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If it's through an agency does complicate who actually gets paid for not working.
But like Countrymouse said, keep it simple.
It is the same like workplace closed for a day or two due to unforeseen circumstances, employees are still paid.
Paid caregivers need a break just as much as any other caregiver.
I had a policy when I was still taking private care cases. If a client went into the hospital it was full for two weeks. If in that time it wa determined that they had to go into rehab or a nursing home for a period of time I'd always make the offer to the family that if they wanted to keep me when their LO gets released I would accept half pay while they were away. Often I'd take other temporary work in the meantime.
Since you're only going for three days, full pay if your aide is good and you want to keep her.
No, it probably wasn't 100% legal, but since my company paid neither OT nor vacation and I never got a raise---my client's family 'tipped me' out every month so that I was making a decent wage. (I was paying off my DH's enormous hospital bill from a liver transplant. Do you know how long it takes to pay $25K when you're making $9 an hour???) I l also had a second job and it paid considerably more. I STAYED with my client b/c I truly came to love her and knew I was making her life much more 'livable'.
Being generous never 'hurt' anybody.
I do not know who pays for these things - or who is legally responsible. I am self-employed (care provider / care management) and I have presumed I'd be financially, and otherwise, responsible for myself should I get hurt on the job.
The more I read here, the more confused I am. . . Oh - YOU are taking YOUR wife to the Mayo client. Now I get it...
I would pay her for the time she usually is there, depending on how long she's been with you / in your employ. Or you could offer her a % of her regular pay.
Gena Galenski
Touch Matters