ISO advice re nanny share minimum wage

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:10:14 doesn't know the law. Period.

Please refer to the actual law at:

https://www.osha.gov/pls/epub/wageindex.download?p_file=F8764/wh1057.pdf


Specifically the portion that states: "In discharging the joint obligation each employer may, of course, take credit toward minimum wage and overtime requirements for all
payments made to the employee by the other joint employer or employers."

You wanting the law to say a certain something isn't proof of anything.

Please explain how both employers of the nanny are "acting completely independent of each other", if one employer is showing up in the private residence of the other employer, to drop off their child?

What makes you think they need to act independent of each other?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:10:14 doesn't know the law. Period.

Please refer to the actual law at:

https://www.osha.gov/pls/epub/wageindex.download?p_file=F8764/wh1057.pdf


Specifically the portion that states: "In discharging the joint obligation each employer may, of course, take credit toward minimum wage and overtime requirements for all
payments made to the employee by the other joint employer or employers."

You wanting the law to say a certain something isn't proof of anything.

Please explain how both employers of the nanny are "acting completely independent of each other", if one employer is showing up in the private residence of the other employer, to drop off their child?

What makes you think they need to act independent of each other?

If you follow the above link, you may read the actual law, if you so desire.

[Anonymous]

I HAVE read it; I posted it here for your benefit and for the benefit of others who may think each employer in the share owe at least a minimum wage. They don't. Only the total rate counts.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:10:14 doesn't know the law. Period.

Please refer to the actual law at:

https://www.osha.gov/pls/epub/wageindex.download?p_file=F8764/wh1057.pdf


Specifically the portion that states: "In discharging the joint obligation each employer may, of course, take credit toward minimum wage and overtime requirements for all
payments made to the employee by the other joint employer or employers."

You wanting the law to say a certain something isn't proof of anything.

Please explain how both employers of the nanny are "acting completely independent of each other", if one employer is showing up in the private residence of the other employer, to drop off their child?

Anyone?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:10:14 doesn't know the law. Period.

Please refer to the actual law at:

https://www.osha.gov/pls/epub/wageindex.download?p_file=F8764/wh1057.pdf


Specifically the portion that states: "In discharging the joint obligation each employer may, of course, take credit toward minimum wage and overtime requirements for all
payments made to the employee by the other joint employer or employers."

You wanting the law to say a certain something isn't proof of anything.

Please explain how both employers of the nanny are "acting completely independent of each other", if one employer is showing up in the private residence of the other employer, to drop off their child?

Anyone?

Please read it more carefully. It states if the employers are acting completely independently of each other, each may ignore the hours worked for the other for purposes of overtime. If they are not completely independent a joint employer relationship is assumed and the law applies. I think you have it backwards.

[Anonymous]

It doesn't appear that nanny share employers are in compliance with the law. We'll just have to wait and see when one of them is sued for non-compliance, and how the court responds.

[Anonymous]

The law doesn't allow you to pick and choose which parts you like, and ignore the parts that don't suit your financial goals.

[Anonymous]

I posted it here for your benefit and for the benefit of others who may think each employer in the share owe at least a minimum wage. They don't. Only the total rate counts.

Thank you for posting this. Are most nannies as deceitful as the ones posting on this board? I get the feeling that they are not as dumb as they pretend to be and are trying to intentionally mislead people.

[Anonymous]

11:09 - this is likely not very relevant right now for most shares. However if it were the case that each employer had to pay min wage (so a share nanny was legally required to make double min wage which again is plain nuts) then it would be an issue moving fwd when min wage rates hike hugely.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Google joint employment relationship. Basically if the work done for two employers is not completely disassociated, it is considered joint employment. Each employer can may take credit towards discharging the minimum wage obligation from the other employers payment. However, this law also provides protection for the employee as work done for each employer must both count towards OT requirements.

Uninsured nanny gets injured on a walk with the kids of two families. Whose disability insurance pays? Both of yours?

Funny how suddenly no one knows the law anymore.

[Anonymous]

Uninsured nanny gets injured on a walk with the kids of two families. Whose disability insurance pays? Both of yours?

Sigh. Its workers compensation not disability insurance. A file is made against each employers workers comp and each covers half. Again not complicated.

[Anonymous]

I've been told by two of the big Household Tax Service companies that each employer in a nanny share must pay at least minimum wage. I can't say that they are for sure correct, but it does seem like they have a better grasp on household employment law than most.

[Anonymous]

If you have such faith in the big Household Tax Service companies, why not name them so interested parties can verify what you say?

[Anonymous]

Anonymous wrote:I've been told by two of the big Household Tax Service companies that each employer in a nanny share must pay at least minimum wage. I can't say that they are for sure correct, but it does seem like they have a better grasp on household employment law than most.

HomeWorks Solutions people told me the opposite, only the total rate counts.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I've been told by two of the big Household Tax Service companies that each employer in a nanny share must pay at least minimum wage. I can't say that they are for sure correct, but it does seem like they have a better grasp on household employment law than most.

HomeWorks Solutions people told me the opposite, only the total rate counts.

Someone already posted a link to the actual law so we already know the answer. Homeworks solutions was correct. The other ones were wrong and I'd be concerned about any other advice they've given you as well.