Experience Requirements

TAF
Focus on women empowerment Address cultural predispositions and bring social harmony Focus on preventative healthcare
CHIEF EXECUTIVE OFFICER
The Organization TAF Foundation, incorporated under Section 42 of the Companies Ordinance, aligned its mandates to Education, Health, Women Empowerment and Social Consciousness, and concentrates on sustainable programs which help to create upward social and economic mobility. Underpinning TAF Foundation objectives is the aim to foster harmony and positive interdependence amongst societal agents. The Role Reporting to a supportive and independent Board of Directors, the Chief Executive Officer will achieve objectives of the Foundation through strategic planning and managing long-term and short-term initiatives along with day-to-day operations. You will focus the Organization, identify opportunities for growth, and drive achievement of mission and purpose.

You will be responsible for all aspects of service, including:
• Preparing the Organization for a new era of program delivery
• Ensuring regulatory compliance along with financial management
• Managing communication, marketing & fundraising
• Demonstrating strong people management & culture development skills
• Exhibiting strong interpersonal and multidisciplinary project skills
• Adapting an entrepreneurial, action-oriented and innovative approach to business planning Skills Required You should have proven leadership skills, a minimum of 15 years of experience ideally gained in a social sector with at least 8 years as Project Head.
Experience with community organizations in areas such as Health, Education and Social Consciousness and an understanding of Compliance of Section 42 of the Companies Ordinance will be highly preferred. You are either in a similar position, or are ready and equipped to take the next step up in your career. An understanding of and empathy with the issues associated with the above areas will be essential to your success in the role. You are a strong collaborator and delegator, with a demonstrated ability to grow new services. If you intend to add 'values to the society at large by engaging people in discourse that will make them mentally, physically and financially strong individuals, apply by forwarding your resume and covering letter to hr.support@taffoundation.org
Females are encouraged to apply.
For further details, please visit our
website: https://www.taffoundation.org/.

Company Profile and Details:
WHO WE ARE:;
TAF Foundation (TAFF) began as the Abbassciy Family Foundation in the year 2010 and served as a charitable organization to the underprivileged. In 2015, the Abbassciy Foundation was restructured into a philanthropic organization focused on long-term development initiatives.
Renamed the TAF Foundation, TAFF aligned its mandates to Education, Health, and Social Consciousness and concentrates on sustainable programs which help to create upward social and economic mobility. Underpinning TAFF Foundation objectives is the aim to foster harmony and positive interdependence amongst societal agents.
TAF Foundation intends to bring/add `value’ to the lives of young men and women by engaging them in discourse that make them emotionally intelligent individuals, articulating apprehension(s), setting a personal course of action by putting theory into practice; thus, raising their self-belief and clarity on future course of personal action and providing them with skills that these individuals can use at every stage of their lives.
TAF Foundation will focus on three areas of organizational competence:

OUR VISION
To provide to the underserved segment of our society opportunities that would lead to upward mobility and economic security.
Critical Discourse
Improved Skills Sets
Conflict Resolution
Social Harmony
Positive Interdependence
Critical Consumers of Information and Critical Actors
OUR MISSION
To empower and enable individuals to pursue upward socio-economic mobility.
We believe that programs must be culturally sensitive and sustainable while underpinning societal needs.
EMPOWERMENT
An individual must be empowered and enabled to pursue upward mobility, in order to accomplish what they desire.
EMANCIPATION
We believe that programs must be culturally sensitive and sustainable while underpinning societal needs.
SELF–ACTUALIZATION
TAF Foundation is committed to the value of Self- Actualization and the opportunity to succeed in achieving our mission.
PHILOSOPHY
For TAF Foundation it is important to add value to individuals’ lives. This value needs to be above and over what a person is already seeking/receiving; and it needs to help an individual identify differently from the lot and provide opportunities to achieve more.
GOALS & OBJECTIVES
The goal of the Foundation is to “forge/establish partnerships with individuals and organizations to improve personal and professional outcomes for young men and women in urban centers of Pakistan”.
EDUCATION GOALS
To provide education and training to the underserved in order to develop their vocational and soft skills that creates opportunities for upward economic mobility. Sub Goal: To provide job placement for graduating workforce through the development of sustained employment channels.
HEALTH AND WELLBEING GOALS
To develop programs in order to effectively provide a platform for basic understanding of issues that affect well-being in both men and women. A preemptive approach can be introduced which aids in addressing potential physical and mental ailments affecting the lives of individuals in society.
SOCIAL CONSCIOUSNESS GOALS
Creation of programs which raise awareness of civic responsibility and cultural and religious understanding amongst various communities.
ACCREDITATION
Pakistan Centre for Philanthropy—PCP
PCP is a designated Certification Agency by the Federal Board of Revenue (FBR), Government of Pakistan. In accordance with the section 2(36) of Income Tax Ordinance, 2001, Non Profit Organizations working in Pakistan are required to seek approval of Commissioner Inland Revenue to be recognized as not for profit. TAF Foundation is a registered company under Section 42, is also accredited by the Pakistan Centre for Philanthropy.
STEVTA
Sindh Technical Education & Vocational Training Authority (STEVTA) is a government regulatory body for vocational training and technical education in Sindh. TAF Foundation for its TAFF-VTI project has successfully registered with STEVTA and is a recognized vocational training institute.
COMPANY INFORMATION
Founder & Patron
Mr. Pervaiz Abbassi (late)
Mrs. Askara Abbasi
Registered Office
505, 5th Floor, Business Centre,
Mumtaz Hassan Road
Karachi
Incorporation by SECP
Incorporated under Section 42 of the Companies Ordinance, 1984 (now Companies Act 2017)
Board of Directors
Mr. Syed Arshad Raza (Chairman)
Mr. Azfar Baig (Chief Executive Officer & Director)
Mrs. Uzma Abbasciy
Mrs. Samia Roomi
Director (TBA)
Director (TBA)
Bankers
Habib Bank Limited
United Bank Limited
Meezan Bank Limited
Operational Office
D-153, Block 5, Scheme 5, Clifton
Karachi
Website
www.taffoundation.org
Contact
Tel: (92-21) 35291216-7
OUR WORK

TAFF is currently engaged in several initiatives related to the TAFF mandate. Projects include an integrated Women’s Vocational Training Center providing training and placement in the Domestic Help industry where graduates of the initiative expect to be placed into employment at a premium salary approximately 30% over current market rate. Additional projects include initiatives aligned with various Corporate CSR measures focused on both social and economic upward mobility.
VOCATIONAL TRAINING INSTITUTE

For more information,
TAFF-VTI Information Pack
TAFF-VTI Placement Process
TAFF-Vocational Training Institute places marginalized women into sustainable, living-income employment. From 2017- 2018, TAFF graduates have experienced an average increase of over 700% in their monthly income, enabling them to move their children into private schooling, meet their monthly financial obligations, and retain a significant savings for their future.
TAF Foundation – Transforming society’s poverty to prosperity.
PROJECT BACKGROUND
TAF Foundation has recently established a demand-led Vocational Training Institute (VTI) for underprivileged women. The VTI is different to other VTI’s in that it will secure placement for its graduates at premium salaries.
Courses such as cooking/culinary management, housekeeping, elderly care, child care and other vocations are in high demand; yet a significant shortage of a qualified workforce exist to fill the same.
THE VTI PLAN
The three-tiered Vertical Partnership of the VTI is built around
1) Recruitment,
2) Training,
3) Placement
TAFF’s objective is to not simply provide the training but to ensure placement for graduates through our horizontally integrated partner value-chain.
Our graduates are anticipated to be placed into employment with premium remuneration, i.e., PKR 20K – 30K (vs. current rate of PKR 12-15K), along with becoming contracted employees of respective households, with contracts managed by the VTI’s Career Placement Center– essentially shifting the paradigm for domestic help in Pakistan.
PARTNER
Become one of our many partners committed to changing the status quo of our Pakistani fellows for the better. Help us empower them for a better life!

VOLUNTEER
Feel like you could help contribute to our mission and help us achieve our vision? We need people committed to making a change.

DONATIONS
Donations can be made to TAF Foundation via Cheque or Bank Transfer along with the email of info@taffoudnation.org .
Cheques to be made in favor of TAF Foundation
IBAN for bank transfer: PK32HABB0022747200082303
Habib Bank Ltd.
Telephone Directory and Address :
VISIT US
________________________________________
D-153, Block No. 5,
K.D.A. Scheme No. 5,
Clifton Karachi,
Pakistan.
CALL US
________________________________________
Telephone: (92 21) 3 529 1216-7
Phone: 0300-2523129
EMAIL US
________________________________________
info@taffoundation.org
TAF Blog :
ENVISIONING POWER AND RIGHTS FOR DOMESTIC WORKERS
Millions of men and women, including children around the world, are employed as laborers and domestic workers. They clean, cook, drive, care for children, look after elderly family members and perform other essential tasks for their employers. Despite their important role in society, they are often amongst the most exploited and abused workers in the world.
Domestic help in Pakistan earn a low wage, work volatile hours, receive few benefits and have little or no prospects for career growth. They are even often locked and bound to their workplace and are subject to emotional, physical and even sexual abuse. In 2016 we heard the terrible tale of Tayabba – an underage domestic worker who had been tortured at the home of a judge in Islamabad. In March 2017, two new cases of tortured female domestic workers, one in Multan and another one in Islamabad, were exposed. These are just some of the few cases highlighted in media recently- we all know that there are many more.
Domestic and labor work is physically and emotionally draining. Domestic workers are often imposed with tasks without their consent, such as staying late with little or no notice and sometimes without the extra pay. It takes body and soul to endure such a job. Domestic workers deserve respect, recognition and societal inclusion with labor protection laws that grant them a full set of basic human rights. We should work towards creating a just society for all domestic workers and laborers, where they are treated with dignity and justice, their rights are upheld, their contribution recognized, and their voices heard. They must be given overtime rate of pay for their added duties and skills along with rest periods, sick leaves and personal days. Furthermore, to envision a society where child domestic work is completely abolished, we must work towards providing education to those children rather than involving them in laborious work.
One of the main reasons for this form of employment being susceptible to exploitation is that this service largely remains to be in the informal sector. There are no written contracts and no fixed wage structures for full-time or live-in employees in this line of work. Neither are there are any job qualifications that a worker needs to obtain to enter into this job market. TAFF- Vocational Training Institute aims to change that through their ‘Cooking & Housekeeping’ course. Students who are enrolled in this course are given 3.5 months of training and are subsequently placed into employment through a legal contract that is facilitated by the TAFF-VTI placement center. The contract includes the number of hours, salary, probation and notice period, overtime clause and all other aspects of a standard employment contract. This contract ensures the rights of the employers and employees are protected under the law.
This is the first step in formalizing a very important yet so far neglected sector in Pakistan. TAF Foundation is committed to promoting and ensuring participation of skilled domestic workers in the labor market. Since they support us in keeping our households safe, immaculate and maintained, they deserve to have their fundamental human rights upheld by their employers and society.
CREATING A FEMALE SALES WORKFORCE
TAFF- Vocational Training Institutes’ new course: “Customer Service & Retail Sales” has opened doors for women in the customer care and sales’ workforce and allowed them to partake jobs in these fields. With the training of necessary skills relevant to the market, TAFF-VTI’s main objective is to enable our students to become skilled and competent enough to support themselves. Currently, in Pakistan, we mostly come across male employees working in sales. However, we believe that women deserve an equal opportunity and should also be trained for such jobs that are available in the market.
Everywhere else in the world, women are defying stereotypes by becoming a reckoning force in sales and marketing. Once a male-dominated sector, marketing is being taken by storm by some of the brightest female minds in sales. There is more female representation in top management positions than ever before. While the rest of the world is allowing women to rise and succeed in the sales workforce, it is essential for a developing country like Pakistan to give our women an equal opportunity as well. This has been made possible through TAFF-VTI’s new course, which enables our women to thrive in the sales field and become employable through professional and meticulous training sessions.
Some of the topics covered in the course include communication skills, understanding the organization/ products, making sales and providing assistance to customers. Along with that, students participate in personal grooming sessions and are also provided professional ethics guidelines to help them adjust to a professional environment. With a holistic understanding of how to become a successful customer care officer or a salesperson, women in Pakistan are finally given an opportunity to prove to our nation that they are as capable and competent to fit into a professional environment as our men.
WHY YOU SHOULD HIRE A TAFF-VTI CERTIFIED EMPLOYEE
TAFF- Vocational Training Institute (TAFF-VTI) aims to provide professional training to those candidates who successfully make it through our well-structured recruitment process. Once we have selected candidates with great vigilance, we put our students through rigorous training under highly qualified professionals. Our students receive practical as well as theoretical training in the core modules pertaining to their course. TAFF-VTI is currently offering training in ‘Cooking & Housekeeping’, ‘Elderly Care’ and ‘Customer Service & Retail Sales’. They are also taught secondary skills such as financial empowerment, legal empowerment, ethics, and professionalism thus fulfilling all the requirements that an employer is looking for. Once the training process is complete, it is our responsibility to place our certified candidates in safe and professional work environments where they would be treated with respect.
We have a mechanism set in place to ensure the safety of all our graduates which also protects their employers from any kind of exploitation. All TAFF-VTI graduates are placed into employment through a legal contract that is facilitated by the TAFF-VTI placement center. This is to ensure that both parties—the employers and the graduate, are aware of their rights and responsibilities. This systematic and legal approach between the two parties is nonexistent today in the informal sector jobs such as domestic help.
A TAFF graduates’ monthly salary varies between PKR 20,000-30,000, depending on the services required by their employer. Candidates who maintain 90 % attendance and meet a minimum of 80% grades or above are placed into the workforce. However, those who are below that mark are terminated from our program, as we like to maintain the quality and repute of our graduates.
Keeping in mind the high standards of our program, our graduates are on a fixed pay scale. Once our candidates have graduated and undergone rigorous training, they are instantly high in demand. Our main goal is to ensure that all placements include perks, such as employee benefits, as well as annual leaves (sick/casual). We also include the working hours in our contract, which are agreed upon between both the employer and the graduate following the labor laws of the country. With these terms and conditions set beforehand between the two parties, a professional relationship and an ethical standard of behavior is safeguarded.
Potential employers who are interested in hiring from TAFF-VTI can get in touch with us through our website (link provided below). Once we receive all the requirements from the employer’s end, we will set up an interview with three potential candidates that fit into the prerequisites. The hired employee will then sign a contract, which will include all the rules and regulations agreed upon between the two parties. We endeavor to provide the best experience for the employers by providing our highly qualified and trained graduates for their service.
Contact Us: https://www.taffoundation.org/contact-us/
HOW THE TAFF-VTI MODEL IS ERADICATING POVERTY
Majority of the people in Pakistan are living below the poverty line. These marginalized families are stuck in a vicious circle of poverty without access to quality education and so they have fewer chances of upward economic mobility. Additionally, they have lower rates of life expectancy, a higher percentage of health problems including high maternal mortality rates and malnutrition. Thus, sustainable income generation programs focused on education are important in developing countries like Pakistan.
However, in Pakistan, there are very few organizations which are working towards the eradication of poverty. TAF Foundation is one such organization that has taken up the task of eliminating poverty through education and skills by opening a first-of-its-kind vocational training institute in Pakistan for the marginalized women of Karachi. The aim is to empower these women to become catalysts of change in their own lives by enabling them to earn a living income.
The courses offered at TAFF- Vocational Training Institute (TAFF-VTI) are based on market demand so that each graduate has equal employment opportunities. This, in turn, would have a trickle-down effect of decreasing the rates of unemployment and poverty. TAFF-VTI trains females in three trades – ‘Cooking & Housekeeping’, ‘Elderly Care’ and ‘Customer Service & Retail Sales’. TAFF-VTI further ensures that these women are employed immediately after graduation at premium salaries that are well above the minimum wage.
This is a successful income generation model as every student that goes through TAFF-VTI becomes enabled and empowered to earn an income that helps them move out of the vicious poverty cycle. The TAFF-VTI model plays a vital role in shaping lives of these women and their families in such a great manner that leads them to become independent and self-sufficient, subsequently brightening the future for Pakistan.
HOW TO TREAT YOUR HOUSE HELP
Should I make the effort to be extra warm, or would they take advantage of our close-knit relationship to expect that I readily grant frequent monetary favors? And would the children understand if I had to lay her off when she practically raised them as a second mother? Maybe instead, I should keep her at an arm’s distance, acknowledge her presence and go about my work as she goes about hers. But, I must supervise; I must mentor so that things are done the way I want them to be done. Then again, I mustn’t be overbearing. She might find a better opportunity elsewhere. Should I increase her salary annually? Will she even last a year?
These are questions that every employer will almost always ask themselves when hiring house help; thoughts that would almost always cross their mind in some way or form. But depending on many things, the way in which everyone then treats their house help will differ. Everybody has their own rules, expectations, upbringing, ways of interacting and so forth. Therefore, the notion that there is one set way that everyone will treat one’s Help is presumptuous. However, one can attempt to take certain factors into account and advise people to perhaps follow them. There are certain do’s and don’ts that most of us could (hopefully) agree on.

Set reasonable expectations & be clear about them
Do not be inconspicuous about what you expect from your domestic help staff; make sure you communicate these to them. They can’t read minds, and neither should you expect them to. Furthermore, ensure that what you do expect is not totally ludicrous. They are there to work, yes, but if they use their phone to make a short phone call home once or twice a day, that should not be prohibited. They too have their own homes and families to worry about, and you should be understanding of that fact, letting this be shown to them. Besides that, what is expected should not be of superhuman proportions; they should not work beyond their physical ability, or for longer than 8 hours a day (or however long it is that employer and employee have contractually agreed upon). If, for example, you would like them to stay overtime on rare specific days, ask them! Do not demand this right off the bat, and definitely be transparent about your reasons for asking them to go the extra mile. Surely, in that case, they won’t even object or think it unfair, rather, they would be happy to help you out.

Feedback
Feedback is vital; the domestic help staff needs to know what they are doing wrong. As mentioned earlier, you cannot expect them to read your minds. If your Help is not carrying out the work in the manner you wanted, let them know so that they can learn from it and perform better in the future. Do not sit idly by, observe in disdain and then simply let them go. That is unfair because you did not give them the chance to better themselves. On the other hand, however, feedback is also given to let them know what they are doing right. It is so beneficial for employees to know that their work was appreciated; that they did what they were meant to do and that their employers are happy with them. Appraisal, appraisal, appraisal.

Trust in their ability & ways of working
Tied to the previous point is the existence of this trust in you, of your Help. Everybody has different techniques and has their own way of doing things. It may not be ideal in your eyes, but perhaps this works best for them. If in the end, the same result is achieved and no one is affected because of it, consider that to be okay for you to stand by without interfering just because you do not like their methods.

Incentives
Something like an extra day off here and there, a bonus, or even a treat out along with the family are just the kind of things that one underestimates, and can go a long way. It is truly disheartening (at least to me) when one sees a family enjoying a lovely fine-dining experience in a restaurant in the city, while the maid is made to hover around and tend to the toddler; she is not included. Everybody likes incentives to work and working for a reward so simple to give, is not too much to ask. It could give your Help exactly what they need in terms of recognition and motivation to work harder; to feel like they are a part of something.

Abuse: It needs to be addressed
Too many instances come to mind, with too many ways of practicing them. A lot of people believe that, simply because they can afford house Help, that they can afford to treat them like dirt. I am sure you readers have all witnessed occasions on which a friend or an acquaintance, or any odd person, has shocked you with the way they treat their Help. Perhaps even some of you yourselves are unknowingly (I hope it is unknowingly!) guilty of this. It may be what one says, but more often than not, it is how one chooses to say it. A tone of voice, body language and the lingering smell in the air of one’s supposed superiority, speaks volumes. One can be downright derogatory in one’s outlook and subsequently, actions. This is quite sad to see in today’s day and age, and one can only hope that all of us take notice of our own attitudes.
Help is not synonymous with slavery and people are free to easily take off and find work where they will be treated as equal human beings, not as objects devoid of feeling. When in doubt, “Treat people how you would like to be treated” is something that you can always go by.
TAF Foundation, under its Vocational Training Institute’s (TAFF-VTI) Cooking and Housekeeping course, has a process of not only vetting their graduates but also employers of those graduates. These women, who are working in this undocumented sector, are usually deprived of their basic rights granted according to the labor laws of Pakistan and face lack of courtesy extended as human beings. TAFF-VTI not only ensures all the basic rights of their graduates are defined in the contract signed with employers but also has an active complaint management system for employers to raise concerns with their employees if any.
1 What is the enrollment process for the students?
Answer: Please refer to TAFF-VTI Recruitment Insert.
2. How do you ensure that the right students are being enrolled in the program?
Answer: We enroll the students using a two-fold process. This process includes the prescreening and the interview. After they are shortlisted they go through a medical screening process. Finally, throughout the course of the 4-month program, students are closely observed and those falling short of professional standards of behaviour or the TAFF Code of Conduct are removed from the program.
3. How do you ensure that they are medically fit for the training?
Answer: The shortlisted candidates go through a basic medical screening. The medical tests screen for any communicable disease such as Hepatitis amongst others, in order to assure students may handle food items without being harmful to others.
4. How do you assess the progress of the students?
Answer: Candidates are assessed monthly through both practical and written exams. Additionally, attendance is noted along with student initiative, ability to learn quickly and student’s attitude. Record of each student is maintained throughout the program to follow student progress and ensure they meet the high-standards set by TAFF.
5. Do you provide any refresher courses to your graduate?
Answer: Yes, students are expected to attend four refresher courses a year provided free of cost to TAFF graduates. This is to ensure that the skills along with the institutes values are reiterated to TAFF graduates. Additionally, upskilling courses are available to employers who would like their employee to learn additional skills. Classes such as Italian Cuisine or Holiday Place Setting classes amongst others will be made available for employers or graduates seeking to upskill.
6. How is the curriculum designed for the training?
Answer: TAFF-VIT is a collaboration amongst industry leaders. Noted experts in the fields of cooking and housekeeping, among other upcoming courses, have designed and delivered the TAFF instructional course.
7. What is the ratio of the practical and theory during the program?
Answer: The ratio of practical to theory is 60 to 40. Students spend 60% of their time performing and being marked on what they have learned in their classrooms.
TAFF-VTI | FAQs:
8. How do I access the services of the graduates?
Answer: To avail the services of our graduates, a confidential online application form is available on the TAFF Website. You may access that application form once your HR department provides you with a special access code developed specifically for your company. Once the application is filled, a step-by step guide will walk you through the rest of the process.
9. What is the cost structure?
Answer: The cost structure ranges from PKR 25,000 to PKR 35,000; depending on the services requested. The rates are non-negotiable and are written into the job contract.
10. What if I am not satisfied and want a replacement of domestic helper.
Answer: Contact TAFF-VTI’s placement center. We will evaluate your concerns and then address them appropriately. If required, the employer will be facilitated with a replacement as per the availability in our pool of graduates.
11. Is there a fee for replacement?
Answer: No there is no fee for replacement if TAFF finds the graduate to be conducting themselves below TAFF-VTI’s quality standards or the graduate’s sudden inability to stay in employment, i.e. maternity.
12. Is this service available nationwide?
Answer: Currently the services are available in Karachi only but the program expects to expand to major cities.
13. How do I enroll to become a member?
Answer: Please refer to TAFF-VTI How Do I Sign Up.
14. What is minimum time period for a contract to be signed?

Answer: The minimum time period for the contract to be signed is one year.
15. How can I become a part of your program to make a difference? Answer: You may become a part of the program through Corporate Membership.
16. Does TAFF-VTI conduct criminal background checks?
Answer:Like any educational institute, the TAFF-VTI is an educational institute and does not conduct criminal background checks of its students. The TAFF-VTI does however maintain a record of the students’ NIC cards, family information, and medical history as a part of its prescreening process. If a potential employer would like to conduct a criminal background check of a potential employee, TAFF-VTI will provide all relevant information to facilitate said check at the expense of the employer.
17. Does TAFF-VTI accept any liability in case of theft or other mishaps? Answer: TAFF-VTI graduates are alumni from the TAFF-VTI, meaning they are TAFF-VTI graduates and no other relationship exists between the student and Institute. Thus any contract of employment is signed between the employer and employee only, and not the TAFF training Institute. TAFF-VTI’s role is to educate and qualify its graduates, and to create channels for placement similar to any college or university. Introducing TAFF-VTI graduates to the market and vice versa is a service facilitated by TAFF-VTI to channel graduates to relevant employers who would not be connected otherwise.
18. Does TAFF-VTI support continuous education? Answer: TAFF-VTI strongly supports continuous education and, as a part of the employment contract, expects employers to send TAFF -VTI graduates to TAFF-VTI premises for one-day session each quarter. This will facilitate in upskilling the graduates in order to better service their employers.
19. How many replacements am I eligible for through your program? Answer: You are eligible for a maximum of 2 replacements. These replacements are to be requested during the 3 months’ probation period of the contract signed with our graduate.
20. What is the process if I do not want to carry on with your service? Answer: You are eligible for a refund of 50% of your placement fee if you are not satisfied with our service after 2 replacements. Request for refund should be submitted via email at info@taffoundation.org.
1. I already have a house maid, why engage a House Manager at higher pay?
Answer: TAFF House Managers are trained in both cooking and housekeeping unlike a current housemaid who likely has no training in the trade and limited exposure. TAFF graduates are professional housekeepers and cooks trained as per international standards to manage and maintain the homes of individuals seeking a higher standard of house management and support. This program is particularly valuable for dual-income households, single working parents and other professionals with limited time to micro-manage the domestic staff.
2. Will the House Manager work in the same way as a house maid? Do I need to arrange additional equipment (washing machines, vacuum, etc.) for her? Answer: TAFF graduates are trained to use modern technologies and household products which are often the preferred means of maintaining household furniture and other items. The TAFF housekeeper are professionally trained housekeepers to know the differences amongst various cleaning products available for different surfaces such as wood, glass, tiles, carpets and draperies.
3. The structure seems very formalized. Does this mean I have more liability as an employer? Answer: Yes. You would have the same liability to your employee which you would expect your employer should have to you. The relationship between employer and TAFF graduate employee is a professional relationship aimed to safeguard the interest of both parties.
4. What happens when either one of us wants to end the arrangement? Answer: A thirty-day termination clause will be included into the standard employment contract. Thirty days’ notice to the employee or one month’s salary in lieu of notice period will be required.
5. Can responsibilities be added on once the House Manager starts or does everything have to be clear before hiring? Answer: As long as those responsibilities are deemed typical to the work already hired for, those responsibilities may be included into a job description. Any substantive change to the contract midway through would be deemed an amendment to the contract and will be required to be placed into writing and attached to the original contract. Professional behavior is expected on the part of both the employer or employee.
TAFF-VTI | PLACEMENT FAQs:
6. I expect complete child care from my House Manager, will she be able to provide this? Answer: Currently, TAFF-VTI graduates are not trained in child care however this training will come into effect within the year. The House Manager may be able to assist based on her own child-rearing experience but this should be discussed and agreed upon prior to confirming employment.
7. Will a replacement be available when my House Manager takes time off? Answer: TAFF-VTI is currently developing a substitute House Manager service that will be available to employers at a daily rate in the event their current House Manager exercises their leave privilege and a fill in is required.
8. What if I do not have living space available for a full-time House Manager? Can there be a part time arrangement in this case? Answer: Full -time House Managers will not require living space as work days are 10 hours long and the House Manager will be commuting to and from her own home.
9. Will the team match the manager with my requirements or can I choose the final candidate? Answer: TAFF will prescreen candidates on behalf of the potential employer and provide a short-listed of candidates from which to interview and hire.
10. Do I have to pay anything to avail this service? Answer: Yes, you will have to make a onetime one month agreed salary to TAFF to avail this service.