Write an article based on this "Build a relationship with the relevant government agencies. Research the licensing process in your location. Identify relevant federal, state, and local regulations. Apply for non-profit status and obtain insurance. Prepare to become an employer."
In the U.S. at least, if you want your group home to succeed, you need the supervisory local and state (and perhaps federal) agencies to be "on your side." Without active government support, you will struggle to find residents, keep abreast of licensing rules and regulations, and get the proper financial reimbursements for your work. In California, for example, a group home for children must have the written support of the host county (among other requirements) to be eligible for essential reimbursement funding via the AFDC-FC program. Connecticut, as another representative example, has regulations for group homes covering areas ranging from telephone service to clean bathrooms. You are likely to need all the help you can get in navigating through the red tape necessary to start a group home. It is difficult to be anything but general here, because every U.S. state (and possibly even county) has its own licensing procedures for starting and operating a group home. You will need to be proactive in ensuring that you complete all the necessary steps. Just to name a few of the multitude of examples: In California, group homes for children are licensed by the state Department of Social Services (CDSS). In Florida, the Department of Health provides information but not licensing for group homes; that responsibility lies (depending on the nature of the facility) with either the Agency for Health Care Administration or the Department of Children and Families (DCF). In Connecticut, the Department of Developmental Services (formerly the Department of Mental Retardation) handles licensing for group homes for the mentally disabled. State licensing for your facility is likely only the start of the process. You may need to be personally licensed as a Certified Administrator of Group Homes, for instance. Do you know the requirements for health and food inspections in Florida? Or fire marshal's certification in Connecticut? Or first aid / CPR training requirements for your employees, regardless of where you are located? And what kind of business permits do you need? It can seem like an endless maze of bureaucracy. Start by contacting your local (such as county) department of health, or human services, or social services, or whatever other unit seems most likely to deal with the operation of group homes in your area. Step up to the state and federal levels as warranted. Ask lots of questions, and be very patient. Remember why you want to render this valuable service to your community. It can never hurt to solicit guidance from existing group home operators as well. Depending upon your location, one or both of these may not be legally necessary, but they are essential steps nonetheless. Take every opportunity to protect the time, effort, and money you are investing in your group home. Unfortunately but not surprisingly, establishing non-profit status in the U.S. is not a quick and easy process. You need to create a corporate entity by filing Articles of Incorporation with your state, then begin work on the lengthy Form 1023 provided by the IRS, then, if approved, circle back to the state level to ensure your exemption from state taxation. You may find it beneficial to hire an attorney well-versed in this process. Check to determine whether your state requires insurance coverage for your group home, but make sure you obtain sufficient insurance covering liability, fire, and theft, among other areas. No matter the size of your planned group home, you're going to need to hire some help. Before actually engaging in the hiring process, though, it is advisable to "put your ducks in a row" regarding the various forms and requirements. This SBA article and this IRS publication are good starting points regarding the paperwork and recordkeeping required to hire an employee in the U.S. The many requirements include: Completing Form I-9, which verifies an employee's eligibility to work in the U.S. Providing Form W-4, which determines federal tax withholding for each employee. Determining your individual state's requirements regarding new hire reporting, tax reporting, and worker's compensation insurance. Establishing a functional record-keeping operation so you can keep track of your many responsibilities as an employer.