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ALLEGHi;:'.NY COLLEGE LIBRAR'Y Apr2"70 WAGES: At least the minimum wage lega I ly established for most other workers. Specific days on which wages will be paid. (Gifts of food, clothing, etc., are not a part of wages nor a substitute for adequate wages.) HOURS: Schedule of work days and hours you prefer. Changes to be arranged by mutua I consent. Arrangements about pa id and unpaid days off. DUTIES: Notation of specific tasks, frequency, and desired standards. CHILDREN: Clear understanding of her responsibility in relation to the children. OTHER: Agreement on SOCIAL SECURITY contributions (a legal obligation for most), LUNCH arrangements, TELEPHONE privileges, etc. ACCIDENT COVERAGE in your homeowner•s or tenant·s pol icy. You probably realize by now that YOUR COMMITTEE'S job will also include the task of changing employer ATTITUDES. POWER TO YOU! https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis MRS. HALL found herself deeply involved in social welfare activities at increasingly responsible levels. She ca I led the training program office and secured a household technician to work 8 hours a day 5 days a week. The employee was ski I led in cleaning, competent to handle three school-age children, and qualified to prepare simple meals. She received $100 a week with time and a half for overtime, 1 week's paid vacation after 1 year, 6 paid holidays a year, and specified sick pay .... THE WORKER, mother of six children, had worked only intermittently prior to training and earned $10 to $12 a day. She is especially pleased with the confidence and ,. know-how" gained in the training course as wel I as in having a steady job. The employer is delighted: "She more than meets my bill!" MRS. SMITH worked odd hours, had a small chi Id, and needed a trained worker ha If a day, 5 days a week. The household technician she secured, trained to work efficiently without supervision, was just what she needed. The training program, having estab1ished a business that matched part-time and day workers with employers needing such help, was able to guarantee the worker $95 a week, plus fringe benefits, from two half-time jobs. Previously THE WORKER had struggled to support herself and her inva I id husband on casual, low-paid work. IF ONLY I could get sonie household help! MRS. DAVIS wanted her home thoroughly cleaned once a week. The training program for household workers had developed a cooperative specializing in teamcleaning and other household services. THE TEAM employed by the cooperative and regularly servicing her area consists of a former welfare mother of six children and a woman whose sporadic employment had paid only $1 an hour when she worked. Now, after careful training, they are specialists and guaranteed a 40hour week at $1.75 an hour plus a week's paid vacation each year. "Maximum results with minimum disruption" is the way Mrs. Davis describes the team program. 0 ::::, WHERE TO GET FURTHER INFORMATION Women's Bureau Wage and Labor Standards Administration U.S. Department of Labor Washington, D.C. 20210 National Committee on Household Employment 1346 Connecticut Avenue NW. Washington, D.C. 20036 (The NCHE wi II provide materials on developing standards, existing training prograrrs. sample contracts, etc.) r-7 I~ I I~ I I ti I Io I I~ I I ~ I Is::: I Cover photo: Courtesy of National Council of Jewish Women. 1'1- U, S, GOVERNMENT PRINTING OFFICE: 1970 0 - 372-427 I~ I I r-4J L- WOMEN'S BUREAU WAGE AND LABOR STANDARDS ADMINISTRATION U.S . DEPARTMENT OF LABOR ,,.- , Li 3 . i I : Leaflet 51 1969 Wailing .. IF ONLV" won't solve the problem. Problem-solving ACTION is needed. The modern home - replete with complex. expensive devices; new fabrics; and specia I ized cleaning agents-requires a worker who is both wel I trained and rel iable. "HOW CAN I GET THIS PARAGON?" • Get together a sma 11 group of friends or representatives of loca I organ izations committed to establishing a training program. • Write the National Committee on Household Employment for names of organizat ions in your area affiliated with the National Committee. • Spend more time with their children and husbands, or • Serve as volunteers, or • Seek the assistance of the State Employment Service office in your locality; ask for its participation. • Continue their education, or • Make clothes for themselves and their chi ldren, or https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis TWO THINGS ARE NECESSARY- • Involve your school system - the vocationa I education program. • TRAINED workers must be available. • GOOD STANDARDS must be widely accepted. and YOU can do a lot to get both. DEVELOPING GOOD ST AN DAROS Action is needed in every community. It wi 11 have to be INITIATED BY YOU, the employer. Fol low the example of other housewives who have banded together to get training programs established. FORM A COMMITTEE: • Enjoy dua I roles as homemakers and earners, or Why can't you find trained, reliable household workers to release you for doing YOUR "thing .. ? EVERYONE WOULD BENEFIT. Finding trained household workers is difficu It. Developing efficient household employees is like any other occupational training. It requires financing and specializ.ed trainers, facilities, and recruitment programs. How To Do It? You hear it all over town-in offices, schools, clubs, coffee klatches, church groups, dinner" parties- ,.IF ONLY I COULD GET SOME HELP AT HOME." The reasons for this complaint are numerous and valid. More trained, reliable household employees would al low many women to: • Have time for other activities of their own choice. MAKING TRAINED WORKERS AVAILABLE • If you live in a small town, don't forget your county office of the Cooperative Extension Service of the U.S. Department of Agriculture. Through the years good standards have been established for many workers in business and industry, but not for household employees. Good training alone wi 11 not solve the problem. Standards must be provided for this occupation, too. And that's up to YOU, the employer. SET UP A PUBLIC MEETING to spotlight BOTH the need for such trained workers and the need for good standards for employment. Ask the Nationa I Committee on Household Employment or the Women ' s Bureau to help you get a speaker. To get a big "turnout," appoint a publi ci ty committee to invo Ive the mass med ia and the community. MOBILIZE ALL POSSIBLE RESOURCES in your particular community WITH THIS COMMUNITY SUPPORT as a base. Contributions wil I vary from helping with fundraising to actual training. Agencies assisting with similar projects include : public vocational schools, commun,ty colleges, technical institutes, State Employment Services, Extension Services., chambers of commerce, labor unions, local health and welfare associations , and churches. Sound like a tall order? It' s been done successfully in a number of communities. And the success has a "two-way stretch" -benefiting both employers and employees. Relations between employer and employee in the home should be business1ike, based on MUTUAL NEED and MUTUAL RESPECT . Gone-and happily gone -are the days when your Victorian predecessors said: "My Mildred-why she's a member of the family!" Mrs. Mildred Doe, household employee of the 1970's, home technician, doesn't want to be a member of your family! She wants to do a day's or week's work for an employer in return for a fair wage. proper and defined hours, decent working conditions, and mutua I respect. Here are the concrete elements of the standards essentia I for successful employer-employee relations in the home . ! ! ! JOT THESE DOWN prior to the interview with the prospective employee!! ! When the employee arrives, do have a friendly but business I ike discussion, being very specific on these points and in answering the questions she will raise.