Live-In Caregiver Employer (Page 4 of 7) in pdf

The EMPLOYEE shall work ______ hours per week.

The EMPLOYEE’s workday shall begin at ______ and end at ______, or if the schedule varies by day,

specify work hours:

_____________________________________________________________________

The EMPLOYEE shall be entitled to ______ minutes for each paid___ or unpaid ___meal break.

The EMPLOYEE shall be entitled to ___ number of paid___ or unpaid___ health breaks of ____minutes.

The EMPLOYEE shall be entitled to ______ day(s) off per week, on _____________.

The EMPLOYEE shall be entitled to ______ days of paid vacation per year. The schedule shall be confirmed

by the EMPLOYER and the EMPLOYEE at least ___ weeks in advance of the proposed date.

The EMPLOYEE shall be entitled to ______ days of paid___ or unpaid___sick leave per year.

The EMPLOYEE shall be entitled to all applicable provincial, territorial and national statutory and public

holidays with pay.

The EMPLOYER agrees to pay the EMPLOYEE for his/her work by cheque or alternate means if mutually

agreed and with documentation and receipts, the gross wages before deductions in the amount of:

$ _________ per hour worked. Equivalent to $________ per week.

10.

The EMPLOYER agrees to pay the wages on the following basis:

____weekly

____bi-weekly

____monthly.

11.

The EMPLOYER agrees to pay the EMPLOYEE for his/her overtime hours for all hours worked over the

required hours confirmed in item 1 in accordance with provincial/territorial labour/employment standards.

12.

The EMPLOYER agrees to regularly review and adjust the EMPLOYEE’s wages to ensure they meet or

exceed the prevailing wage rate requirements for live-in caregivers in the region where the EMPLOYEE is

being employed as indicated on

HRSDC’s

website.

The EMPLOYER and EMPLOYEE will indicate wage increases by amending no.9 of this section of the

contract in writing, and with all EMPLOYER and EMPLOYEE signatures and the date of the amendment.

13.

The EMPLOYER agrees to regularly review and adjust the EMPLOYEE’s room and board charges to ensure

they do not exceed the prevailing room and board rates for live-in caregivers in the region where the

EMPLOYEE is being employed as indicated on

HRSDC’s’s

website.

The EMPLOYER and EMPLOYEE will indicate room and board increases by amending no. 2 and/or no. 3 of

the “Accommodation” section of the contract in writing, and with all EMPLOYER and EMPLOYEE signatures

and the date of the amendment.

14.

The EMPLOYER agrees to pay taxes and submit all deductions payable as prescribed by law (including, but

not limited to, employment insurance, income tax, Canada Pension Plan or Quebec Pension Plan).

NOTE: Employers are reminded that overtime hourly rates may vary, for example, depending on the day of the

week or for national statutory or public holidays.

NOTE: HRSDC regularly reviews and updates the prevailing wage rate table. EMPLOYERS must, at the minimum,

increase the EMPLOYEE’s wages as they are increased as per HRSDC’s website.

Recruitment Fees

The EMPLOYER shall not recoup from the EMPLOYEE, through payroll deductions or any other means, the fees they

have paid to a third party recruiter or recruitment agency, or their authorized representative(s) for services related

to hiring and retaining the EMPLOYEE.

NOTE: Should the EMPLOYER’S third party recruiter or recruitment agency, or their authorized representative(s)

charge the EMPLOYEE for any recruitment fees, the EMPLOYER must reimburse the EMPLOYEE in full for any such

costs disclosed with proof by the EMPLOYEE.

Live-In Caregiver Employer Page 4

Related Articles

Related forms

Related Categories