• In order to register with the Agency you must complete our on-line Questionnaire for the type of care/service required, either CHILDCARE, ELDERCARE or HOUSEKEEPING .
• We will forward confirmation that your Questionnaire has been received by e-mail and contact you directly if we have any questions and to discuss possible options, after reviewing your information.  We will contact you when we have any possible candidates ( Canadians, Permanent Residents or persons on an Open Work Permit )who could be a suitable match for your needs.
•  Obtain an Employer Business Number (BN) at www.cra-arc.gc.ca, if you don’t already have one.
• You are welcome to personally interview any of our caregiver applicants who you feel could be a suitable match for your family.  IF you wish to make a Jobl Offer to any of them, we will draw up a draft ‘ Offer of Employment ‘and forward it to you for correction before a final draft it printed out for signature.  Both Employer and Employee must sign and date the Offer prior to commencement of employment or , for live-in placements, a caregiver moves into the Employer’s home, whichever comes first.

Placement Fees vary depending on what type of placement is being made. Please contact our office for further information.

We have been in business since 1979 and are very proud of our 95% long term success rate on all placements since 2000. We take great care in matching our clients with potential employees for compatibility before forwarding file summaries to our Employer clients for consideration. We also ensure that both parties understand any government legislation pertinent to the job being offered. Knowing your rights and responsibilities up front saves a lot of headaches and problems down the road! This is especially important for those involved with the federal work visa program. We guarantee that all offers of employment are discussed thoroughly with each employer and are checked to ensure they meet provincial employment standards legislation and the federal guidelines for those on a Work Permit.

Trafalgar Personnel Limited takes great pride in the excellent quality and thorough screening of all our applicants on file.  Foreign Worker Files forwarded for consideration include the completed application forms, a ‘Dear Family’ letter , photos letters of reference, their IELTS ( International English Language Testing System) certification and their  ECA (Educational Credential Assessment) assessment.Reference Check reports, obtained directly between the Agency and our foreign worker applicants current/previous employers, are forwarded once an employer expresses an interest in a particular candidate. These reports are already on local applicant File Summaries on Canadians, Permanent Residents and persons on an Open Work Permit. You are welcome to contact previous employers directly, should you wish to do so. Other documentation such as school transcripts/diploma/degree, driver’s licence, First Aid Certification etc. remain on applicant files in our  office.

We expect both employers and their caregivers to treat each other fairly, with respect, and to maintain open communication lines so that they can work together in finding solutions to any problems that may arise. We are here to provide guidance and support, whenever needed, throughout the entire placement.

PLAN AHEAD if you intend to hire an OVERSEAS  Caregiver on a federal work visa program ! Processing of these applications is expected to take about 6-8  months.  HOWEVER,  once a candidate is already in Canada on an Open Work Permit as a Caregiver, they no longer need to change their work permit if they need to find a new employer.  Thus they can change jobs in the same classification once a new CIC Work Permit is completed and signed.

A 50% DEPOSIT PLACEMENT FEE (non-refundable) is payable IF you choose one of our candidates and make them a formal Job Offer which they accept either verbally or by  e-mail. The Deposit payment is due when the Job Offer is signed by the Employer. For overseas applicants, deposit payment must be received prior to the offer being mailed overseas. 

50% BALANCE PAYMENT is due no later than the last full working day prior to commencement of employment, whether part time, full time or casual.

We Offer a 9 Month Guarantee on our Full Service Contract.

(Free replacement if employment is terminated within the first 12 weeks, with a prorated guarantee from 13th week to end of 9th month)

WAGES

Live-In & Out Wages for those on a work permit :

Caregivers on the federal HCCP & HSW pilots  –  Employers must refer to the median wage published onJob Bank to determine the prevailing wage. Print in the type of care –  Nanny (4411)  or Companion (4412) needed.  The hourly MEDIAN wage varies depending on the type of care you need and the region of the province you live in.

CPP, EI & Income Tax deductions must be made and submitted to CRA monthly (or Quarterly with CRA permission) by all Employers, along with the Employer’s share of CPP & EI.  Employer’s can no longer requireForeign Workers ( Classification 4411 & 4412 ) to work on a Live-In Basis. IF they agrees to work on a Live-In basis, NO Room and Board can be deducted. It is deemed a free, but taxable benefit, under the program regulations.

Estimate Wages for Canadian Citizens, Permanent Residents or on an Open Work Permit :

Live-In:

Those willing to work on a Live-In basis are usually looking for $2 – $3 / hour more than median wage published on  Job Bank

LIVE-IN  AU PAIR  CULTURAL EXCHANGE Placements (on Open Work Permit) working 25 – 40- hours / week : $15 /hr. PLUS transit pass & free room & board.

Live-Out Wage:

House Manager: Annual or Monthly Salary – by mutual agreement between the Employer & Employee.

Live–Out Wages depend on start/finish time, total number of hours required, training and recent experience, job description, total Gross Wage per day and per week, and travel time, etc. The caregivers themselves will decide on what rate they are looking for once they understand the job description.

Normally wages for live-out care for 40 hours/week or more are offered on a “Salary” basis, as opposed to an hourly basis, for up to the normal number of hours required per week, with a set rate for any additional overtime required. This eliminates paying time and a half for any overtime hours over 44 hrs./week, as per Ontario Employment Standards legislation.