My mom had to have 24/7 caregiver off and on in memory care. She needed someone to keep her engaged otherwise she became a danger to herself and others. She was not needing a nursing home, she still got around well, maybe too well or she would not have become such a problem.
She paid those caregivers $15.00 an hour, that was in addition to her memory care cost. Yes, it got very expensive when she needed that help. The facility was not one on one care so did not have staff to keep track of mom as much as she needed.
I would pay salary verses hourly. It will save money.
Is there some where for the aide to sleep if they are on the night shift? I would do rotations of 12 hours per shift or 8 hours per shift and have about 6 care givers.
A lot comes into consideration. If there is a place for the person at night to sleep then I would pay that shift less than the shift that is hands on and interactive during the day.
CG is non exempt. Exempt employees are salaried as often they are considered management. Exempt & non exempt laws protect hourly employees as that status insures the CG is getting compensated correctly. I don’t think you can just say to an hourly employee “well let’s just make you a salaried employee” so then the CG can work 60 hours a week with compensation for only 40 hours. Exempt vs non exempt job duties are requirements are defined by federal law. It would be illegal to simply change that status as it protects the worker and assured they get paid for time worked.
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She paid those caregivers $15.00 an hour, that was in addition to her memory care cost. Yes, it got very expensive when she needed that help. The facility was not one on one care so did not have staff to keep track of mom as much as she needed.
It happens.
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Is there some where for the aide to sleep if they are on the night shift? I would do rotations of 12 hours per shift or 8 hours per shift and have about 6 care givers.
A lot comes into consideration. If there is a place for the person at night to sleep then I would pay that shift less than the shift that is hands on and interactive during the day.
Good luck!
Exempt & non exempt laws protect hourly employees as that status insures the CG is getting compensated correctly.
I don’t think you can just say to an hourly employee “well let’s just make you a salaried employee” so then the CG can work 60 hours a week with compensation for only 40 hours.
Exempt vs non exempt job duties are requirements are defined by federal law. It would be illegal to simply change that status as it protects the worker and assured they get paid for time worked.