Plan school-year and summer coverage as distinct periods
Write one schedule for the school year and another for summer, with start and end dates, regular hours, guaranteed hours, and a change process. Ask whether summer demand is predictable enough for one role or should be a second seasonal assignment. A promise of 25 hours in one period and 40 in another should be explicit to the candidate before acceptance.
Show how extra hours will be requested, approved, and recorded. Do not assume a seasonal guarantee or flat salary resolves overtime and working-time questions; have the arrangement reviewed for the jurisdiction and the actual employer.
Split long days and weekends when one role is not sustainable
If the family wants early mornings, late evenings, and weekends, draw a weekly coverage grid. Mark the real start and end times, gaps, travel, and handoffs. Compare one caregiver, a weekday/weekend split, and morning/afternoon roles against candidate availability and continuity needs.
Present a two-person design when the requested span leaves too little genuine off-duty time or makes coverage fragile. The family can still have a primary caregiver, but backup and handoff responsibilities must be named instead of assumed.
Treat rota as a team schedule, not one person working continuously
For multiweek 24/7 coverage, specify which caregiver is on duty in each block, who covers breaks and transitions, and what happens when someone is ill or travel changes. Distinguish living at the worksite from being responsible for care at every hour. Recruit against the actual blocks rather than advertising an undefined round-the-clock role.
Check federal, state, and local hours-worked and pay requirements for the proposed schedule, including sleep, travel, and on-call periods. The U.S. Department of Labor’s domestic-service guidance explains why duty status and the ability to use time freely matter; a written label alone does not settle pay obligations.
Agency checklist
- Map every requested hour and handoff
- Separate regular, seasonal, and optional coverage
- Confirm candidate availability and rest
- Define guaranteed hours and change approval
- Review pay and hours-worked rules before an offer
- Document backup coverage and escalation