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SPIN – 3rd Annual Free Senior Resource Fair

Title: SPIN – 3rd Annual Free Senior Resource Fair
Location: Campbell Senior Center 155 High St., Eugene
Description: Please join us from 10am – 2pm as we celebrate healthy aging with exhibits, entertainment, demonstrations, prizes, and a free “picnic in the park” for the first 300 attendees (bring your own blanket or lawn chair).
Start Time: 10:00 AM
Date: 2010-07-17

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Contact the Lane County Senior Network

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Ten questions to ask before hiring a home care agency

We’ve provided the following checklist of questions to ask each home care agency during the initial phone call. If they can’t answer these questions to your satisfaction, move on to the next agency until you find one that can.

1. How long has your company been in business?

There are a lot of new companies entering the marketplace, many of which have little experience or expertise in the special challenges of running a successful home care company. The office staff cannot be relied upon like well-established companies because they experience a high turnover rate. This puts newly formed companies at a distinct disadvantage because they do not have extensive records of caregivers’ past performances, and they often attract caregivers who can’t get a job at a reputable agency.

2. Are your workers bonded and insured?

Few people like to think about accidents or possible problems at the outset of retaining help, but the fact is many people get into accidents every day, such as car accidents, sprained backs, twisted ankles, etc. Also, from time to time, important things in a client’s home can be damaged or disappear through a caregiver’s negligence or dishonesty. The company you want to work with must have extensive insurance, including Professional and General Liability, Non-Owned Auto, a Dishonesty Bond, and Worker’s Compensation policies. Believe it or not there are some companies that have minimal insurance coverage and others who have none at all.

3. How extensive are your criminal and background checks?

As you know, there are many of unscrupulous people looking for work. You don’t want them in your home or in the home of someone you love or care about. Therefore, you must do business only with companies that provide a criminal background check on each person they employ. Because unsavory characters drift around from place to place, it’s important that they not only run a check on the last place their caregiver worked but also on all the places they’ve lived for at least the last five years. Also ask them if they can provide you with written reference check reports.

4. Does your company have a Licensed Vocational Nurse or RN on staff?

Most reputable agencies have a licensed nurse on staff to assure that proper protocol is being followed in the care of a client. A trained nurse can help a caregiver identify safety hazards, recognize symptoms, observe special diets, familiarize them with infection control procedures and universal precautions, establish hygiene standards, and more. In most cases, home health care aide agencies that have a licensed nurse on staff are going the extra mile to provide quality assurance to the services their caregivers provide.

5. How do you select your employees?

Many agencies hire home care aides that have little experience and even less credentials—not a caregiver you want caring for you or your loved one. Reputable agencies, however, have minimum requirements for years of experience and levels of certification. The best agencies will even take into consideration such factors as demeanor and professionalism, weeding out the unacceptable workers so you don’t have to. Make sure you choose an agency that sets high standards in its hiring policies.

6. Can you send me information describing your services and fees?

This may seem like a basic question, but a company that has not spent the time developing important informational materials such as these probably hasn’t done many other important tasks either. Not only will these materials help you compare their services to those of other agencies, but they may also provide useful details that you hadn’t thought of earlier. More than likely, an agency that sends you detailed, carefully considered materials for your review has also gone the extra mile in other aspects of its business.

7. What is the company’s replacement policy or guarantee?

If you want to avoid getting “a lemon,” ask about the company’s replacement or guarantee policy. In most cases, a good agency will give you as many replacements as needed whenever needed without limitation. For those people wanting a caregiver on a referral basis, wherein you handle the payroll and insurance obligations, you should get at least three months to see if the individual will be suitable to you (of course, the more the better, but certainly no less than three months).

8. What are your financial procedures? Are your rates negotiable?

Most agencies have a lot of fixed costs to incorporate into their quoted rates. However, they also know that not all clients have the same ability to pay. Some agencies may be prepared to make a deal. If you’re flexible about the age, number of years of experience of the caregiver, or English speaking abilities, perhaps you can get reduced rates. Most agencies come in contact with eager, honest and hardworking people who are anxious to gain experience and English skills. So if money is an issue, this approach may work for you. Even if you choose not to negotiate, ask to see written statements explaining all of the agency’s costs and payment plan options. This will clear up any discrepancies before they occur.

9. Would you mind providing me with references?

It pays to find out if the Agency’s clients are satisfied with the services they’re getting. Sometimes old references don’t reflect current management conditions, so it’s best to ask for testimonials from their more recent jobs. You might also want to ask to talk with clients who have had a long history with the agency so that you can get a good sense for how they do business and what you can expect from them.

10. Can we set up a time to meet to discuss the details of my care needs?

It’s always a good idea to meet the Agency’s principal(s) or representative(s) and to see their setting if possible. It’s also good to have them come over to your place so that you can meet them at your convenience. Home care can get expensive, so you want to be sure that the people you’ll be dealing with can be relied upon to give you the best service possible. Also, the advantage of going to their office is that you can make some assessments about them that you can’t just by talking on the phone. Are they a boiler room operation or are they organized and corporate? Are they a small company or a large one?

- Shirley Cohen

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Many retirees must return to the workforce

The value of retiree’s savings along with their homes has fallen and this coupled with inflation and the huge costs associated with health care** has resulted in many finding they must return to work if they are to live a lifestyle any where near what they planned. Unfortunately the current job market is such that it is particularly difficult to find employment regardless of age.

A number of retirees have found it is possible to get a part-time or temporary job or project assignment. These kinds of jobs generally do not pay benefits and it is less expensive for employers to off-board workers that are not working full-time. It is important that retirees update their resumes. There are many services available to assist you, including those which can be found at http://www.retiredbrains.com/JS/CareerResources/ResWriting/.

8 Tips for Seniors Seeking Employment:

Register with temp firms in your local area as they don’t care about age but are more interested in your skills and experience. Also if you get work through a temp firm it helps build your resume for future work assignments.
Try to get an interview with an employer you are not interested in working for to practice your interviewing skills. You don’t want to go to your first interview in a long time with the employer you are really interested in working for and make easily correctable mistakes.
Consider having your resume re-written or updated by an expert as the resume you used years ago is no longer appropriate.
Search for a job in areas that connect older workers with employers seeking to hire them. Go to http://retirementjobs.retiredbrains.com/c/search_results.cfm?site_id=9182 and choose your state in the “location” area and your job category in the “job type” area. Then enter your city location in the “keyword” box as well as other modifying criteria to narrow your job search. Consider putting the word temporary after some of these criteria so the system will return job postings often more appropriate for older workers as employers are more likely to hire older workers on a temporary basis than their younger counterparts.
Look for temporary or project assignments as they are much more available than full-time jobs.
When applying for a job tell the employer you are willing to work on a project or temporary basis; this often gives you a leg up on younger workers or are often unable to accept this kind of employment. Temporary employment can often lead to full-time work.
Get information on employer prior to interview. For example contact someone who works for this employer who attended the same school you went to saying. “Hi. You and I went to the same school but graduated at different times. I’m interviewing for a position in your firm later this week and, before I meet with HR and the hiring manager, I would like to test out a couple questions I have about the firm on you and see what you think the answers might be.” (Later, ask if you can use their name as an employee referral)
Volunteer with a charity or non-profit. Although in most cases there is little or no monetary compensation it is often excellent experience and can possibly lead to employment with a firm that is seeking that particular experience or appreciates your work effort. It is also easier to find employment while you are working as you have a better mind set. Looking for a job on a full-time basis is not a very rewarding experience.

Jobs most often filled by seniors

Executives and managers (project assignments)
Consultants
Pharmacists (part-time & temporary)
Nurses and health care professionals (part-time & temporary)
Accountants (for tax season)
Chemists
Researchers
Call center and help desk
Customer service
Inside sales/telemarketing
Cashiers
Retail sales clerks (during the holidays)
Fast food and restaurant help
Hotel/hospitality jobs such as front desk and concierge
Bookkeepers
School bus drivers
Guards/security

Many retirees are considering starting their own businesses. Although this has proven to be a good idea for some, it is not for everyone. Some retirees have lost their investment and ended up much worse off then before they started. Carefully check out any business investment or franchise prior to signing any agreements. Go to http://www.retiredbrains.com/companies/misc/retiredbrains/StartYourOwnBusiness.asp for more information as well as the pros and cons of owning your own business during retirement. This site also includes a list of franchises that cater to older Americans. As America ages there are more and more seniors with similar challenges. The chart below will give you an idea as to the numbers.

Only 48% of American workers plan to retire at age 67, with others planning to work longer, according to a survey released by Sun Life Financial. This means that the competition among older job seekers for the jobs that are available will continue to increase. It is important to prepare now for the eventuality that you may need to continue working well past the time you are planning to retire. Check out what others are doing. Ask them about their successes as well as their failures. If you are working, talk to your employer about continuing to work after your retirement age. See about flex-time, part-time or other programs your employer may have available. Start networking now. You can accumulate a good deal of information as well as contacts gradually as opposed to facing the problem in a narrow time frame a short time prior to your retirement.

(**In 2008 a couple retiring both at 65 will spend for Medicare insurance, and out-of pocket expenses between a low of $117,000 with small prescription drug usage and a high of $549,000 with high prescription drug usage during the combined remainder of their lifetimes.)

Older population by age group
	60-64	65-74	75-84	85+	60 & older	65 & older
2010	16,757,689	21,462,599	13,014,814	5,751,299	56,986,401	40,228,712
2020	21,008,851	32,312,186	15,895,265	6,597,019	75,813,321	54,804,470
2030	20,079,650	38,784,325	24,562,604	8,744,986	92,171,565	72,091,915
2040	20,512,884	36,895,223	30,145,467	14,197,701	101,751,275	81,238,391
2050	23,490,423	40,112,637	29,393,295	19,041,041	112,037,396	88,546,973

Other resources for employment:
Become a Census Taker. According to the Census Bureau’s Website these jobs are perfect for older or retired Americans. Check out http://www.census.gov/2010censusjobs/index.php Call 1-866-861-2010! Find a seasonal job at http://www.coolworks.com/older-bolder/ Work in a state park, campground or marine tour, etc.

About the author: Art Koff is a senior in his 70’s who founded RetiredBrains.com as a destination for retirees and people planning their retirement. The site includes a free job board connecting older workers with employers interested in hiring them.

Arthur Koff
www.retiredbrains.com

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What to do if you lose your job

First apply for unemployment benefits.
In most states, there is generally 2 to 3 week waiting period before benefits start, so file immediately as the quicker you file the quicker you’ll start receiving your benefit checks. In many states you are able to file by phone or online.

Unemployment benefits are administered by states and not the federal government so eligibility requirements vary from state to state; however, as a rule, you are not ineligible if you left your job voluntarily or were fired for willful misconduct often referred to as fired with cause.

If your severance package provides a salary for a specified period, as opposed to a lump sum, you may not be eligible for unemployment benefits until the salary payments end. If you are unsure, you may go ahead and file for unemployment. Don’t assume you are not eligible. The state will tell you if your claim is denied or are deemed not eligible.

Most people who have been let go are eligible for up to 26 weeks of state unemployment benefits, plus 13 weeks of extended federal aid and these rules are being reviewed and extended regularly. See http://www.edd.ca.gov/unemployment/Extended_Benefit_Information.htm for more information.

Unemployment benefits are smaller than your paycheck. The average unemployed worker received $293 a week in 2009 which replaced about 35% of the average weekly wage for U.S. workers, according to the Center for American Progress. The actual amount you are eligible to receive will be based on a percentage of your earnings over the previous 52 week period, up to your particular state maximum.

Be aware the unemployment benefits are fully taxable. Some states will allow you to have federal taxes withheld from your benefit checks if you wish. To check the rules in your particular state with regard to unemployment insurance site, go to workforcesecurity.doleta.gov/unemploy and click on “State Service Centers.”

Second be sure you have health insurance coverage
This is extremely important for the obvious reason you and your family need the protection, but there is another sometime hidden reason and that is “pre-conditions”. If you lose your insurance or have a 63 days or more gap between corporate coverage, when you apply for new coverage it is possible the insurance company will exclude some areas of coverage indicating you came to them with this serious medical condition or illness already. In other words you were sick when you applied for the insurance.

Insurance companies generally cannot exclude conditions if you do not have a gap in coverage and you change from one company to another.

Under COBRA or the Consolidated Omnibus Budget Reconciliation Act of 1985 employers with 20 or more workers must allow laid-off employees to continue their coverage for up to 18 months; however you must pay 100% of the premium, plus administrative fees. The cost of this insurance is at the employer’s rate which is usually substantially less than what you would pay if you went to purchase the same type of coverage for you or you and your family directly with an insurance company.

If you happen to be an older worker you may not be able to find an individual policy that’s affordable and if you or a family member has a serious medical condition, you may not be able to buy an individual policy at any price.

COBRA law says that when you leave your job, your employer must provide you 60 days to decide whether to continue your coverage. Once you sign up for COBRA, the coverage is retroactive, so any medical bills incurred during that 60 days will be covered.

It is important to consult with your company’s insurance benefits professionals before making important insurance related decisions. You can also speak with your state’s department of insurance http://www.naic.org/state_web_map.htm or with a private attorney to make sure you are making the right decisions and your rights are protected.

Arthur Koff
www.retiredbrains.com

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