must reenter the workforce shortly after the baby is born. However, someone has to look after the baby and many are not lucky enough to live close to grandma and grandpa ….

Well, there are other options of course …. Nanny is one, daycare center is another. Let’s compare these possibilities.

• A Nanny can provide excellent one on one care to infants and children in your very own home in a familiar and safe environment, while in a childcare center you often will find that five children are under the care of one caregiver. Special and personal attention to each child in this case is not possible most of the time while with a nanny; you know your child is number one priority at all times.
• In a day care center outside activities may not occur as frequently as you like. A Nanny however can personalize these activities according to your wishes.
• Coughs, colds and other diseases can spread swiftly in childcare centers. While some parents don’t mind exercising their children immune systems other families can’t afford time off work to care for their offspring’s.
• A main concern to every parent is child nutrition. In a childcare center pasta and sandwiches might be the order of the day. In fact you can never be really sure of what your child is eating. A nanny however will feed your children the food that you stock in your pantry.
• If you’re working odd hours or not regular shifts, it may be stressful trying to rush back to the childcare centers before closing time. Most centers have hefty fees for every five minutes late that you are. A nanny is bound to be more flexible and open to accommodate your schedule.
• If you have more than one child, having a Nanny can be most cost effective. Childcare centers charge rates that are not competitive with the cost incurred in having a nanny. Also, keep in mind that some house chores can also be performed when children are having a nap so you come home and have more quality time with your children rather than putting a load of laundry or cooking the evening meal.

All in all, as a general rule of thumb, a nanny in your home is by far exceeding the quality care offered by care centers. Adding the other advantages indicated above, it is quite evident why many families prefer using this type of childcare over the alternative.

A foreign live-in caregiver work permit process can be quite a challenge for anyone to complete, especially for working individuals who don’t know the system and all its regulations. Dealing with different government from Revenue to Immigration and with Labour and Service Canada in between can be a frustrating long road. Just recently new regulation requiring more paperwork were introduced by the Federal Labour Ministry to the long lasting foreign workers program and more are most likely to come.

This is when you need a professional to take over the complicated task. All you have to do is pick-up the phone and call Paragon Personnel who have done it hundreds of times before and know all the in’s and out’s of the system. Just provide the information and your blessing in the form of signature  and leave the rest for the pros. We will do it all from A to Z until the work permit is issued.

Recently the federal government introduced some new regulations regarding the Live-in Caregiver Program to be implemented as of April 1, 2010. As owner operator or a nanny agency for the last 30 years, Paragon Personnel Ltd., I wonder if this was a pure coincidence that they chose this April fool’s day for the change….

If the Government is trying to eliminate exploitation of foreign worker in Canada, it has done absolutely nothing to achieve its goals. In fact, it just overburdened its own citizens with no help to the workers. Single parents, seniors and low income families are now told that they must pay thousands of dollars more for the same service with no expectation for a return on their investment. Moreover, I asked Immigration Canada what protection do employers have against caregivers who desert their employer a short time after their arrival in Canada for no good reason. The answer was: “you have to take your own risk…”

So, you offer a job to a foreign worker, you pay the agency fee, the air fare for your nanny, 3 months medical coverage insurance. You wait 5 months for her arrival, you met all conditions agreed upon in your employment contract, and you did everything as required.  But, unfortunately you live in a small town and the nanny wants to be in the big city so she tells you: “I am sorry but …” and you have no power to enforce your contract or get your money back.

Well, thank you Minister Kenny, you have done a great service to the foreigners and a very lousy one to your fellow Canadians. This may be April fools, honorable Minister, but we are no fools.

Good Friday (April 2, 2010) is the next Statutory Holiday in British Columbia.
Easter Sunday (April 4, 2010) is not statutory holidays.

List of B.C. Statutory Holiday dates for 2010.

Good Friday (April 2, 2010)
Victoria Day (May 24 2010)
Canada Day (July 1st )
British Columbia Day ( Monday, August 2, 2010)
Labour Day (1st Monday in September)
Thanksgiving Day (October 11, 2010)
Remembrance Day (November 11th)
Christmas Day (December 25th)

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:

• time-and-a-half for the first 12 hours worked and double-time for any work over 12 hours; plus

• 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.

Many jobs available for Nannies in the Lower Mainland in the following areas:

Nanny / Caregiver Jobs

• North Vancouver – Family with 2 children (baby and toddler), looking for a driver, live-out nanny.
  Duties: childcare, housekeeping, meal preparation, driving the children to activities.
  Starting date: ASAP
• Vancouver – Family with 4 year old boy and 1 year old girl, looking for a live-in nanny.
  Duties: childcare and housekeeping.
  Starting date: March 1st, 2010
• Vancouver – Family with 3 children (school age), looking for a live-in or live-out nanny.
  Duties: childcare, housekeeping , meal preparation.
  Starting date: ASAP.
• Vancouver – Family with 1 year old child, looking for a live-out nanny.
  Duties: childcare, housekeeping , meal preparation.
  Starting date: ASAP.
• Vancouver - Family with 3 years old child, looking for a driver with a car, live-out nanny.
  Duties: childcare, meal preparation.
  Starting date: March 1st, 2010.
• West Vancouver – Family with 2 children (school age) looking for a live-in nanny.
  Duties: driving, childcare, housekeeping, meal preparation. TOP SALARY OFFERED PLUS BENEFITS.
  Starting date: ASAP
• West Vancouver – Family with 2 children (4 and 10 years old), looking for a live-in nanny.
  Duties: childcare, housekeeping, meal preparation.
  Starting date: ASAP. Salary Negotiable.
• West Vancouver – Family with 3 children (school-age), looking for a live-in nanny.
  Duties: childcare, housekeeping, meal preparation.
  Starting date: ASAP. Salary Negotiable.
• West Vancouver – Family with 3 children (school-age), looking for a driver live-in or live-out nanny.
  Duties: driving the children to activities, childcare, housekeeping, meal preparation.
  Starting date: ASAP. Salary Negotiable.
• West Vancouver – Family with 1 year old boy looking for a live-in nanny.
  Duties: childcare, housekeeping, meal preparation.
  Starting date: ASAP. Salary Negotiable.
• Burnaby – Family with 2 children (baby and toddler), looking for a driver, live-out nanny.
  Duties: driver, childcare, housekeeping , meal preparation.
  Starting date: ASAP.
• Burnaby – Family with 2 children (school-age), looking for a driver, live-out nanny.
  Duties: driver, childcare, housekeeping , meal preparation.
  Starting date: ASAP.
• Surrey – Family with 1 baby, looking for a live-in nanny.
  Duties: childcare, housekeeping.
  Starting date: February 1st, 2010. Salary Negotiable.
• White Rock – Couple seniors live-in caregiver.
  Duties: meal preparation, housekeeping.
  Starting date: February 1st, 2010. Salary Negotiable.

Call 604-298-6633 and find the right job for you. Send us an Email: info@paragon-personnel.com Check our website: http://paragon-personnel.com

You like someone but aren’t quite sure whether to hire her? The ideal solution is to have her come back for a second interview (the first with parents only, the second with parents and children).
If you do call somebody back for a second interview, it makes sense to have her spend an hour or so with your child in a relatively unsupervised setting. You may wander in and out of the room and observe their interaction, or watch how they get along when they’re together in your neighborhood playground.

Asking the nanny to come back for a second interview may help assure you that you’re making the right decision, but it could well be seen by the childcare applicant as an imposition (it does cost her time and money). So if you do call someone back for a second or third interview, a good faith gesture on your part might be to reimburse her for her expenses and pay her for her time. The best policy is to pay an applicant the same hourly rate as she would get if she were working for you.

Don’t rush into a decision you’re not completely comfortable with. But remember, somebody who’s really good might be snapped up by someone else while you’re straddling the fence.
People who have previously hired in-home childcare workers often have a more specific job description in mind than those who are hiring for the first time. These experienced childcare employers may, therefore, be more decisive, finding it easier to interview and easier to make a decision than families hiring caregivers for the first time.

Work with a nice family that appreciates your work.

CALL: 604-298-6633.

If you like this post then please consider subscribing to our RSS feed.

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”.

According to the Ministry of Labour ” 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.

Exclusions

Specific regulations exclude certain groups such as managers, agriculture workers, some commission salespersons, and high technology professionals from the statutory holiday provisions of the Act. Please see the factsheets relating to these groups.

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.”