Employers' Information
Employer & Personal Assistant Relationships
It is important to remember that the direct payment user/personal assistant relationship can be a very complex one. In most cases, it is a one-to-one relationship and on occasions can become very intense and personal. So we need to consider the needs of both parties. In order to guard against any upsets which might occur, we need to establish 'professional' boundaries. If both parties know exactly what their responsibilities are then there is less likely to be a problem.
It is important that both the disabled person and the PA are able to communicate openly with each other. Problems and misunderstandings are more likely to occur if people do not talk to each other and know where they stand. If, for example, your PA has smelly feet and it is causing you a problem how do you address it? Smoking can also be an issue; your PA may smoke and you don't. To avoid these kind of problems you need to establish a set of 'house rules' so both parties know where they stand.
Alternatively, you may have certain habits or eccentricities, which your PA might find offensive. In the event they need to be able to tell you in a way which does not jeopardise the working relationship.
Clear guidelines will help to eliminate such problems. You can write them down yourself at the start of the relationship or you can identify them as you go along. Either way it is important that both parties know exactly what the guidelines are and why they are there.
Privacy is another important consideration. On several levels your PA is going to know - more or less - everything you do. Often, the more you limit the assistance you have, the less choice you have in what you are able to do.
Alternatively, the more assistance you have the less privacy you have. Some people prefer to have the minimum of assistance because they are not prepared to lose their privacy while others involve their PAs in all their activities - financial affairs, social life etc. Here confidentiality is a key issue. If you choose the latter then you may make yourself more vulnerable. As a PA user you have to decide what is a comfortable balance.
There are bound to be personality clashes in the user/PA relationship. It can be particularly difficult when you have been employing someone for a long time and because of the nature of the relationship you have become quite friendly. When these clashes arise it is important that you have a set procedure with which to resolve them amicably without destroying that relationship.
Another problem for many PA users, particularly if they are new to employing their own staff, is learning how to delegate and telling people what to do and what not to do. In many cases PAs need to know what their responsibilities are without being told repeatedly. You don't want to have to tell your PA to do the washing up every time you have had a meal.
So for certain tasks you have to establish a set routine. Here a written checklist of the PA's tasks and responsibilities can be extremely helpful. If routine chores like 'watering the plants', 'walking the dog', 'washing the windows' are written down your PA will know exactly what they have to do and when.
For other daily tasks such as choice of meal or clothing the PA user will want direct control. Consequently it is important for users to decide when to delegate and when not to.
It is also important that users remember that PAs need to be respected as people and told when they are doing a good job. Such considerations can only strengthen and build a good working relationship. As disabled people, we know only too well how hurtful it is to have our humanity ignored or to be treated like an object. As a PA employer you will find that treating your PA with respect and letting them know they are valued, will get the best from them.
Good employment practice
Most findings show that fairness at work and good job performance goes hand in hand. An environment where people know they are getting equal pay, will not face discrimination or harassment, feel clear about their role and terms and conditions will help you to attract, motivate and retain staff. Contacting ACAS
Discrimination
In general you should not discriminate on the grounds of sex, race, disability and people who change their gender. Laws exist to stop this happening.
From December 1st 2003 it became illegal to discriminate against workers because of their sexual orientation, religion or similar belief, and in October 2006 it became illegal to discriminate on the grounds of age, which includes younger and older people.
Exceptions to these laws are few and you have to show a strong reason for making choices that go against these laws. For more information and help see contacts on ACAS and Equality Services (see Contacting ACAS)
This is not, for example, meant to stop you employing a female PA if you want to or someone who has a language skill you require you just need to be sure you are doing it legally. Your local direct payment support service will be able to help you with information about preventing discrimination. They should be able to help you with wording an advert when you need a specific requirement, like a female PA or, alternatively, you can contact ACAS who will be able to give you information and advice.