Conflict Resolution and Termination

Establish expected standards of performance with your personal assistant. Establishing rules and expectations in advance will reduce the likelihood of miscommunication and conflict.

The following is a list of behaviors you may consider unacceptable. Any employee found engaging in these behaviors may be subject to disciplinary actions including reprimand, warning, or dismissal.

  • Failure to report to work on time.
  • Willfully damaging, destroying, or stealing any of your property.
  • Engaging in disorderly conduct.
  • Refusing or failing to carry out instructions.
  • Leaving you unattended without permission.
  • Ignoring work duties.
  • Intentionally giving any false or misleading information to obtain employment.
  • Using threatening or abusive language.
  • Falsifying records.
  • Willfully or habitually violating safety or health regulations.
  • Failing to wear clothing that conforms to the agreed upon standard.
  • Possessing firearms, weapons, alcohol, or drugs on consumer property.

Consumers should encourage a safe and pleasant work atmosphere. This can be achieved when everyone cooperates and commits to appropriate standards of behavior. However, there may be times when conflict cannot be avoided.

If your personal assistant is not performing certain functions of their job appropriately, try retraining them. Maybe a refresher course will help solve some of the problems.

If your assistant is having a hard time with basic work functions like punctuality and/or working behaviors try to compromise and/or find ways to motivate them. However, don’t hesitate to correct them. Waiting to confront the problem will only make the problem worse.

Follow the below suggestions for help with problem solving potential disciplinary issues:

  • Keep the lines of communication open. Try to find out the reason for conflict, don’t expect the problem to just go away.  Work together to correct the negative behavior.
  • Use your written contract for resolution. The agreed upon contract may clear up disagreements about duties, salary, time-off, and benefits.
  • Use a mediator. A friend, neighbor, clergy person or anyone who can be objective may be able to help find a resolution that both parties can agree to.
  • Look for compromise. Sometimes you and your personal assistant can both make a small sacrifice in order to maintain a good working relationship.

When all else fails, you must take the responsibility of terminating your employee. The exact method you use is up to you, consider a face-to-face exit interview or a phone call. You need to determine what you are more comfortable with.

A simple statement of, “I won’t need your services anymore,” is sufficient. It is your choice as to whether or not you give the traditional two-week notice. Analyze what went wrong, to avoid a similar situation in the future. It is recommended to arrange a back-up assistant prior to terminating your employee. Make arrangements for your assistant to receive their final paycheck.

Hire Your Own Caregiver

Patients can hire a caregiver they know and trust, even a close family relative.

Family Caregivers Get $

Unpaid family caregivers can get paid for their time and services.

No Certification Needed

No certification or training required, so anyone can get started right away.

Greater Control Over Care

Hiring your own caregiver gives you greater control over the quality of care.

More Freedom in Care

Personal assistants are allowed to administer skilled services such as wound care.

Consumer Directed

CDPAP requires minimal interaction with home care agencies.

Download the CDPAP guide
in PDF form

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