Updated: Oct 6

McKinney-Vento eligible children are those who lack a fixed, regular and adequate nighttime abode. In general, children or youth living in motels, transitional housing, shelters, the street, cars, abandoned buildings, and other inadequate accommodations may be considered eligible for McKinney-Vento services. This includes, but is not limited to, the following group:


*Double-up Children-living with another family due to lack of permanent residence.

*Children in Shelters-Including transitional living programs.

*Children Living in Motels-Due to lack of alternative adequate living situation.

*Migratory Children-If accommodations are not fir for habitation.

*Unaccompanied Homeless Youth-Child not in the physical custody of their parent or court-ordered guardian and lack a fixed, regular and adequate abode including children who have left home and lived doubled-up/couch surfing, in a shelter or inadequate accommodations, even if parents are willing to provide a home or children whose parents or guardians will not permit them to live at home.


Mckinney-Vento Children-What are their rights?


The education for homeless children and youth program, as part of the Mckinney-Vento Homeless Assistance Act ensues eligible children have the right to:

Choice of School-Mckinney-Veto Eligible children may attend their school of origin (school last attended or school attended when child lost permanent housing) or attend the school that serves their temporary living situation. Their Caregiver makes the choice.

Immediate Enrollment-even if medical or other records, birth certificates, transcript, cannot be produced at time of enrollment.

Transportation-if requested, transportation must be provided.

Preschool-priority consideration to preschool programs for eligible youngsters.

Free Lunch & Fee waivers-Categorically eligible for free lunch.

Access to remote learning-including meals, devices and WIFI access.

Supplemental tutoring-If needed


For more information you can access the contact information for your local Regional McKinney-Vento liaison http://www.isbe.net/Documents.Subgrant-Liaion-Contact-List.pdf


Updated: Oct 9


7 steps for hiring a great in-home caregiver

When hiring a caregiver for in-home help for your older adult, you'll want to find someone who gets along with them and does a great job caring for them.


But caregiving hiring is easier said than done, especially if you've never hired anyone before.


To help you find someone wonderful, we share 7 steps to walk you through the entire process. Use these steps to find, hire, and keep the best person for the job.


1.Write a clear job description


Writing a clear job description is essential for finding candidates who are willing and able to do what's needed to care for your older adult.


To do this, carefully think through your older adult's needs so you can include all the tasks you'll expect them to do. It may help to mentally walk through a full week of care, hour by hour.


Creating a clear and specific job description will also help you figure out how many hours of care are needed, how much flexibility is needed, and how much to pay.


2. Be flexible and fair about pay if you're hiring independently.

If you're hiring independently rather than using an agency with non-negotiable rates, you may want to consider being flexible about pay so you have a chance to interview the best candidates.


In the job posting, state that the hourly rate is flexible based on experience. This often helps get responses from candidates with more experience - and that extra experience may be well worth a slightly higher rate.


It's also important to pay the going rate in your area. If you offer to pay a lot less than the average rate, the job applicants are not as likely to have the care skills your older adult needs.


To get an idea of the hourly rates in your older adult's area, look at postings for caregiving jobs that are similar to yours to get a sense for the average rates.


3. Pay Legally


You could try to save money by paying your hired caregiver cash "under the table" and skipping the employment taxes.


But if you or your caregiver gets audited by the IRS, it could men big trouble that far outweighs any potential savings.


Creating your own W-2s and tax forms isn't too difficult, but you can also get help from an accountant, use an online payroll service like intuit, or use a caregiver-focused service like Care.com Home Pay


4. Have multiple interviews and a trial period


Interviewing a potential caregiver just once doesn't give you enough information to make a good decision.

To get a more complete picture, consider having 3 interview:

  1. brief screening interview via phone to make sure they meet basic requirements.

  2. An in person interview to meet candidates who pass the phone screen.

  3. An in person interview where the top 1 or 2 candidates meet your older adult.

An interview is one thing, but real-life is something else entirely. After choosing a great caregiver candidate, it's a good idea to arrange a trial period before making the job permanent.

This gives you a chance to observe how well they get along with your older adult and how they handle the caregiving tasks. it also gives the caregiver a chance to make sure the job meets their expectations.


Get tips on setting up a trial period here.


5. Ask plenty of questions during the interview


Asking questions during the interview helps you find someone responsible, trustworthy, and compassionate.


Don't be afraid to ask questions about their past experience or ask what they would do in specific situations that often happen with your older adult.


For example, if your older adult has dementia and incontinence, ask what they would do if your older adult refused their attempts to remove the brief and get cleaned up. Or, ask how they would handle it if your older adult refused to take their medication.


For more ideas, check our list of questions to ask when hiring a caregiver here.


6. Check their reference


Even if the person you interview seemed fantastic, it's still wise to do background checks and call all of their references.


Ask how the person performed on the job, if they would hire that person again, and if they'd recommend the candidate for your job.


Since older adults are a greater risk for fraud or abuse, it's wise to check for a criminal record in all the states where the person has lived or been employed.


7. Sign an employment contract


Creating an employment contract is an important part of hiring a caregiver for in-home help.


A contract doesn't have to be complicated. The purpose of the document is to clearly lay out the details you've discussed.


Both you and the caregiver sign the documents to show that the job expectations are clear and that you both agree to the terms.


Be sure to include:


*Detailed job description

*Hours/schedule

*Pay rate and pay periods

*Anything else you've agreed upon during the interview process


By: Daily Caring Editorial Team



 

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