1. Do I have to pay for your service if you do not find anyone suitable for me?

No. Our service fee is based on results and is only applicable upon signature of an employment contract with the candidate you have selected. Should you decide not to hire any of the candidates that we have presented to you, there would be no charge. Any expenses previously agreed upon, such as candidate’s travel expenses, would however remain at your charge.

2. Can you offer assistance with regards to creating a job description?

Yes. After assessing your needs, we write up a job description that will guide our search for qualified candidates. We start recruiting only after you have reviewed and approved the job description.

3. Do you perform a reference and background check for all candidates?

Yes, our recruitment process includes a rigorous reference and background check conducted by GardaWorld, a private security firm. Garda contacts the candidate’s previous employers by telephone to verify references and conducts thorough background checks as well as psychometric and medical exams, when required.

4. Do I have to pay for interview travel expenses?

If a candidate is invited to travel for an interview, it is customary for the employer to pay for travel, accommodations and reasonable per diem. Travel arrangements can be made by Elite Domo or by your office.

5. Do I need to provide live-in accommodations?

In order to attract the best candidates, we recommend that employers remain flexible with regards to hiring live-in or live-out household staff.

6. If I am providing an employee with accommodations, what bills am I expected to pay?

Whether the accommodations are within your home or separate, it is common practice for the employer to pay all bills related to utilities (gas, electricity, internet, etc.). Accommodations can be furnished or not – offering both options is ideal.

7. Can I have staff living in only on their work days?

Yes. Many candidates prefer to have a private living space outside the property premises for their off-duty days.

8. Can I stipulate that live-in staff cannot have visitors in the house?

Yes. However, if you are providing separate accommodations, it would appeal to a larger range of candidates if they are allowed to have visitors.

9. Do you meet all of your out-of-province or international candidates?

For logistical reasons, we do not meet all out-of-province and international candidates. However, we interview all candidates by telephone or video and we request copies of identification cards.

10. What is the most effective interview process for candidates from other provinces or countries?

When a candidate lives in a different province or country, we recommend arranging an initial telephone or video (Skype, FaceTime) interview for you. This first step saves time and money, and would be followed by an in-person interview with the selected candidate.

11. Will all suggested candidates be legally entitled to work in my country of residence?

We prioritize candidates with a legal working status in your country and then extend our search to professionals who would require a working visa. The immigration process is complex and specific to each province or state, we, therefore, avoid these extra formalities as much as possible.

If you would like to learn more about immigration laws, please visit the Citizenship and Immigration Canada website (http://www.cic.gc.ca), the U.S. Visas website (http://travel.state.gov/content/visas/english.html) or consult with an immigration lawyer.

12. Do I need to provide the candidate with an employment contract?

We highly recommend that you provide a contract of employment, which should be signed by both the candidate and the employer before the first day of work.

The employment contract should include:

  • Full names and addresses of the parties involved
  • Start date
  • Job title or description
  • Salary, including bonus, holiday entitlement, and sick day policy
  • Benefits, including insurance, pension plan, use of a car, cell phone, laptop, etc.
  • Mention of taxable benefits
  • Location of work
  • Hours of employment
  • Travel destinations and frequency
  • Pension information
  • Use of a uniform or dress code
  • Disciplinary, grievance and appeal procedures
  • Notice periods
  • Duration of contract, if limited in time

Labour laws are different in each province or state. We recommend that employers seek professional advice from a labour and employment lawyer. Elite Domo does not provide contracts of employment or legal advice.

13. What is a statutory holiday?

Statutory holidays are days designated by the government to mark or commemorate special occasions or events. Countries have several statutory holidays; some are national, and each province/states has its own designated statutory holidays as well as labour standards laws.
Employees who meet qualifying requirements are entitled to a paid holiday or, if they are required to work, wages are paid at a premium rate. Employees who qualify for statutory holidays and holiday pay, but who normally work on a statutory holiday, receive a premium wage for the time worked.

Here is a useful link regarding statutory holidays in Canada: http://www.statutoryholidays.com

– Does the employee have to work on a statutory holiday if asked to?

– What should I pay if the employee works on a statutory holiday?
According to labour laws, you should pay the regular daily wages, plus a premium of time and a half for the hours worked on that day.

In some jurisdictions, an employer may offer employees another day off with pay instead of paying time and a half for working on statutory holidays. In most jurisdictions where this is the case, the decision is at the discretion of the employer and the day off must be taken at a time convenient for both the employer and the employee.

14. What is the notice period?

In Canada, the notice period is designated by each province and is about one week’s notice for each uninterrupted year of service, up to a maximum of eight weeks.

An employer or employee is not required to give a notice of termination of employment if the employee has worked for less than three months of uninterrupted service.

Here are a few useful links:

  • Ministry of Labour – Ontario
  • Commission des normes du travail – Québec
  • Government of Alberta
  • Government of British Colombia

15. What is the standard salary for the position for which I wish to hire?

You will find market salary guidelines for each position under “Household Positions” on our homepage. These are only guidelines and the salary you will offer will be based on the experience, skills, and responsibilities assigned to the employee.

16. How much is usually paid as an annual bonus?

There are no set rules. Annual bonuses can range from the equivalent of an extra week to a month’s salary. Bonuses can be given at the employer’s discretion and the amount is normally established according to an employee’s performance throughout the year.