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Who are you caring for?
Which best describes their mobility?
How well are they maintaining their hygiene?
How are they managing their medications?
Does their living environment pose any safety concerns?
Fall risks, spoiled food, or other threats to wellbeing
Are they experiencing any memory loss?
Which best describes your loved one's social life?
Acknowledgment of Disclosures and Authorization
By proceeding, I agree that I understand the following disclosures:
I. How We Work in Washington. Based on your preferences, we provide you with information about one or more of our contracted senior living providers ("Participating Communities") and provide your Senior Living Care Information to Participating Communities. The Participating Communities may contact you directly regarding their services. APFM does not endorse or recommend any provider. It is your sole responsibility to select the appropriate care for yourself or your loved one. We work with both you and the Participating Communities in your search. We do not permit our Advisors to have an ownership interest in Participating Communities.
II. How We Are Paid. We do not charge you any fee – we are paid by the Participating Communities. Some Participating Communities pay us a percentage of the first month's standard rate for the rent and care services you select. We invoice these fees after the senior moves in.
III. When We Tour. APFM tours certain Participating Communities in Washington (typically more in metropolitan areas than in rural areas.) During the 12 month period prior to December 31, 2017, we toured 86.2% of Participating Communities with capacity for 20 or more residents.
IV. No Obligation or Commitment. You have no obligation to use or to continue to use our services. Because you pay no fee to us, you will never need to ask for a refund.
V. Complaints. Please contact our Family Feedback Line at (866) 584-7340 or ConsumerFeedback@aplaceformom.com to report any complaint. Consumers have many avenues to address a dispute with any referral service company, including the right to file a complaint with the Attorney General's office at: Consumer Protection Division, 800 5th Avenue, Ste. 2000, Seattle, 98104 or 800-551-4636.
VI. No Waiver of Your Rights. APFM does not (and may not) require or even ask consumers seeking senior housing or care services in Washington State to sign waivers of liability for losses of personal property or injury or to sign waivers of any rights established under law.I agree that: A.I authorize A Place For Mom ("APFM") to collect certain personal and contact detail information, as well as relevant health care information about me or from me about the senior family member or relative I am assisting ("Senior Living Care Information"). B.APFM may provide information to me electronically. My electronic signature on agreements and documents has the same effect as if I signed them in ink. C.APFM may send all communications to me electronically via e-mail or by access to an APFM web site. D.If I want a paper copy, I can print a copy of the Disclosures or download the Disclosures for my records. E.This E-Sign Acknowledgement and Authorization applies to these Disclosures and all future Disclosures related to APFM's services, unless I revoke my authorization. You may revoke this authorization in writing at any time (except where we have already disclosed information before receiving your revocation.) This authorization will expire after one year. F.You consent to APFM's reaching out to you using a phone system than can auto-dial numbers (we miss rotary phones, too!), but this consent is not required to use our service.
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I consent to the collection of my consumer health data.*
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Mostly Independent
Your loved one may not require home care or assisted living services at this time. However, continue to monitor their condition for changes and consider occasional in-home care services for help as needed.
Remember, this assessment is not a substitute for professional advice.
Share a few details and we will match you to trusted home care in your area:
Ther is no National law here so it will depend on your company. If there is FMLA, it is for medical and not custodial reasons and usually includes a doctor note.
Not all companies have the ability to have employees work from home. My daughter works for a large company and were one of the first to shut down at the beginning of COVID. It was months before they even considered trying to have employees work from home but this concept was new for them. My daughter still needed to go to the site a couple of days a week to do work that could not be done at home.
I know people who do work from home and its like having a job. They clock in and out and must produce a certain amount of work on a daily basis. Its just like working in the office but only in PJs.
Every State has different laws that Employers must abide by. It depends on how many employees too. There is the Family Leave law that they must abide by but I think that also depends on how many employees there are. And believe me, if they want to let you go, they will find a way. You may have care of a parent and they may be lenient in the time you take off but that time has to be made up and you have to keep up with your job. They are paying you to do a job and you must produce.
I would think that your HR should be able to tell you what proof you need to be able to work from home, if they have that capability.
I think it will depend on how your company responds to your requests. I certainly hope that you are able to make the necessary changes in your life to suit your needs.
Your HR should provide that info to you. At least on paper, your job is protected by several federal laws. I pulled this from Caring for Our Caregivers, a presentation by the Civil Rights Division of the Texas Workforce Commission (twc.texas.gov):
Chapter 21 of the Texas Labor Code • This is the primary state discrimination statute. Chapter 21 of the Texas Labor code essentially mirrors Title VII and the ADA/ADAAA. It is administered by the Texas Workforce Commission and applies to companies with 15 employees.
Americans with Disabilities Act (ADA) and Americans with Disabilities Act Amendments Act (ADAAA) • The ADAAA prohibits employers from discriminating against employees who need to care for a disabled family member. Discriminating against these caregivers can include firing, demoting, refusing certain projects, refusing raises, and other harassment and unfair treatment in retaliation for exercising their legal rights. • The employer will often claim the employee is not 100% committed to the job. However, the ADAAA prohibits employers from making employment decisions based on your need to be a caregiver for your disabled family member.
The Family and Medical Leave Act The FMLA is a federal statute that prohibits discrimination against employees who take leave under the statute.
----- Your employer should have some type of remote work policy in place.
I can say from experience that being able to work from home and be present for appointments and other things is a wonderful thing. I hope you can work remotely and get the support you need to work for your employer and your loved ones.
By proceeding, I agree that I understand the following disclosures:
I. How We Work in Washington.
Based on your preferences, we provide you with information about one or more of our contracted senior living providers ("Participating Communities") and provide your Senior Living Care Information to Participating Communities. The Participating Communities may contact you directly regarding their services.
APFM does not endorse or recommend any provider. It is your sole responsibility to select the appropriate care for yourself or your loved one. We work with both you and the Participating Communities in your search. We do not permit our Advisors to have an ownership interest in Participating Communities.
II. How We Are Paid.
We do not charge you any fee – we are paid by the Participating Communities. Some Participating Communities pay us a percentage of the first month's standard rate for the rent and care services you select. We invoice these fees after the senior moves in.
III. When We Tour.
APFM tours certain Participating Communities in Washington (typically more in metropolitan areas than in rural areas.) During the 12 month period prior to December 31, 2017, we toured 86.2% of Participating Communities with capacity for 20 or more residents.
IV. No Obligation or Commitment.
You have no obligation to use or to continue to use our services. Because you pay no fee to us, you will never need to ask for a refund.
V. Complaints.
Please contact our Family Feedback Line at (866) 584-7340 or ConsumerFeedback@aplaceformom.com to report any complaint. Consumers have many avenues to address a dispute with any referral service company, including the right to file a complaint with the Attorney General's office at: Consumer Protection Division, 800 5th Avenue, Ste. 2000, Seattle, 98104 or 800-551-4636.
VI. No Waiver of Your Rights.
APFM does not (and may not) require or even ask consumers seeking senior housing or care services in Washington State to sign waivers of liability for losses of personal property or injury or to sign waivers of any rights established under law.
I agree that:
A.
I authorize A Place For Mom ("APFM") to collect certain personal and contact detail information, as well as relevant health care information about me or from me about the senior family member or relative I am assisting ("Senior Living Care Information").
B.
APFM may provide information to me electronically. My electronic signature on agreements and documents has the same effect as if I signed them in ink.
C.
APFM may send all communications to me electronically via e-mail or by access to an APFM web site.
D.
If I want a paper copy, I can print a copy of the Disclosures or download the Disclosures for my records.
E.
This E-Sign Acknowledgement and Authorization applies to these Disclosures and all future Disclosures related to APFM's services, unless I revoke my authorization. You may revoke this authorization in writing at any time (except where we have already disclosed information before receiving your revocation.) This authorization will expire after one year.
F.
You consent to APFM's reaching out to you using a phone system than can auto-dial numbers (we miss rotary phones, too!), but this consent is not required to use our service.
I know people who do work from home and its like having a job. They clock in and out and must produce a certain amount of work on a daily basis. Its just like working in the office but only in PJs.
Every State has different laws that Employers must abide by. It depends on how many employees too. There is the Family Leave law that they must abide by but I think that also depends on how many employees there are. And believe me, if they want to let you go, they will find a way. You may have care of a parent and they may be lenient in the time you take off but that time has to be made up and you have to keep up with your job. They are paying you to do a job and you must produce.
I would think that your HR should be able to tell you what proof you need to be able to work from home, if they have that capability.
Best of luck to you.
But will it suit your job?
If your job can done equally as well whether on location/inoffice etc or home - then maybe.. Ask them.
Chapter 21 of the Texas Labor Code
• This is the primary state discrimination statute. Chapter 21 of the Texas Labor code essentially mirrors Title VII and the ADA/ADAAA. It is administered by the Texas Workforce Commission and applies to companies with 15 employees.
Americans with Disabilities Act (ADA) and Americans with Disabilities Act Amendments Act (ADAAA)
• The ADAAA prohibits employers from discriminating against employees who need to care for a disabled family member. Discriminating against these caregivers can include firing, demoting, refusing certain projects, refusing raises, and other harassment and unfair treatment in retaliation for exercising their legal rights.
• The employer will often claim the employee is not 100% committed to the job. However, the ADAAA prohibits employers from making employment decisions based on your need to be a caregiver for your disabled family member.
The Family and Medical Leave Act
The FMLA is a federal statute that prohibits discrimination against employees who take leave under the statute.
-----
Your employer should have some type of remote work policy in place.
I can say from experience that being able to work from home and be present for appointments and other things is a wonderful thing. I hope you can work remotely and get the support you need to work for your employer and your loved ones.