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I would expect the agency to have a conflict with your reduced availability even if you worked with the client somewhere other than the facility. So even if the contracts don’t directly thwart you, you’ll have to weigh the value of the direct job against the agency job, in case they take it so far as firing you for cutting them out.
This is a different situation in that the AL is the client, not the resident. I would be careful because it could mean your job. I guess you could quit and then get hired by the resident since, as I said, the resident it not the client.
Yes, it's frustrating b/c most elder care businesses pay only minimum wage and you can't work over 31-1/2 hrs or they have to offer health care coverage, which few want to do.
If you want to 'help' someone else, it's really none of the CG company's business, except that with a no compete cause, you're breaking the rules of your contract.
If CG paid better, more qualified people would be in it for a career. I only needed PT work and it was perfect for me.
One of my co-wokers refused to sign the contract and insisted that she be able to freelance. They were so desperate for help they allowed her to do this. But she had to realize that any injuries, being bonded etc., would not be compensated by her 'main' company. She was the only one, and she was amazing.