Outrageous parents!!!
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Anonymous
Clearly you are a troll. She has right to comment whatever she wants!! |
Anonymous
Not a troll, and everyone has a right to an opinion |
Anonymous
Than why doesn't the original poster?? |
Anonymous
Where in my post does it say the OP does not have a right to an opinion? I can disagree with them and yes I think it is bad form to always come on here and bad mouth positions that are posted, it does not make you look any better |
Anonymous
Oh but it's okay to bash nanny 24/7?? |
Anonymous
| that's standard nanny pay here in orlando! |
Anonymous
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Anonymous
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I am flabbergasted. I interviewed with a family last Friday, phone interview, only 5 minutes, but I assumed it was the initial cut only, just the basics. Second interview was Monday, 5 minutes on skype. Not a problem, I figured that they were basically verifying that I'm female and not horrendously obese, personable, etc. I expected that we would do another interview, longer obviously, to discuss all the particulars of their position, they would ask follow up questions, and I would have a chance to ask my questions (I haven't had a chance to do so, so far). I'm out of state, looking for live-in positions, so I frequently don't do in person interviews, so it didn't raise any red flags when they hadn't asked for one. Today, I got a call offering me the job.
I've only messaged back and forth twice with them, both times to set the interviews, the only contact has been an application and two very short interviews, yet they offered me the position? I asked if they had requested to view the background check on file, but they aren't interested. They also aren't interested in talking to my references, or even talking more with me! Who does this? I understand that finding care for 6 kids, two with high functioning special needs isn't easy, but I would have thought that they'd be more careful! And my gut is saying to decline the offer, even though it's about $1k/week for about 40 hours, because I don't know anything about them. |
Anonymous
| Isn't it normal to pay less for live-in, because you get room and board? Just wondering ... I've never had a live-in but have considered it. Don't know what a fair rate for a live-in would be, though. |
Anonymous
If you don't *need* a live-in, but offer it as an option to candidates, yes, the rate can be lower because you can deduct fair market value for room and board (no utilities or anything else deducted). If you need a live-in nanny due to flexible schedule, overnights, etc., you are not allowed to deduct room or board as living in your home is part of the job requirements. |
Anonymous
| I have a live in nanny I pay slightly less than $10/ hour. But that accounts for the fact that I cover pretty much all of her non-personal expenses. Her only bills are her car, some gas (I pay mileage for stuff she does for us), and her cell phone. |
Anonymous
What do you mean by "not allowed"? By whom? Is there a law regarding this you can cite? I've never seen any such law. |
Anonymous
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http://www.irs.gov/irb/2007-41_IRB/ar07.html
The employer may deduct (from their own taxes) the increase caused by a household employee's room and board. I'm looking for another link, I forgot where it is. But last I knew, the IRS takes a dim view of someone charging for something which they may take as a deduction.. |
Anonymous
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The costs of furnishing items to employees that are primarily for the benefit or convenience of the employer are not recognized as “reasonable.” They can never qualify as “section 3(m) facilities” and may not, therefore, be counted as a part of wages statutorily due. Consequently, if an employee returns to the employer (or to someone else on the employer’s behalf) any part of his or her wage entitlements due (whether returned in cash or in other than cash — e.g., tools or equipment), violations result. Violations occur in two ways: (1) directly, when an employer deducts from an employee’s pay the cost of furnishing the employee a non-3(m) item; or (2) indirectly, when the employee must incur out-of-pocket expenses to buy the item and the employer fails to reimburse the employee for the outlay. See Regulations, 29 CFR §§531.3(d)(1) and (3), 531.32(c), and 531.35.
http://www.dol.gov/whd/opinion/FLSA/2001/2001_02_16_7_FLSA.htm If the nanny is living in due to *employer's* needs/desire (surgeon frequently on call, shift work that would mean nanny would need to be there too early or late to find someone adequate that would take the hours, etc.) Q. How will this effect live-in care givers who receive room and board as part of their compensation? A. The FLSA allows an employer to count as part of wages the reasonable cost or fair value of furnishing an employee with board, lodging, or other facilities under certain circumstances. Specifically, employers may only count the reasonable cost or fair value of lodging as part of their minimum wage obligation to live-in domestic service employees if: 1) Employees voluntarily accept the lodging; 2) Lodging is furnished in compliance with any applicable federal, state, or local law; 3) Lodging is primarily for the benefit of the employee; 4) Employers maintain accurate records of costs incurred in furnishing the lodging; and 5) The credit claimed does not exceed the reasonable cost or fair value of the lodging furnished. http://www.dol.gov/whd/homecare/qa.htm#livein3 Wages. Figure federal income tax withholding on both cash and noncash wages you pay. Measure wages you pay in any form other than cash by the fair market value of the noncash item. Do not count as wages any of the following items. Meals provided to your employee at your home for your convenience. Lodging provided to your employee at your home for your convenience and as a condition of employment. http://www.irs.gov/publications/p926/ar02.html I knew I had it somewhere, just took me a few minutes to find it. |
Anonymous
Obvious scam. |