Predispositions May Be Discriminatory

Often I will hear a client have a list of predispositions when making a special request to hire someone. For example: "I want my nanny to have no small children, over 40, from a certain country, unmarried, and in good physical shape." (Sometimes, there are a few more requests that I prefer not to mention.) Clearly when a person uses an agency, the hope is that these requests remain private to any potential candidate; however, the criteria itself can be a bit stringent and ultimately perceived as discriminatory. The justification for not wanting a person who has small children is the concern that a domestic may be encumbered with certain responsibilities causing interference with the job. Wanting someone of a certain age is just a perception of someone being long term or of an age that relates to a level of energy. The country issue is a reflection of some past experience with another employee from a place where perhaps all people must be the same. Requesting a person who is in good shape often relates to aesthetics and/or stamina. All in all, you can make any justification you deem appropriate for any of these requests; however, each and every one of them is very confining and often can exclude a wonderful candidate. Legally speaking, most of these requests are simply against the law. Think of it in this way: there is most likely a wonderful domestic who is married with small children, of a certain unpreferable age, who comes from a country where there are exceptions to every stereotype and who just might appear like a membership to the local gym is welcomed.

Needlessless to say, we are not dealing with widgets. We need to focus on one's experience, references, personality, education and abilities as they relate to the position you are offering. Beyond that, I think we are getting just a little too personal.

Choosing or Needing Work

It is always heart-breaking when we suffer periods of time where jobs are scarce and the multitude of people who flood our phones are pleading for work...any type of work. Yet there are so many other times when jobs are quite plentiful and the employees become very picky about what jobs they choose to take. For example, "I want to work as a Nanny and do not want to do any housekeeping." My response is always a bit disappointing because there is always a certain amount of cleaning associated with childcare and there is sometimes a little bit of childcare associated with cleaning. It is clear that the reason why many domestics have become adamant about the delineation of duties is because so many employers have tried to get each applicant to do the impossible - everything and anything. Always dependent on the number of children present, the age of the children and the size of the home, we can estimate just how much one individual can accomplish. The best approach is for the applicant to see and test the job to assess just how much is required while the employer should be flexible to make necessary changes with perhaps additional help once per week so that everyone is happy and the house is running smoothly.

Being flexible, having a great attitude and being willing to make things work is the key to a positive and successful employee/employer relationship. Always better to consider every job opportunity that is placed before you than to find yourself without work and wishing you had reconsidered turning so many away.

Quitting Without Notice

When an employee quits randomly it can cause tremendous stress to the family that is counting on her. Especially when there are two working parents. This creates not only a problem for the employer but also ends the relationship in an unpleasant manner. An employee should know that a reference letter is not always available when an employee quits like this and that reference letters are crucial for future jobs. Even if the employee is already situated with a new position and thinks that the reference letter isn't necessary - think twice. At one point, this job will end and you will wish you had a good reference for all jobs when seeking a new one.

Notice should be provided by both parties. Employers must be sensitive to an employee's economic status and potential hardship when a gap exists between jobs. Employees should be considerate and provide sufficient notice so that the employer can replace the position without any additional stress. There are many reasons for quitting and being terminated that may be unavoidable; however, dealing with the situation in a professional manner is what ultimately counts.