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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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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.
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I also accompany her on appointments. She has no children and lives with me. She was also was my legal guardian as a child. Will I be eligible for intermittent FMLA based upon these conditions?
I've had FMLA for my mother before. I got the paperwork from my HR department and had her doctor fill it out. You can have them fill it out so that it covers intermittent things that can come up throughout the year and use your sick time to cover the hours missed.
It will become harder & harder to hold a job when you are 'on call' for caregiving.
I asked to leave my job once for an emergency. Once was enough. I was so stressed! I was asked to speak to the Boss on my return, & told to find other solutions.
When appointments stack up, more emergenies or supervision is needed during your workday, it's time to arrange a bigger care team. Hiring a sitter or aide, or using a daycare service.
Even if you take leave or retire, you are still one person. The needs will become more than one can do alone.
Start planning a little longer. Past your family leave & into the next stage. Start researching what help & services are available in your area. What diagnosis, assessment etc do you need to apply.
This is a question to ask HR department of your employer for both if it as an employer is big enough to be under federal requirements for FMLA & what your employment status is (so that your employee status is covered). FMLA was expanded to siblings if you can show you act as their parent but that seems to be something that HR isn’t used to dealing with. If you run into this, Google sibling leadership network for info on ideas on how to deal with it.
if it’s a smaller employer, federal FMLA regulations, are not required.
Welcome to the Forum to yet another new member; so glad you are here.
FMLA should be checked with your own company in/for your own state. There are federal rules, but some companies have policies that enhance those guidelines, and they often depend upon size of the company. Do check with your human resources team, and the best of luck. Ultimately, of course, this will be impossible to handle without a full time team caring for your sister. Whether that means in home help for her or placement, no job will be good enough to pay you for not working over a period of time, and leaving your job shouldn't be an option. Things will get worse if this is happening now already. I sure wish you the best, hope you will update us, and again--welcome to the Forum.
It’s intermittent Fmla. H can speak with her Primary care physician and he:she will complete the forms and you will get the forms from Fmla. This a life saver.
Go talk to the HR person at your company since the Family and Medical Leave Act (FMLA) only covers employees of companies of a certain size. Many smaller employers will choose to follow its rules but they are not required to do so. Your best place for info is Human Resources at your company. IF your company is covered under FMLA then yes, your need to assist your sister is a legitimate request under the rules. This is a quick explanation of FMLA https://www.dol.gov/general/topic/benefits-leave/fmla
I am sure you can but...you will not get paid for the time you take off. It just means they can't use you leaving work alot against you. And I think if there is less than a certain number of employees, your employer does not have to comply. I would call your Labor Board for a clear definition. Don't rely on HR to know all the rules and regulations.
I was involved in a lawsuit against a company for violating the disabilities act. EEOC took on the case because they found the Companies HR was in violation. Some companies do not hire qualified people in their HR departments. My grandson won not much but enough to cover the unemployment he never received, pay us back and a nice down payment on a car.
Check with HR. There is a way you can take time off as needed. I forgot what that's called and didn't want to use it as a professor, which would have upset schedules with substitutes. You'll have to have your mom's doctor sign some papers and give the reasons for time off. Good luck.
From my own experience with FMLA: yes you should be able to use FMLA in as little as one hour increments as needed BUT depending on your employer they may push back. When my manager changed the new manager with the backing of HR tried to tell me I had to take a whole day at a time. I got an attorney to write HR a letter quoting the wording of the act and referencing a few court opinions where companies had lost this battle.
Hopefully your manager isn't a controlling micromanager like mine was.
I think you need to read your employment contract and/or pay HR a visit.
One of the MAIN reasons my mom needed to reside in a facility was that my brothers all needed to work; when mom lived alone, she had increasingly frequent "emergencies" that were manifestations of anxiety. Leaving work to attend her was not sustainable for any of us!
Once mom was in a NH with trained personnel, they understood when to call us for genuine medical emergencies.
With medical appointments, I used personal time and generally tried to schedule them of days off.
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 asked to leave my job once for an emergency. Once was enough. I was so stressed! I was asked to speak to the Boss on my return, & told to find other solutions.
When appointments stack up, more emergenies or supervision is needed during your workday, it's time to arrange a bigger care team. Hiring a sitter or aide, or using a daycare service.
Even if you take leave or retire, you are still one person. The needs will become more than one can do alone.
Start planning a little longer. Past your family leave & into the next stage. Start researching what help & services are available in your area. What diagnosis, assessment etc do you need to apply.
if it’s a smaller employer, federal FMLA regulations, are not required.
FMLA should be checked with your own company in/for your own state. There are federal rules, but some companies have policies that enhance those guidelines, and they often depend upon size of the company. Do check with your human resources team, and the best of luck. Ultimately, of course, this will be impossible to handle without a full time team caring for your sister. Whether that means in home help for her or placement, no job will be good enough to pay you for not working over a period of time, and leaving your job shouldn't be an option. Things will get worse if this is happening now already.
I sure wish you the best, hope you will update us, and again--welcome to the Forum.
I was involved in a lawsuit against a company for violating the disabilities act. EEOC took on the case because they found the Companies HR was in violation. Some companies do not hire qualified people in their HR departments. My grandson won not much but enough to cover the unemployment he never received, pay us back and a nice down payment on a car.
Hopefully your manager isn't a controlling micromanager like mine was.
One of the MAIN reasons my mom needed to reside in a facility was that my brothers all needed to work; when mom lived alone, she had increasingly frequent "emergencies" that were manifestations of anxiety. Leaving work to attend her was not sustainable for any of us!
Once mom was in a NH with trained personnel, they understood when to call us for genuine medical emergencies.
With medical appointments, I used personal time and generally tried to schedule them of days off.