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I have the same question.
Also, many on this forum have a dim view of the live-in aid arrangement. They usually wind up getting overworked and taken advantage of because living in one's home makes them seem accessible 24/7 when that is probably not the original verbal agreement (nor should it be such arrangement). There are multitudes of posts on this forum by dismayed live-ins who were wrung out and then when their "employer" drifted into dementia or impairment, were not even paid for the work they were doing but could not afford to move out since the bulk of their salary was room and board and not enough actual cash.
You and your potential employee should have a legally executed written contract that outlines all expectations. This protects the both of you. You need to talk to your insurance agent about increasing your liability insurance (my MIL worked as an aid and broke her back in a client's house).
And, you need to have a PoA assigned who will be local and willing and competent to take over managing your affairs when the day comes that you cannot. You won't stay "healthy and active" forever, no matter how well you plan or take care of yourself.
Also, there are multitudes of posts on this forum from family members of elders who are standing by watching their LO get financially abused by a caregiver-turned-girlfriend. Such a thing happened to one of my family members. The "caregiver" took everything, including his dog and then disappeared. Having a PoA may not 100% prevent such financial abuse but there'd at least be someone with control who could rescue you from yourself.
It would be best to have 2 rotating aids who did not live with you. It is not legally easy to extricate someone whose legal address has become your home. You will need an attorney to do this.
Go into this arrangement with your eyes wide open.
If you are healthy and active why do you need a live in caregiver?
As cwillie said - if you are healthy and active -why do you have a need for a live in caregiver? Is this more of a housekeeper situation? Will she be driving you places? Responsible for doling our your medications? Cooking your meals?
You need everything documented. A live in caregiver cannot be expected to work 24/7 365. You need to ensure that she has time off, that she has time to sleep, go to appointments of her own, etc.
There is of course - the potential stereotype of how your family may receive a young female caregiver. Making assumptions about her, about what she is after from you.
But as long as the relationship is purely business, you should just ensure that you abide by the documented contract.
Also, you will be required to do payroll taxes from her paycheck. If you are not familiar with doing such payroll taxes, there are companies that will do this for you, for a fee. You transfer the money to the company and they make out the paycheck for your employee.
As for supplying her meals, that is a conversation you need to have prior to hiring the caregiver. As others have mentioned, you need to have an Employment Contract stating what are the caregivers hours, what days off, vacation/sick days (paid or not), her work assignments, whether you supply the food (I doubt she would want to cook six separate meals each day), if you will be charging the caregiver rent, utilities, cable, and if she is required to drive you using your vehicle or hers (if hers, payment per mile). If she can have visitors over to your home (family/friends).
Parents started going out at night not paying her extra because she was just there!
Not so according to labor rules, her workday was 9-5.
Their home became her home and she had every right to stay there and expect privacy.
She was awarded OT and more.