1.

Take into consideration on the whole duration of the professional collaboration with your employee your initial requirements which motivated you to undergo the hiring.

2.

Be curious and interested in the candidates presented at the interview. The more you will get involved in asking specific questions to the candidates proposed, the better you will be able to evaluate who is the most eligible candidate for you. The hiring decision is entirely yours and thus it is not recommended you delegate it to a third party.

3.

Do not forget for a second that the foreign employee working in your house is away from his/her country and family and therefore needs understanding and support from your part in adjusting to the new working conditions, country as well as your family.

4.

Communication is essential in any relationship and moreover in the professional relationship between you and your live-in employee. Try to explain in an accessible and good willing manner to your employee, which are the main priorities he/she should handle. Do not forget that any employee can be motivated with words of encouragement and appreciations related to his/her work, so do not hesitate to address them whenever the case.

5.

Take the time to discuss with the other members of your family about the role while your live-in employee will have in your residence. Similarly to the period of adjustment needed by your employee and by yourself, your children or your parents need also a period to adjust to the constant presence of a foreign citizen and feel comfortable to communicate with him/her. Mutual trust and respect are mandatory in the communication between yourself and your employee.

6.

In resolving any dispute or misunderstanding between yourself and your foreign employee, focus on the functional coordinates of your professional relationship as a basis for generating mutual advantageous solutions.

7.

Find the time to discuss in detail with your employee at the beginning of your professional collaboration about the hiring conditions: salary, accommodation, daily meals, bonuses, leisure time, house rules, effective working schedule, contractual period, vacation, etc. Do not forget that the employee – employer relationship should be an equitable one, and therefore on the basis of the services provided by the employee, you are employer assume the responsibility of offering the salary and benefits initially agreed upon. In case your requirements are supplemented throughout the collaboration, it is recommended you evaluate first if they meet the competence of the employee, afterwards if they are manageable in terms of time and tasks assigned and finally in what way will the employee’s remuneration be supplemented should he/she agree to assume the tasks.

8.

Do not forget that the workforce of your employee is fueled also by the way in which he/she spends his/her leisure time. The weekly day-off facilitates the mental revival and battery recharge for the following week of work.

9.

The live-in work regime is considered to be different from the office regime: the working hours are more flexible, the interactions between employee and employer are more frequent, and the boundaries between the personal and professional are extremely fine. Try to adjust to this reality while investing constantly understanding and patience.

10.

Nobody is perfect and therefore be prepared to guide your employee in performing the job tasks and becoming aware of the preferences of your family.

PCA will gladly support you for any problem encountered in the employee – employer relationship on the basis of a prior appointment made...

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