Are you a slave driver? a taskmaster?

I am a workaholic. When I'm not working, I'm thinking about work, compiling long "to do" lists, and feeling guilty. If I lay down to rest, I will often awake with a start, remembering something I haven't finished, then jump up to complete it.  The reason I am workaholic is because there is a "slave driver" inside my head, that tells me that no matter how hard I work, how well I do, no matter how much I try - it is never enough - never good enough; and as a result I am never good enough, never OK. 

Many Hong Kong people, like me, are workaholics - always striving to improve and be perfect, and because of the slave masters in our heads, we cannot just rest and enjoy life. We also cannot tolerate others who don't share our compulsive drivenness. We resent it when others rest, laugh, and enjoy life a bit - especially if it is on our time (during work hours).   If our staff takes a break during the workday to read their facebook, or Yahoo! news, we feel like they are cheating us. 

We often confuse being a slave driver or taskmaster with getting the most out of people. We think of people as sponges from whom we need to squeeze the last drop of water. In reality, the people who get the most out of  others are those who develop people, train people, encourage them and help them to reach their unique potential.  

Are you a slave driver, a taskmaster?  Here's a few questions to help you decide.

1. Do you watch your helper on an IP cam and text her or call her with an assignment if she sits down for a few minutes? (Y/N)
2. Does your helper work a total of more than 12 hours a day, not including rest times?  (Y/N)
3. Does your helper's daily schedule include meal and break times?  * (Y/N)
4. Does your helper have to hide in the bathroom to check her phone messages or email? (Y/N) 
5. If you see your helper laughing and having fun with your children, do you feel resentful or give her another task to do? (Y/N) 
6. Do you often interrupt your helper when she is working to give her another assigned task? (Y/N) 
7. Does you helper have enough time to relax for 5-15 minutes after her meals, so she can read a book, an email, a text message, etc. ?* (Y/N)
8. Does your helper have a regular coffee break?* (Y/N) 

For questions 1,2,4,5,6 - give yourself 1 point for each yes answer, 0 for each no answer.  On questions 3,7,8 give yourself 1 point for each "no" answer, and 0 for each "yes" answer.  If your total score is 5 or more, you might be a taskmaster, a slave driver. What can you do about it? Slow down - treat yourself to some down time. Relax, get a massage, buy a paper and a Starbuck's coffee and just sit for an hour. Re-align your own heart first. Stop being so hard on yourself - then begin to change the way you treat your employees. Lighten up.

Employers slam salary hike for maids

Saw the following article on the Hong Kong Standard website:

by Nectar Gan 

Monday, June 24, 2013

Employers of foreign domestic helpers will protest outside Tamar government headquarters on Sunday to urge the government not to increase the salaries of workers.

Several helpers' groups have called for a pay rise from the current HK$3,920 a month to between HK$4,200 and HK$4,500.

The Support Group for HK Employers with Foreign Domestic Helper, comprising about 8,000 members, said it strongly opposes the hike.

It accuses the Hong Kong Employers of Overseas Domestic Helpers Association and the Labour Department of ignoring less well-off households.

Joan Tsui Hiu-tung, convener of the support group, complained that when the department conducts evaluations regarding helpers' salaries, employers who are housewives and dual working parents are never consulted.

She said the majority of employers are under economic pressure and face high inflation costs.

As contract terminations become more common these days, employers have to pay extra agency fees in the rehiring process.

Taking airfares, board and lodging expenses, agency fees and salaries into account, employers need to spend more than HK$10,000 on a foreign domestic helper per month.

"Under no circumstances can it [the salary] be more than HK$4,000," Tsui said.

Employers' association chairman Joseph Law Kwan-din said members have always reflected the views of those hiring helpers when it comes to salary increases.

However Law said it is hard not to increase the salaries of foreign domestic helpers at all.

Pay rises normally follow the inflation rate and market trends.

Teresa Liu Tsui-lan, managing director of the Technic Employment Service Centre, said a salary increase to HK$4,200 a month for the helpers would be reasonable.

Hong Kong government asks Manila for relief for employers

from the SCMP:  Johnny Tam  johnny.tam@scmp.com

Hong Kong is urging Manila to act to minimise the burden on employers of domestic helpers after the Philippines banned job agencies from collecting placement fees from maids, forcing bosses to pay extra.

The Legislative Council panel on manpower will discuss a paper on the issue on Tuesday.

The document was prepared by the Labour and Welfare Bureau, Labour Department and Commerce and Economic Development Bureau.

It does not detail what measures, if any, have been proposed to Manila.

Local recruitment agencies said they had not heard anything about it.

"We welcome any measures to ease employers' burden," said Teresa Liu Tsui-lan, managing director of one of the biggest agencies, Technic Employment Service Centre. "But we do not know whether the governments have been talking through it."

Employers are having to dig deeper to employ a Filipino - or else hire a maid of a different nationality - after Manila banned Filipino agencies from charging maids a placement fee of a month's salary plus airfare.

Sunlight Employment Agency regional manager Samantha Chan Chui-chu said the placement fees it charged employers had risen from HK$4,980 to HK$6,980 since April, when the ban came in. Bangladeshi workers are charged HK$3,980.

"We have absorbed half the cost and passed only the other half to our clients," Chan said.

Employers, on their part, have criticised the "poorly regulated" services of agencies and domestic helpers.

The Consumer Council said it received 319 complaints last year, up from 260 in 2011. Most concerned poor service and the maids' lack of knowledge about things they claimed to know.

The maids have their share of complaints, too. Domestic helper concern group United Filipinos in Hong Kong said, in papers submitted to Legco, that many workers were "paying the agencies both in the Philippines and Hong Kong a huge amount of money for placement".

Some were "forced to borrow money with big interest or mortgage their properties", it said.

New Employer Orientation

Arrow's new employer orientation will help you succeed in to getting off to a good start with your new worker. Mark it on your calendar now. (Cantonese with English translation) 

IF YOUR ELDERLY IS THE ONE WHO WILL STAY WITH / BE IN CHARGE OF THE HELPER IN FUTURE, PLEASE INVITE THEM TO COME TOO. YOU ARE ALSO WELCOME TO INVITE YOUR FRIENDS WHO ARE EMPLOYERS TO JOIN.

DATE: AUG 2, 1900-2130 OR AUG. 3, 2013,1530-1700 (ONE SESSION)

Arrow Employers, employers' spouse and parents - free of charge, 

Non-arrow employers- $150 per one person. 2 people: $200, 3 people: $250

Snacks provided

You will learn:

• How to improve workers' sense of belonging
• What are the common concerns of Filipino new arrivals
• How to supervise helpers' work.
• How to teach your helper to manage the grocery budget
• How to conduct evaluations: frequency, content, and precautions
• Salaries and holidays calculation and payment records
• How to understand Filipino culture
• New helpers common problems and treatment methods - such as: borrowing money, relationships with grandparents, mobile phone use, etc. 

You've invested a significant amount of money to hire a helper. Now invest one evening to learn how to establish a good long term relationship. Protect your investment.Register to attend now.

您將了解到：

• 如何提高工人的歸屬感
• 新來港的菲律賓人注要關心的問題
• 如何監督傭工的工作。
• 如何教導他們預算管理金錢
• 如何進行評估：頻率，內容和注意事項
• 薪金和假期的計算和支付記錄
• 如何理解菲律賓文化
• 新傭工的常見問題及處理方法 - 如：借錢，與僱主的父母相處，手機的使用等。

你投資多少錢，僱了個外傭。投資一個晚上，以了解如何建立良好的長期合作關係。保護您的投資。即時報名參加。

Six Communication Tricks That Will Get Your Kids to Cooperate

Shelly Phillips on Lifehacker.com

Found the following excellent article on lifehacker.com. Enjoy. 

As the parent of a preschooler, I often notice myself feeling frustrated and asking myself, “Why won’t she cooperate?!” If you have a young child at home, I know you understand. There are times when I’m tired or hungry or in a rush and I just want my daughter to do exactly as I say instantly without questioning, avoiding, or delaying.

What I’ve noticed is that as soon as I get attached to things going a certain way, my daughter has different ideas. I can understand why. Nobody likes to be forced to do anything. Not even young kids. Or maybe especially not young kids. I mean, toddlers and preschoolers are just developing their will and learning to act independently of us. So, of course they’re going to push back when we thrust our will upon them.

As a preschool teacher and now as a mom, I’ve discovered that there are certain things I can do that greatly increase the chances that kids will cooperate with me. Here are six secrets to getting kids to cooperate that have worked like a charm for me:

Invite, Don’t Demand

We all want our children to “ask nicely,” but the truth is, that’s easier said than done. My question is, where do you think they learned to be demanding and inflexible? Oh yeah, from us! If we want our kids to cooperate, then we’ve got to be the bigger, more mature ones andlead by example. Contrary to popular belief, asking nicely, inviting, and working together to find a solution to a problem doesn’t teach children to be more defiant or disobedient, instead, by doing these things you’re laying a foundation of trust and teamwork that your kids will soon learn to rely on.

Use this quick test to figure out whether your request is actually a demand. Ask yourself, “Would it be OK if they answered ‘no’ to this request?” If not, then you’re not actually inviting or asking, you’re demanding or requiring a specific behavior. That’s OK some of the time, especially if safety is an issue, but remember, the more demands you make on your kids, the less true, internally motivated cooperation you’re likely to get.

That’s not to say you shouldn’t have expectations of your children. It’s just that when those expectations aren’t met, it’s helpful to see that as an opportunity to problem solve together, rather than an excuse to punish them into submission.

Turn it Into a Game

Kids love to play. When you can make something fun, they’re far more likely to get on board. This does require some creativity and spontaneity on your part. When your child refuses to leave the park, can you find a way to make getting to the car more fun? Maybe you’ll pretend you’re firefighters and you have to jump into the firetruck to go put out the fire. Or perhaps you’ll race, or hop like a bunny, or offer a ride on your shoulders. Making things more fun isn’t just a great way to gain your child’s cooperation, it’s also a way to enjoy your time with them more. I mean, which would you prefer, a power struggle where you force your child kicking and screaming into his care seat or a fun game in which he climbs in willingly?

If you’re not sure what kind of a game will work best, tune in to your child’s interests. If she loves princesses, then you’ll be her knight in shining armor or her trusty steed. If he’s into trucks, you can ask if he wants to be fork-lifted into the car. Or maybe you’ve just read a story about a friendly fish, so try acting it out! If you just can’t seem to come up with an idea, ask your child what to play. Most kids are more than ready with a suggestion for a fun game or activity that you can alter slightly to fit your agenda.

Stop Repeating Yourself

This is a mistake we all make, especially when we’re not getting the results we want. Trust me that repeating yourself is the last thing you want to do if you’re trying to foster cooperation. Your child heard you the first time, and by repeating yourself, you’re simply training her to stop listening and wait for you to get frustrated before she acts.

Children are discovering all sorts of things about the world around them, including vast amounts of information about social/emotional dynamics. When they throw you off your game or induce you to get frustrated or upset, they’re gathering very interesting data about how to get what they want and what might cause you to reconsider your position. Don’t fall prey to their cunning.

When you can keep your cool and maintain clear boundaries, your kids will still test you, but after they’ve tested all their theories about how to get around your rule with no success, they will find other areas far more interesting and emotionally rich.

Be Forgetful

But what about when you’ve asked once and they’re not responding? Instead of asking again, take a different tack. Be forgetful and invite them to remind you what you said a moment ago. “Wait, I forget, didn’t I just ask you to do something? What was that? I think we were getting ready to go somewhere, but can you please remind me where?”

This allows the kids to be the smarter ones and if there’s one thing children love, it’s being smarter and more capable than adults.

Let Them Be In Charge

That’s why you’ll get a lot more cooperation when you allow them to be in charge. No need to constantly corral them, just put one child in charge of getting everyone ready and out the door and you’ll be surprised how quickly it will happen. This works especially well with my daughter when I underestimate her abilities and she gets to prove how smart and capable she is. “You don’t know how to do that all by yourself, do you?” And then when she has her shoes on and is climbing into her car seat, “Wow, you knew exactly what to do to get ready to go and you did know how to do it!”

Cooperate With Them

There are times when even the most cooperative child just needs some extra help. This could be because they’re tired, sick, hungry, or just feeling sad and disconnected. So if nothing else seems to work, offer to help. During times like this, we like to play a game in which my daughter pretends to be a baby and I have to do everything for her. After just a few moments of this game, she is far more willing to do what I’ve asked or help me with something. That’s because she knows that when she really needs some extra support, I’m there to willingly and happily provide her with the support she needs.

The power of affirmation

Every morning and evening I brush my teeth with my Oral B electric toothbrush from Braun. It comes with a timer that automatically starts when you turn the toothbrush on. If you brush your teeth for 2 minutes you are rewarded with a smiley face. If you brush for 2 minutes and 30 seconds you get a big grin. Almost every morning I am in a hurry to go to work and I am tempted to stop after 1 minute, but then I think "just 1 minute more" or "just 30 seconds more" or "just 10 seconds more" and I keep going. Why? Because of the stupid smiley face. If an electronic smiley face can help someone establish a good habit like brushing one's teeth well, think what could you accomplish with some intentional specific personal affirmation. 

Why don't you try this? For one week, notice something that your helper does well, then praise them for it. Be specific, be timely (do it promptly) and be personal. "Maria, the bathroom looks spotless. You even made sure we had fresh towels. Thank you." And don't forget to give her a smile. Do that systematically and see what happens. Leave a comment and let us know how it goes.

性教育,由家庭開始,由父母開始

林麗琼( 註冊護士、三女之母)

媽媽, 出生前,我在哪裏?

媽媽, 我是怎樣來到世界的?

媽媽, 為何我是男孩,不是女孩?

爸爸, 為何女仔坐着小便? 男仔站着小便?

媽媽, 為何你的胸咁大, 我的胸卻是平的? 媽媽, 為何男仔可不穿上衣,女仔卻不可以?

爸爸, 為何你的小鳥(陰莖)有毛,我的卻沒有?

作為父母的你, 是否也曾聽到兒女們問以上問題? 那時, 你如何回應? 敷衍了事? 責備孩子太多問題? 孩子的問題可曾令你感到尷尬、不懂如何回答?

其實, 孩子自小已對自己的身體、成人的身體、男女之異同、生命的起源等問題感到好奇。這些常遇到的問題都與「性」有關。每位家長都無可避免要面對「性教育」這課題。

「性」所涵蓋的層面非常廣闊，「性教育」不只是生理知識的傳授；同時也是一項十分重要的人格教育。性教育幫助孩子們擁有正確的性知識，協助他們認識及適應成長中的性生理或心理轉變所引起的困擾和顧慮，讓孩子更能接受自我和建立自信。性教育也讓大家學會有關人際關係、人與人相處之道，並培養尊重及愛護別人的能力。性教育協助人培養開明及負責任的性態度，不致做出傷害自己或他人的行為。

 曾聽說, 要有效推行性教育，必須在家長、學校及香港的教育制度和政策上各方面互相配合。但是, 家長作為孩子最早接觸、關係最親密、最信任的人；實應把握此優勢, 盡早向兒女開始性敎育。基督徒家長更是受上帝委託, 去養育、敎導孩子成為有上帝形象的人, 故有不可推卸的責任, 教育自己孩子正確的性知識,以免孩子日後被朋輩、雜誌、傳媒等灌輸似是而非的錯誤觀念。

從孩子初生開始, 家長們已可開始家庭性敎育,因為年幼的孩子對「性」沒有偏見和顧忌，更容易接受和性有關的概念。

1每當為孩子洗澡時, 可同時重覆敎他們認識身體由頭至腳不同部分,如: 頭、頸、身、胸部、肚子、手、腳等。

2當孩子可站著淋浴時,父母們可與孩子一邊共浴 (當然, 與孩子一起沐浴也可令孩子樂透)、一邊輕鬆地討論不同有關性的議題(孩子必然會問很多性問題)。與孩子「傾密計」可令孩子與父母關係更緊密。

幼兒性教育內容應包括：「認識身體」－認識男女身體及性器官、「男女特質」－明白男女各有所長，為上帝創造自己成為男孩/女孩而感恩，也學習尊重別人、「生命起源」－認識胎兒的成長與出生, 學會欣賞自己作為人, 乃上帝奇妙、精密的創造。另,也要敎孩子「保護身體」－了解自己的感覺及情緒，分辨好與壞的接觸，學習保護自己。

當然,父母應何時停止與異性子女共浴,沒有固定準則,孩子升小學,或青春期前停止也可。若孩子或父母其中一方感到尷尬,那便是適合時間改為母與女、父為子共浴了。

3敎孩子認識身體部分,特別是性器官時,應敎正確名稱,如陰莖、陰道口等。(反正孩子日後在通識科也要學, 讓孩子自小輕鬆地記下不更好嗎?)  

若想知更多有關於性敎育,登入家庭計劃指導會之性教育網頁 http://www.famplan.org.hk/sexedu。

怎樣評核你的僱員

很多人都希望聘用的外籍傭工最終能成為「家庭的一份子」；雖然我們都希望與她們有一個良好和密切的關係，但亦須謹記她們是僱員、我們是僱主。精薦每 星期都會與僱主溝通，以了解女傭的工作情況。大部分的僱主(包括我自己)都不會定期對女傭做「工作評核」，反而讓一些「不滿」慢慢累積，最後可能因一些小 事而「大發雷霆」。最佳的做法是擬一個定期的「報告時間」(在首兩個月宜每兩星期一次；之後則每月一次)。

定立一個「報告習慣」能保證：

• 你和你的女傭朝著同一目標前進
• 幫助她明白你對她的期望和分辨事情的輕重
• 成為溝通的平台

在你評核她之前你需要清楚知道：你希望能得到什麼？講清楚你的期望？告訴什麼重要優先？評價她的工作表現？鼓勵？聆聽？

我在網上(ehow.com)找到一些關於怎麼評核僱員的好貼士，以下是我的心得：

第一步：寫出簡單的工作要求

要確保女傭收到你給她的工作要求和明白她／他被評核的方面。寫出工作要求，方便在首次見面討論和有需要時作修改。若未及在第一次見面時給她，你仍可 說「不好意思，我之前太忙了，未及將這工作要求給你，我知道這對你並不公平，而現在希望你能更清楚知道我們的期望。真不好意思沒有在之前給你！」我建議你 的工作要求只有一張A4紙的長度。

有些僱主的要求很空泛，如「我希望屋企整齊清潔」。這並無不可，但請你說多一點你指的整齊清潔是什麼，讓她們知道你的標準。

有些僱主則管得極微細，會列出完成每項工作的15個步驟。無論你是「空泛」或「微細」，或是屬於兩者之間，都請確保你的傭工有能力(時間、支援、金錢等)去完成。他們負責工作，但你們更負責「好讓」ENABLE 他們有效地完成工作。

第二步：僱員自我評核

給僱員一張空白的表現評核表，請她給自己評分。而你提供的評核表應該反映出你認為事情的優先次序和價值。以下是簡單的例子：

給自己1-5的分數，5分為最高分，1分則最低：家居清潔其他:謹慎／細心 態度 溝通 洗車 照顧小朋友 洗衫 煮食  買餸

如果你認為「守時」重要，可列為其中一項。請預備適合你用的評核表，但記得保持簡單。讓僱員先自我評核，然後你可以同意或向她解釋你怎樣看她在這些範疇的表現。

第三步：找一個合適的時間和安靜的地點會面

可在星期六帶你的傭人到「大排檔」吃早餐，以友善和正面的態度談談她的工作表現。記住，你是想她做得到的！

第四步：給予足夠的時間

即使你或者不需要這麼久，但至少預算用一個小時。你已經用了不少時間和金錢請你的傭人從老家過來香港，從投資角度來看，用多一點時間作「報告」，能增加你和你傭人的生產力十倍！

第五步：定立清晰的目標

你希望透過這評核做到些什麼？你希望她的工作表現有進步嗎？給她新的工作期望？只是集中在一個範疇？聽取她的回應？

第六步：對話

避免有你講，無佢講。可以問她問題，讓她告訴你她的感受和需要。你可以問，「我可以怎樣幫助你做好這工作？」她們負責工作，但你則是「促使」她們工 作的人──提供支援和所需的時間，同時，你應確保他們有足夠的飲食和休息；精薦的傭主皆是「為僱員著想」的。若你能聆聽、關心和體諒，你的僱員會更用心工 作來使你喜悅。

第七步：幫助她們放鬆

盡量幫助你的僱員方放鬆(RELAX)，否則焦慮只會讓她聽不進你所說的。讓她知道你計劃定期有這「報告時間」，而這是雙方溝通的機會而不是「審核」；使她明白你的目的是要建立良好正面的溝通，來鞏固你的團隊和幫助她「成功」。

第八步：積極地開始，並且保持正面！

避免只聚焦在要改善的地方。每一個僱員都希望和需要得到稱讚，所以，你應以同樣的時間來表達欣賞和提醒她要改善的地方。這是留住好員工的方法！你的傭人離鄉別井來為你工作，若她努力工作卻只換來負面的批評，她大概會感到所賺的金錢並不足以彌補一切。

以我個人經驗所得，明白到「欣賞比金錢更重要」。僱員，所有的僱員，都希望得到別人的認同；他們甚至願意在薪酬較少但能被欣賞的地方工作，而不選擇在較高薪但常常被指罵的地方。你的傭人也不例外。你的正面回應比加 $1,000人工更重要。

所以，抽時間坐下來與你的傭人做一個「工作表現評估」。保持正面，定期檢討。如果你這方面做得好，你會免卻很多麻煩，增加你傭人工作的動力和快樂，而你整個家庭亦會從而得到更大的福氣。

HOW TO CONDUCT AN EMPLOYEE EVALUATION

   中文 

Many of us hope that our domestic helper will eventually become a "member of the family". Although we hope to have a good, close relationship with our helpers, it is also important to remember that they are employees and we are employers.  At Arrow we talk to employers every week. They give us feedback on how the helper is doing. Most employers (including me) do not regularly sit down with our employeesand do a "job assessment".  Instead, we allow little "irritants" to build up and finally "lose our temper" over some relatively minor offense. It would be much better if we set aside some regular feedback time (once every two weeks for the first two months; once a month after that). 

Establishing a "feedback habit" will ensure that    

• you and your helper are moving in the same direction,
• will help them to understand your goals and priorities, and
• will establish a regular forum for communication

Before you do an assessment you need to be clear: What do you hope to achieve?  Clarify expectations? Communicate your priorities? Give performance feedback? Encourage? Listen?                                

I did some homework (on the internet at ehow.com) and found some good tips on how to do an employee assessment.  Here is what I learned:                       

How to Conduct an Employee Evaluation 

Step  One : Write a simple job description
Be sure that your employee has been given a job description and knows what he or she is being evaluated against. Write a job description and use your first meeting to discuss and modify it as necessary. It is okay to say"I'm sorry I didn't give this to you when you first started working for us. I was too busy, and I know it wasn't fair to you, but now I want to let you know clearly what our expectations are. I apologize for not doing this earlier."  We suggest you keep your job description to one page only. Some employers are "big picture" kind of people who say "I want the house clean and tidy". That is okay, but please describe a bit more about what you mean by "clean and tidy", so they know the standards you are aiming at. Other employers tend to "micro-manage", and list 15 steps to complete each job.  Whether you are "big picture" , "micro-manager", or somewhere in between - make sure your DH has the resources (time, supplies, money) etc. to do what you are asking them to do. They are responsible for the work, but you are responsible to "enable" them to do the work in a timely way.                                                                                 

Step  Two: Employee Self-Evaluation
Give the employee a blank copy of the evaluation form and have  her evaluate/rate herself. You will need an evaluation form. The evaluation form should reflect your values and priorities. Here is a simple example: 

Rate yourself for 1-5, 5 being the highest and 1 the lowest:

• Housecleaning ______
• Marketing _______
• Cooking _______
• Laundry ________
• Childcare _______
• Carwash ________
• Communication________
• Attitude _______
• Carefulness/Thoughtfulness _______
• Other: ________

If punctuality is important to you, include it. Personalize the evaluation form, but keep it simple.  Allow the employee to "self evaluate" first, then you can agree or explain to them how you view their performance in these areas. 

Step  Three :  Set up a time and place to meet so that you'll have privacy and quiet. 
Take your helper out on a Saturday morning to a "dai pai dong", have some breakfast, and talk about her performance in a friendly and positive way. You want her to succeed!                                                

Step  Four: Leave adequate time. 
Set aside at least an hour, even though you might not need it.  You've spent the time and money to bring your helper from her home country to Hong Kong. By investing  a little more time for feedback, you will increase both your and your helpers productivity tenfold.                              

Step  Five: Have a clear goal 
What do you hope to achieve via this evaluation time? Do you want  to improve theemployee's performance? establish new performance expectations? focus on one specific area? receive feedback? 

Step  Six:  Dialogue. 
Avoid doing all of the talking. Ask questions and let the employee tell you how they feel and what they need.   You might want to ask, "What can I do to help you succeed at your job?"They are responsible for the work, but you are responsible to "enable" them to do the work by providing the supplies and time necessary. You are also responsible to make sure that they have adequate food and rest. Arrow employers have a reputation of "caring for their employees".  By listening, caring and accepting feedback, you will find that your employee will work much harder to please you.                                      

Step Seven:  Help them relax. 
Do your best to put the employee at ease, or anxiety will keep her from hearing what you say. Let them know that you plan to do this regularly, that this is a mutual feedback time and not a "judgment". Let them know that your goal is to establish good positive communication, increase your teamwork and to help them "succeed".                                

Step Eight: Start and stay POSITIVE.   
Avoid focusing only on areas that need improvement. Every employee wants and needs to be praised, so spend just as much, if not more, time describing what he or she is doing right. This is crucial to keeping a good employee around! Your helper has left her family and home country to come and serve you. If all they ever hear is negative feedback, they will probably decide that the money you are paying them is not worth it. 

In my limited experience as an employer, I have come to understand that "appreciation is more important that money." Employees, all employees, want to be appreciated and they would rather work in a low paying job where they are praised and appreciated than in a high paying one where they are regularly  criticized. Your DH is no different. Your positive feedback is more important to her than a $1000/month raise. 

Take time to sit down with your helper and do a "job performance evaluation". Stay positive. Do it regularly. If you do this well, you will avoid a build up of negative feelings, increase your worker's productivity and happiness, and your whole family will experience greater blessing as a result.

From Parenting.com 7 ways to bond with your baby

http://www.parenting.com/article/7-ways-to-bond-with-your-baby?src=twitter

The Hong Kong Family Race to the Top

by Cora Ha

You’re pregnant and people tell you that you better register your child in a kindergarten before all the spaces run out.  And before they can enter kindergarten at the age of three, your child better know how to speak, read and write in at least two languages, play an instrument and be good at least one sport.   Don’t forget the toilet training – no nappies allowed!

By the time your child hits primary school, the day looks something like this:  up at 6:30am, eating breakfast half asleep and on the school bus by 7:00, in school from 8:15-3:00 and then straight to math tutorials.  Following math is violin lessons and then home for a short 30 min break before sitting down to 1 hour of homework.  Thankfully, it’s dinner time for the child and the parents and everyone sits down to eat at 7:30 while watching TV, playing on an Ipad, and reading messages on the Blackberry.  Dinner is over and it’s time to really get down to business.  More homework and then violin practice.  Phew!  Done, just in time for bedtime stories at 10:00pm and ‘talking’ for relationship building at 10:30pm.  It’s lights out at 11pm. 

Exhausted, everyone falls into bed and the crazy race to the top starts all over again.  And that is not even during exam time!

Let’s throw into the mix an exhausted, confused helper who is being asked to do the job of 3 adults:  cleaning, cooking, grocery shopping, chauffeuring (even if by public transport), and child-minding  - all this on less than 6 hours of sleep.

Could there be more to family life than this? 

Is more of everything really better?

Can you give your children the ‘edge’ by optimizing your children’s learning, and growing in other ways?

Here are four simple tips to help increase learning while decreasing stress:

1.     Sleep:  In his book Healthy Sleep Habits, Happy Child, Marc Weissbluth, MD, provides these insightful comments on the functions of sleep:

"Sleep is the power source that keeps your mind alert and calm. Every night and at every nap, sleep recharges the brain's battery. Sleeping well increases brainpower just as weight lifting builds stronger muscles, because sleeping well increases your attention span and allows you to be physically relaxed and mentally alert at the same time. Then you are at your personal best."

2.     Open-ended, unstructured play:  Allowing children to play promotes active problem solving, creative thinking, and greater social-emotional stability.  These factors socially more balanced individuals whom studies show have increased capacities for higher learning in areas such as math and sciences down the road.

David Elkind, author of The Power of Play, writes: "Children's play – their inborn disposition for learning, curiosity, imagination, and fantasy – is being silenced in the high-tech, commercialized world we have created. Toys, about which children once spun elaborate personal fables, now engender little more than habits of passive consumerism. The spontaneous pickup games that once filled neighborhoods have largely been replaced by organized team sports and computer games."

3.     Relationship:  Studies show that children who have a healthy relationship and connection their parents and peers are more confident and generally have a greater chance of excelling in academic pursuits.  Cultivating “talk” around the dinner table takes a bit of practice but will yield great relational, emotional and academic rewards.

4.     Quiet time:  The amount of grey matter (for higher level processing) in the brain can be increased through having quiet time while thinking positive thoughts.  Recent U.C.L.A. studies (2012) are finding more evidence to prove that taking time out to “be still” is not only a nice luxury but also something that will enhance mental capacity and potentially physical health as well.​

Cora Ha is a Certified Parent Coach and Educator. A pioneer in parent coaching, Cora Ha is a firm believer in laying down a firm family foundation based on core values. In her sessions, she guides you to define your family’s core values, and helps you implement your own guiding principles to navigate the joys and perils of parenting. You can reach Cora at cora@coraha.com OR fill out our contact form using the subject "Cora" or "Cora Ha" and we'll have Cora contact you directly. Mention "Arrow" and receive a 30 minute telephone consultation absolutely free.  

Introducing Cora Ha

​Cora Ha is a parent coach, who would love to serve you and your family.  When you contact Cora mention "Arrow" and receive a discount on her coaching services. 

Cora has natural enthusiasm, intuition and an open heart that is passionate about walking with others on the parenting journey. This spirit, infectious and inspiring to friends and clients, led the way for her to become a highly effective mentor and role model to many here in Hong Kong.

A pioneer in parent coaching, Cora Ha is a firm believer in laying down a firm family foundation based on core values. In her sessions, she guides you to define your family’s core values, and helps you implement your own guiding principles to navigate the joys and perils of parenting.

Compassion, humor and candor are fundamental pillars in her life. Drawing from her own challenging experiences as a person raised in Canada, marrying into a more traditional Chinese family in Hong Kong, she is inspired to help others find their own delicate balance between idealism and practicality in interpersonal communications: between parent and child, between husband and wife and as a family.

Understanding and bridging generational and cultural gaps speaks to the needs of many families local and international alike.

Her ultimate cure for any ‘bad day’? The sound of her sons’ laughter. “You know…the contagious laugh that comes from the belly? That is the best release of tension and the cue to celebrate life!” she says with a hearty, “Ha! Ha! Ha!”

Prior to and in conjunction with coaching (hundreds of families), Ha has taught over two decades at international schools in Hong Kong, from toddlers in preschool to young adults in high school allowing her to gain rich experience with families from multi-cultural backgrounds and children from a wide range of age groups. She also worked as a children and family ministry director for over 5 years at an international, interdenominational church. Cora holds two degrees from the University of British Columbia and is a Professional Board Certified Life Coach. In her free time, Ha is cooking, catching up with friends or ‘chillaxing’ with her husband and sons.

You can reach Cora at cora@coraha.com OR fill out our contact form using the subject "Cora" or "Cora Ha" and we'll have Cora contact you directly. ​

Moratorium on sending helpers

A trade group of Philippine recruitment agencies ​known as SHARP have organized a moritorium on sending helpers to Hong Kong. (Arrow & its partner MRH are not part of SHARP) At issue is the Philippine government policy of "zero placement" fee. That means the Philippine government believes that HK employers should bear the full cost of deploying workers to HK. Because the cost of doing business in HK is high (salaries & rent) - you should expect to pay more than $10,000 to hire a helper. We could ask the helper's to pay part of the fee in Hong Kong, so that they wouldn't be in violation of Philippine laws, but the Hong Kong government says that agencies here can't receive more than 1/10 of one month's salary.  The only recourse seems to be to charge a ridiculously high fee to the employer. 

Historical note: the Philippine government passed the zero placement fee policy in 2007 AFTER HK implemented the 10% policy. They felt if HK only allows agents to receive 10% then we must do better than that - so ZERO PLACEMENT FEE POLICY.

How can this situation be resolved? Any ideas?​

Happy Companies make more $; what about happy families?

There is clear evidence now that companies who rate high in employee satisfaction and happiness are also more profitable.  Every year Fortune magazine publishes a list of the "100 Best Companies to Work For", and up until now people have treated it as "Well that's nice. So what?"  

In 2005 Jerome Dodson started an investment fund, Parnassus Funds, to invest in companies that rated high in the "100 Best Companies" list.  The results were mind-blowing:​

“To Dodson—and Moskowitz’s—delight, the Parnassus Workplace Fund proved immediately, enormously, and enduringly successful. Since the fund’s inception (April 2005-January 2013) it’s had a 9.63% annualized return. This compares to the S&P Index which has earned just 5.58% during the same period. “Our fund has had returns over 4% better than the S&P Index every year,” Dodson noted. “Eight years later, the performance of the fund confirms what I’ve always believed. Treating people well and authentically respecting them does lead to far better business performance. We proved it works.””

So how does this relate to domestic helpers?​ You don't need to be a rocket scientist to figure this out. Employees who feel respected and valued, who are treated well - produce more. ​Employees who are constantly driven and treated poorly don't perform well. When the employees perform poorly the companies perform poorly.  If you want to have a highly efficient home, then focus on creating a happy work environment where people can develop their potential, enjoy a certain amount of freedom and where they will feel valued. Clear job expectations, adequate rest and food, a fair wage with opportunities to earn bonuses, and above all - appreciation and kindness - go a long way to ensuring that a workplace is a "best practices workplace". Clearly, it is in our self interest as employers to treat our employees well. 

For more on this topic read the article on fastcompany.com

Employer who underpaid helper sent to jail

I'm sorry this happened and I'm glad that this was not an Arrow customer.  Arrow employers are famous for treating their employees with fairness and dignity.

The following report is from the HK Government information service as reported on the 7thSpace Family Portal. ​

Employer of foreign domestic helper jailed for committing wage offence

Hong Kong (HKSAR) - The employer of a foreign domestic helper was sentenced today (February 28) at the Kwun Tong Magistrates' Courts to three months' jail for underpaying wages to her helper. She was also ordered to clear the outstanding wages via the court. The prosecution was initiated by the Labour Department.

The employer failed to pay wages according to the minimum allowable wage of $3,580 as set out in the employment contract signed by both parties in 2010.

The total amount underpaid was $34,952. 

"Employers of foreign domestic helpers should not pay their helpers below the minimum allowable wage stipulated by the Government. Furthermore, employees, including foreign domestic helpers, who are owed wages should promptly report to the Labour Department, assist in investigation and give evidence to protect their interests.

The Labour Department does not tolerate wage offences and spares no effort in prosecuting employers who defy the law," a spokesperson for the Labour Department said.

The spokesperson urged employees who were owed wages to call the department's complaints hotline on 2815 2200 immediately.

Source: HKSAR Government

Is the cost of hiring a helper going to rise drastically?

Recruitment agencies in the Philippines, as of today - Feb 28, 2013, are putting a moratorium on sending domestic helpers to Hong Kong. The reason for this is that in 2006 the Philippines government imposed a "no placement fee" policy, insisting that recruitment agencies in the Philippines either 1) work for free or 2) convince HK partner agencies to charge the HK employer the full cost of recruiting from overseas.  Hong Kong agencies and HK people have been unwilling to do this, so recruitment agencies in the Philippines have been forced to close or work outside the law.

Let's assume that the total cost of bringing a worker from the Philippines is around HK $10,000.​ Are you willing to pay that expense with no guarantee on the quality of the worker?  If you can hire a worker from Indonesia for $4000, will you consider a worker from the Philippines for $10,000? 

The agencies in Manila are asking their government to allow them to charge a fee equal to one month's salary, $3920. That seems reasonable and fair, but the POEA is insisting that the Philippine recruiters should not charge, but rather receive a fee from HK employment agencies.​ If that policy is enforced then HK agencies will have to charge more, much more.

Below is the article from the Malaya Business Insight website along with a link to the article.​

THE Society of Hong Kong Accredited Recruiters of the Philippines (SHARP) yesterday announced it is imposing a moratorium on the deployment of household service workers (HSWs) until recruiters and employers in that territory could address the issue of high recruitment costs.

SHARP president Alfredo Palmiery said at least 30,000 employment opportunities are expected to be lost with the self-imposed moratorium which began Wednesday.

He said the decision was reached by the SHARP general assembly last month due to what it claimed was a continued lack of action by the Philippine Overseas Employment Administration on its June 28, 2012 plea to reconsider its policy of disallowing the collection of a placement fee equivalent to a one-month salary from HSW applicants to Hong Kong.

SHARP said there has been an “alarming increase” in the number of claims filed against them by household workers asking for a refund of recruitment costs passed on to them by Hong Kong recruitment agencies.

SHARP said Hong Kong employers have not been paying the total recruitment and deployment costs.

POEA administrator Hans Cacdac said government is not inclined to suspend the no-placement policy despite the moratorium set by SHARP. He said the policy for domestic helpers covers all host countries, including Hong Kong.

Cacdac said government would continue to deploy domestic helpers in the former British colony. 

- See more at: http://www.malaya.com.ph/index.php/news/nation/25346-high-fees-dampen-hk-job-placements#sthash.0yckr4vW.dpuf

如何提昇家傭工作效率？

你希望家傭工作時能更集中精神

、更有記性嗎？你想她工作更有效率嗎？你希望看到她的整體表現逐步有改善，而不是緩慢且漸漸退步呢？對許多家傭而言，有一個簡單的方法能有效提昇她們的生產力：充足的休息。

美國佛羅里達州的人類行為研究所指出，改善休息的質和量是其中一個最有效的方法去提高人的工作效率。基本上，當有充足休息，我們的思想會更正面，工作時間可以更長、更專心，更富有創意和更有果效。

1.避免頻繁給予新的任務，或更改你的指令，因這會打擾家傭，令她不能專心工作。該研究又稱，人若有90分鐘可專心工作，其效率將提高。無論是在辦公室或家中，不斷的干擾只會損害其生產力。如果你是全職家庭主婦，請不要經常性地打斷家傭的工作。即使你想到了什麼需要她幫忙，也不代表你必須每次都立刻提出。相反，你可以把新任務根據其優次列寫下來，待家傭能有60-90分鐘時間專心完成現有的任務，然後把才把新的任務清單給她。

2.每日安排至少3-4個約10分鐘左右的休息時間給家傭。固定的小休（即使只是飲杯水、坐一會也好），可有效減輕壓力，讓腦袋有時間去整理和儲存不同信息。就個人而言，我發現若離開辦公室一會，可令我工作更最有果效。一杯咖啡可讓我頭腦更清醒，想起要做的重要事情（我會把它寫下來），以及重新聚焦於那一刻最重要的事情。奪去家傭固定的小休時間，將令她無法有效地處理家中的事務。

負責能源項目的托尼·施瓦茨Tony Schwartz)表示，若我們認真地休息，我們幾乎肯定會完成更多的事情，工作表現會更好，思想會更準確，收入可能會因此而上升。

3.認真對待家傭的睡眠時間是非常重要的。大多數成年人每天需要7-8小時的睡眠，身體功能才能完全恢復。如果你的家傭的工時是朝六晚十一，她的睡眠時間有多少？七個小時？當然沒有。她需要淋浴，待頭髮乾，發送信息予親人等，結果她每天只能睡約5個小時。一週過後，她缺少的睡眠時間已累積約12-14個小時。

現在想像一下，若她負責照顧你兩歲多的孩子，你真的安心讓一個長期缺乏睡眠的人照顧孩子嗎？你希望讓這種人駕駛校巴嗎？如果你的答案是「否」，那麼你需要改變常規工作或需求，使家傭可得到充分的休息（午間小睡可能是另一個選擇）。無論如何，這是你需要處理的事情。你不能否認，我們每天平均需要7-8小時的睡眠，身體才能運作良好。固定睡眠時間（並非孩子們才需要）、在關了燈的房間裡睡覺對家傭休息是有幫助的；鼓勵她關閉其手提電話，及任何會發出嗶嗶聲的電子產生品，這將增加深層睡眠的時間。那樣，家傭睡醒後，將必會感到更精神。

4.確保她每星期至至少可獲一整天的休假。在你家傭的放假日，不應要求她做家務。但大多數家傭離家前，都得先洗碗筷並清潔家居。如果你的要求遠不止於此，你便是欺騙自己，使自己得不到充滿活力、「醒目」的幫手。香港法例要求每個雇主每星期至少要給家傭一天休息，她需要那段時間來使自己重新有力應付工作。

你家傭的表現，是隨着時間而變得更好還是更差？如果她的表現正在惡化，其中一個可能是缺乏足夠的休息。何不試做個實驗？請確保你的家傭連續三十天得到足夠的休息，看看她的效率是否提高。意下如何？工作表現與休息有關係嗎？歡迎向我們提出評論。

以上的溫馨提示乃受Forbes.com上一篇關於「休息的重要性」文章的啓發而寫成的。

Jealous moms

This morning the SCMP had an interesting article on when moms get jealous of their helpers. Read it here: http://m.scmp.com/lifestyle/family-education/article/1156136/insight-when-mothers-are-jealous-helpers

A simple way to increase helper productivity

Helpers crashing on their day off

Do you wish that your helper would focus better and not be so forgetful? Do you want her to work with a higher energy level and accomplish more in a shorter period of time? Do you hope to see a gradual improvement in her overall performance, rather than a slow and steady decline?  For many helpers, there is a simple way to achieve these productivity goals: MAKE SURE THEY HAVE ADEQUATE REST.

“According to the Human Performance Institute in Florida, improving the quantity and quality of rest is one of the most effective ways to work more efficiently. Basically, when we are rested we think better, can work longer, can concentrate more, are more creative and achieve more.”

1. Avoid frequently interrupting your helper as she works, or constantly redirecting her work. Research says that working in 90 minute bursts boosts productivity.  Constant interruptions, whether in the office or home, hurt productivity. If you are a stay at home mom, try not to always interrupt your helper with new tasks. Just because you think of something, doesn't mean you have to say it right away. Write it down, and after she has been able to concentrate on the tasks at hand for 60-90 minutes, then add the new task to her list of things to do, according to its priority.

2. Plan at least 3-4 ten minute breaks during your helper's work day. Regular breaks reduce stress and give the mind time to process and store information. I, personally, find that some of my most productive time is when I take time away from the office. Over a cup of coffee my mind reminds me of important things to do (and I write them down); and I regain a focus on what is most important at that time.  Robbing your helper of regular rest times will make her less effective in managing your household affairs. 

“Tony Schwartz from The Energy Project has shown that when we take rest seriously we will almost certainly get much more done, our work will be of a higher standard, our thinking will be more accurate, and as a result our incomes are likely to rise.”

3. Treat your helper's sleep as very important. Most adults need 7-8 hours of sleep per night to function at 100% capacity. If your helper works from 6 a.m. to 11 p.m., how much sleep is she getting? Seven hours? NO WAY. She has to shower, wind down from the day, send messages to her loved ones, etc. After all of that she may only sleep 5 hours a day. Over 1 week, her sleep deficit is already 12-14 hours.  Now imagine that she is in charge of your 2 year old child. Do you want someone who is chronically short on sleep  watching your 2 year old? Would you want this person driving a school bus full of children? If your answer is "no", then you need to change your routine or your demands so that the helper gets adequate rest. A midday nap may be one alternative, but however you achieve it - it needs to be done. You can't cheat nature - we need 7-8 hours of sleep per day to function well.  Having a set bed-time (its not just for kids) is helpful, as is sleeping in a dark room. Encourage your helper (wouldn't hurt you either) to turn off her phone and gadgets, and anything that glows or beeps. This will increase REM sleep, and she will awake feeling more rested.

4. Make sure she gets at least one whole day off each week. Don't require your helper to do a lot of chores before she goes on her day off. Most ladies will wash up dishes, and tidy up a bit before leaving for their day off. If you are requiring much more than that, you are only cheating yourself out of an energetic smart helper. One day of rest per week is the minimum required by law. Your helper needs that time to renew her strength and focus.

Is your helper's performance getting better over time OR worse? If it is worsening, one possible factor may be the lack of adequate rest. Why not do an experiment? Make sure your helper gets adequate rest for 30 days, and see if her performance improves.  What do you think? Are performance and rest related? Leave us your comments below.

The above tips were based on an article on the importance of rest, that I read on Forbes.com. 

Hi, I'm Allan Smith,owner/manager of Arrow Employment Services. I'm married to my high school sweetheart, Ione and we have 2 wonderful daughters and 1 amazing grandson. We love serving HK families by providing them with good helpers, and the support they need to maintain a happy family in our crazy busy Hong Kong. 

好雇主，是你嗎？

English

好僱主，是你嗎？                                                                                 林麗琼

常聽到僱主說他們很想聘請一個好家傭。事實上，每位外籍家傭也十分渴望遇到一個好僱主。在銀禧國際菲律賓團契(Jubilee International Filipino Fellowship) 每次主日崇拜開始前，我們都有菲傭基督徒姊妹見證神在她們身上的恩典。我們常會聽到菲傭感謝上帝給他們好僱主。從他們的分享中，我希望你也能發現自己擁有最少一個好僱主的特質，且正在運用它(它們)來管理你的菲傭：

1耐性-- 理解和接受你家傭的弱點和不完美。家傭也是正常人，也會犯錯，特別是在頭三至六個月的適應期，她們犯錯的機會特別多。很多菲傭衷心感謝她們的僱主願意耐心地教導她們、糾正她們、又與她們做工作檢討，給她們機會知道自己在哪方面做好、做得不足或做錯，給她們機會解釋、改過，以致能做得更好，而不是立即終止合約。

2體諒-- 一些菲傭感謝神賜她們有體諒她們的僱主。家傭離鄉別井，來港打工，一方面要適應與家人分離並思郷之苦；另一方面又要適應香港的文化、語言、工作、居住環境、並與一群陌生人一起生活等，會承受很大壓力。有些僱主願意體諒家傭的困難，願意花時間關心、聆聽和敎導。若見家傭工作表現轉差，僱主會先了解其原因，不會只知責怪她們。若知是因家傭家人患病、或遇重大困難等，僱主會安慰、鼓勵她們更要為家人而努力。僱主的體諒，對家傭能否安心工作，關係重大。

3同理心-- 如果你的家傭是第一次到海外工作，我們可以理解到她會很想家、會遇到很多文化衝擊。若她在菲律賓時未做過傭工、不用做家務、不用煮食，在香港的生活、工作真會帶給他們極大的震盪。故此有些新來港的家傭常常「面黑」(面無表情)或常常哭泣，或令自己忙於家務以減少思鄉。有些僱主明白到家傭的限制，不時問候家傭，了解她自己或其家人所遇到的困難。這些僱主的關懷、安慰，可助家傭快點適應香港的生活和工作。

4支持 – 有些菲傭感謝僱主的鼓勵、又盡力安排她們星期六或日放假，讓她們可返敎堂，參與崇拜和事奉、或參加一些有助其個人/靈性成長/提昇工作技能的查經、講座或硏討班等。這些裝備可助菲傭從中獲得更多的信心和力量努力工作，也減少她們思鄉之情。

5慷慨-- 在工作的第一個月，菲傭還未有薪水可領取。有些菲傭居住地點距離我們教會較遠。即使可獲星期六或日放假，有部分人亦因為沒有足夠金錢購買食物和支付交通費而不敢或不能去教堂聚會。但有好些傭工分享，她們感謝其僱主主動給他們零錢，讓她們可到教堂僱敬拜神、參加小組、並接受各方面的培訓。

同時，有些菲傭則感謝僱主不嫌他們能力有限，願為她們報名、付費，讓她們可學習廣東話、英文、煮中國菜或嬰兒護理等，使她們可更有效率、更有信心地工作。

6互相尊重-- 一些菲傭感謝神賜她們好僱主，能教導子女尊重菲傭。僱主同時也在孩子面前樹立良好的榜樣。，們從不呼喝家傭，即使她們做錯事，僱主也不會向他們發脾氣、破口大駡或悪言相向。這些僱主也不會容讓自己的孩子說話/做任何事情戲弄、侮辱家傭。家傭來香港打工，並非做奴隸。她們也是人，也需要感受到人家的尊重。受僱主尊重的家傭通常會工作得更快樂、更能堅持工作至約滿。

7信任-- 中國人有句話：「用人勿疑，疑人勿用。」意思是：要相信你任用的人，不要任用你懷疑的人。信任傭工對於維持長久僱傭關係是非常重要的。有菲傭感謝其僱主信任他們，相信她們說的是真話，而非藉口/謊言。僱主對傭工的信任可直接提昇她們工作的自信心和歸屬感。

8 允許工作有自主權、自由度-- 如果你所聘用的家傭並非第一次做家傭，她們較其他新手傭工需要在工作中有更大之自主權。一些組織、管理能力較強、有主見的家傭，若可讓她們彈性安排家務的優次、步驟，其工作滿足感通常會更大、工作表現更有效率。很多菲傭都不約而同地感激她們的僱主允許他們有自主權、自由度去安排工作。這令她們感到能在其僱主家中工作是幸福的事。

曾有位在香港工作了四年多的菲傭說:「一個好僱主能塑造出一個好家傭。」我衷心祝願所有精薦的僱主都能成為一位好僱主！

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 Kathy LAM is an early Arrow customer. Her helper has been with her for almost 5 years now.  Kathy is a registered nurse and mother of three children. She teaches infant care, baby massage and  breastfeeding.