Gillian presented herself as responsible, reliable, and dependable at the interview. She interviews well - tells a person the things someone would want to hear, is sincere, promises to be an advocate, and seemed initially very mature for her age. Only heard back from 2 references. At the phone and personal interview, I made needs clear and went over the schedule, explaining that full-time backup care was needed for about two weeks, and then, would be regularly defined and arranged. A helper was on vacation, and some medical assistance for a life-threatening condition was needed in the meantime. Gillian seemed to understand, was satisfied, and happy with the offer. She did mention how she had another part-time job, but could make it more flexible temporarily. She also claimed that she was looking to upgrade, if not quit it altogether, or do another type of work for the summer, and after she started school again, so she could earn more money. Despite presenting herself as a good worker, the issues came after hire. She was not as dependable, and motivated as she made herself she appear to be, nor did she work efficiently by the second day. The second day, she came a half an hour late, then appeared more interested in her phone than what she was asked to do. Other than noticing the small, immature things, Gillian completely changed her schedule by the end of the first "official" day. She suddenly, remembered "forgetting" about a daily evening exercise class (paid for until December), etc. Suddenly she shortened every evening she said that she could work from 7 or 8, until 6. Then, she canceled for one of the days she had promised. Maybe her disorganization could have been forgivable. The issue soon became a matter of having no respect, nor understanding of the employer's own responsibilities, special needs, work demands, and prior meetings and very important doctor appointments. A fill-in was required for two days and then, suddenly, a third day. A day later, she demanded a totally different schedule, canceling out the entire week, and having no ability to say what dates, or times that she was available at all, save for the time that she had to leave - now, an hour earlier than stated the day before, five pm. In between this process, she was reminded that things had already been scheduled and planned, or that deadlines needed to be met. One very important medical appointment was regular and neither the doctor, or patient could change it to suit Gillian's needs, nor could the prep for a meeting, for which she was soon trying to force to be rescheduled. No one could even figure out when she was even able to work. She made things so difficult, it was impossible to have her agree to periodically working. Unfortunately, Gillian was not outlining her schedule, but actually, turned the tables, and was dictating her own terms for the individual. She showed no regret or concern for the hardship this was causing, and after several days, used it as an excuse to quit. The next problem became her demand to be paid. She not only expected it for the time that she actually performed the tasks requested of her, but for the other hours that constituted the "training" for the job tasks, plus the extensive tech support she needed for her phone, plus being given lunch, then mixing it up with her employer's several times, plus, the time it took to discuss with her, her "new" then, old schedule, etc. She called that time "work?" and felt she should be paid for that too. It is difficult to tell whether Gillian's behavior was due to a lack of maturity, or a sense of responsibility. She said she had worked for a number of years already. On the other hand, what happened, could be revealing darker problems if she would have remained longer. What this taught: the hiring process recommended for parents as well as caregivers, is very important to follow. But, the lesson is, closely monitor an individual after you hire them. It should be a must in any care plan. Trust and respect, is not only something that sounds good to someone, but an employee must work to earn it. Regardless of an applicant's presentation, or references, after inviting someone to help out, watch for the "red flags." After all, scams come in all forms, and it could come to haunt you.

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