Then, assuming that you do not have a written contract that contains a future termination date of employment more than one month after the commencement date of the contract, then the caregiver is an "at will" employee, and you can terminate the employee with only one day's notice.
Concerning the meals and lodging agreement, if the agreement is part of the employment relationship, and there is no independent rental lease, then the lodging terminates with the employment, and the employee must vacate immediately.
If the employee does not vacate immediately, then you can immediately file a lawsuit for unlawful detainer and once you obtain judgment, the sheriff will remove the former employee.
, however, physically remove the former employee on your own. If you attempt to do so and the employee calls the police/sheriff, you will be arrested for breach of the peace.
All of this can get extremely messy and very
expensive. A landlord-tenant attorney will cost you at least $5,000 to force the employee to move, and this is not small claims court. Unlawful detainer court is complicated.
So, you may want to tell the employee that things are not working out, and that if he/she vacates the premises by day X (maybe two weeks), you will continue to pay wages up until that date. The reason for this is that by paying wages, you will avoid having the employee found to be a tenant, which can make it even more expensive to remove him/her. Ideally, you want wages and the living arrangment to end on the same day.
Hope this helps.
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