Code of Conduct

Code of Conduct

At Care Possible we have developed a Code of Conduct to help keep our community safe.

When you agree to Care Possible's Terms of Service you agree not do any of the following in relation to use of the Platform:

·       breach any law including, employment, health and safety, immigration, labour, tax, or criminal law;

·       use, access, copy or store any part of the Platform or Content for any commercial or other purposes not expressly permitted by these Terms;

·       register a Care Possible Account on behalf of a person other than you (except where you are legally authorised to do so or do so with their consent);

·       impersonate anyone, falsify or misrepresent yourself or your affiliation with anyone;

·       provide or transmit any false, misleading or deceptive Content or Content that infringes anyone’s intellectual property, privacy or contractual rights; or defame anyone;

·       transmit, distribute, post or submit any Content relating to any other person without their consent, including photographs, personal, financial (credit, debit card or account numbers) or other confidential information;

·       use the Platform in connection with the distribution of unsolicited commercial messages ("spam") or advertisements for your services or services of another person;

·       provide any Content which is obscene, pornographic or offensive;

·       promote discrimination, hatred, harassment or harm against any person or group; be violent or threatening or promote violence or actions that are threatening to any other person; or promote illegal or harmful activities or substances;

·       encourage, or assist any person to do any of the above

Need help or have questions? Contact the Customer Engagement team at 204-945-3080 or by email us at support@carepossible.ca.

SERVICE FEES FOR WORKERS

What is the service fee?

To help cover the costs of running Care Possible, we include a service fee of 5% of the hourly rate or the overnight rate you have agreed with your client. The service fee enables Care Possible to provide all registered workers with access to the job pool, scheduling and payment tools.

You’ll see the approximate service fee at the time each visit is booked. We’ll calculate the exact amount of service fee after each visit has been completed and approved. The service fee will be included in your payments through your Care Possible account.

Note:

·       If a visit is cancelled for any reason, we won’t charge a service fee

·       If a visit is changed, the service fee will adjust in line with the length of the visit

·       The service fee is inclusive of GST

Need help or have questions? Contact the Customer Engagement team at 204-945-3080 or by email us at support@carepossible.ca.

SCREENING WORKERS

When seeking a new care worker, what steps can you take to ensure that you hire someone suitable and trustworthy?

Background checks: 

As part of the job application process, every applicant should either:

·       Produce a recent Child Abuse Registry and Adult Abuse Registry check, and;

·       A recent Criminal Record Check with Vulnerable Sector Search (where available), or;

·       Give their permission for this process to take place.

Care Possible may complete a Child Abuse Registry Check and Adult Abuse Registry Check through the Department of Families on behalf of a worker. The jurisdictional police service provides Criminal Record Checks.

Reference checks:

It's a good idea to ask job applicants for at least two recent references, preferably from former supervisors, not friends or co-workers. Have a list of questions you may like to ask the referee that will help you build a picture of the candidate. For example:

What is your relationship to the candidate? 

Can you confirm the candidate’s job title, dates of employment and work duties? Always verify the job title and dates of employment to be sure the information your potential carer has provided is accurate.

What are the candidate's strength and weaknesses? This question can help you determine how easily the person can be trained and whether he or she is a good fit for the position.

What was it like to work with the candidate? This can reveal the candidate’s personality, communication skills, how well he or she takes direction and if the person is a team player. It could also help you to determine whether they're a good cultural fit for the role.

Can you describe the candidate’s work performance? It is always better to hear this explained directly from a referee, as this will help you ascertain how well this person might perform when working for you.

Was the candidate dependable and what was their attendance record like? This will help you determine whether you can trust the candidate to show up for work and on time.

Why did the candidate leave the position? This can be informative and help you gain insight into their personality traits, what could go wrong, or how long they might stay on at your job.

Is there anything else I should know about this candidate? This is an opportunity for the referee to share any other information they feel is important.

Would you rehire this candidate? This response and your evaluation of the other information provided by the reference will help you answer your most critical questions, "Can I trust this person? Are they suitable for this job?"

Making the right choice:

Working through this screening process will give you a good amount of information with which to decide whether a candidate is trustworthy and suitable for interviewing for the role. If you wish to proceed, arrange a face-to-face interview, then follow your gut feelings to make your final decision.

If your answer is yes: Have a meeting to discuss the agreement details, run through the job description and expectations again and go through your list of ‘house rules’, for example, expectations around mobile phone usage. If everything is accepted, you're both ready to sign the agreement you created at Care Possible. Having a trial period is recommended as it will allow you to observe how they perform on the job and whether they fit in. If it doesn't go as you hoped, you then have the opportunity to change your mind.

If your answer is no: Promptly send a brief, polite message to the candidate letting them know that they were not successful. Thank them for their time. Never feel pressured to accept someone you do not feel comfortable with. Your own safety and the safety of your property is a priority and should never be compromised.

Need help or have questions?

Contact the Customer Engagement team at 204-945-3080 or by emailing us at support@carepossible.ca.