Looking for a filipina nurse/elderly companion (houses, employment)

[toja]

Hi,
I'm looking for a filipina gal to help my dad get around and do some chores around the house when she isn't needed by him. Anybody know something other than Craigs List to find what I'm looking for on Oahu?

[Mikala43]

Originally Posted by toja

Hi,
I'm looking for a filipina gal to help my dad get around and do some chores around the house when she isn't needed by him. Anybody know something other than Craigs List to find what I'm looking for on Oahu?

Why only a girl and a filipina?

[Joliefille]

13-II WHAT IS "NATIONAL ORIGIN" DISCRIMINATION?


B. Hiring, Promotion, and AssignmentTitle VII prohibits employers from engaging in recruitment practices that discriminate on the basis of national origin. Thus, an employer may not recruit individuals belonging to some national origin groups while deliberately not recruiting members of other national origin groups. Nor may an employer adopt certain recruitment practices, such as word-of-mouth recruitment, where such practices have the purpose or effect of discriminating against particular national origin groups.
Because employment agencies are covered by Title VII, they may not comply with requests from employers to engage in discriminatory recruitment or referral practices. Thus, a placement agency may not honor a client request to exclude Arab or South Asian applicants. Recruiters also may not independently screen out job seekers or applicants on the basis of national origin, religion, or any other characteristic covered by Title VII.
Finally, coverage of Title VII also applies to temporary agencies with respect to referrals and treatment of employees on the job. For instance, if a temporary agency learns that one of its employees was involuntarily transferred by a client from a position that involves public contact to a lower-paying position because of perceptions about her national origin, the agency should insist that the client return the employee to the former position. If the client refuses, the agency should offer to assign the worker to another client at the same rate of pay, and decline to assign other employees to the same worksite unless the client changes its discriminatory practices. A temporary agency that fails to take reasonable steps to remedy discrimination by a client may be jointly liable for any discriminatory actions taken against the agency's employees while assigned to the client.[SIZE=2](25)[/SIZE]


2. Best Practices

A common employer practice is to use a variety of recruitment and hiring techniques, some of which are low cost, including job fairs and open houses, professional associations, search firms, and internships and scholar programs. This approach casts a wide net for talent and is more likely to result in a diverse pool of job seekers.[SIZE=2](26)[/SIZE] Specialized publications or websites, including those directed to particular communities, may be effective tools for these purposes. Some recruitment methods, such as word-of-mouth hiring, are less likely to reach a diverse pool of job seekers and may tend to reinforce the make-up of the existing work force to the exclusion of other qualified individuals.
Employment advertisements should notify prospective applicants of all qualifications, including any qualifications related to language ability. For example, employment advertisements for positions where English skills are required by business necessity should specify such requirements.[SIZE=2](27)[/SIZE] Advertisements should state that the employer is an "equal opportunity employer."


B. Hiring, Promotion, and Assignment

[Joliefille]

Sex Discrimination & Work Situations
The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.
Sex Discrimination Harassment

It is unlawful to harass a person because of that person's sex. Harassment can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's sex. For example, it is illegal to harass a woman by making offensive comments about women in general.
Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.
Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).
The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
Sex Discrimination & Employment Policies/Practices

An employment policy or practice that applies to everyone, regardless of sex, can be illegal if it has a negative impact on the employment of people of a certain sex and is not job-related or necessary to the operation of the business.

[SoloPilot]

Jolie:

Title VII doesn't apply to individuals seeking to hire live-in caregivers. Or in a few thousand other cases.

For instance, if you run a Chinese restaurant, you can hire a cook from China rather than a cook from Norway. If you are a fashion photographer, you can hire the Russian model rather than the Mexican model.

Imagine doing a photobook titled "Girls of Hawai'i" and being told that you can't consider the models' national origin.

Title VII only applies when ALL OTHER FACTORS ARE EQUAL. Cultural factors may be considered where appropriate.

If the OP has decided that the Philippines provides the most appropriate cultural background for someone who will be providing care, that's the end of the story. It could be anything from language (dad might be Filipino and want to speak Tagalog) to simply preferring to see a petite, morena Filipina rather than a fat, blonde haole. This is "job-related."