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Anonymous wrote:I think they may say to you that they only need you the hours their kids are in school. That is perfectly reasonable. They are currently paying you for 6 hours a week where you do some housekeeping for them and even that was a struggle on both of your part; once it's ~15-20 hours a week (assuming halfday preschool is 3-4 hours?), there is simply no way they're going to keep employing you for the same number of hours ESPECIALLY if you refuse to do housekeeping as requested. If you really think housekeeping is beneath you, then I think you're looking at a part time gig or a new job.
I'm sorry, what exactly is OP NOT doing that covers housekeeping? She posted:
make sure the house is nice and tidy when my day ends, empty and reload the dishwasher, do at least two loads of clothes daily, clean the main bath weekly, make all beds daily, clean kitchen which includes wiping counters and sweeping floor daily, mop kitchen weekly, vacuum main living areas twice a week, changes bedsheets weekly, straighten pantry weekly, clean playroom daily, organize and straighten kids clothes weekly, and wash windows weekly.
I guess she could clean ALL the bathrooms and also vacuum the whole house, but...
PP, 10 regularly scheduled hours a week all summer long to do an activity is hardly a play date. At least, not according to my definition of the term...
As PP said, there will always be applicants for any nanny job at any level of pay. The nanny who sets her rate high has to be prepared to show she is worth that rate, and the parents need to be willing to pay that rate. It's not too complex.
And if more nannies refused to work for less than $10/hour, parents might eventually realize they can't get even less-than-acceptable nanny care for that amount, and rates might then rise across the board.
And if more nannies refused to work for less than $10/hour, parents might eventually realize they can't get even less-than-acceptable nanny care for that amount, and rates might then rise across the board.
OP, for 10 hours a week, (active or passive supervision plus getting kids ready and into/out of pool and their clothes), Charge the other family $100 - 125, drop the current families rates for those 10 hours by no more than $3 IF they ask you to, and you'll gross $70 - 95 for the work each week.
Anonymous wrote:I don't allow the nanny to use cell phones at all, emergency or not (because to a nanny anything can be an emergency to call her friends, even "omg I forgot to tell Charlotte to pick up a burrito for me this evening!"). If there was a true emergency she is allowed to use the home phone to call 911. I check the statement monthly to see if she has made any calls (since we don't use the home phone almost ever.)
If she was out and about she could ask a bystander to use their phone to dial 911.
Do you frisk your nanny when she comes to work each day?
Anonymous wrote:Anonymous wrote:Honest question, no snark intended: what would you prefer her response be instead of "I know."?
Same question to the second scenario. What are your expectations? What do you want her to say?
I would expect her to act interested in sharing information/stories about the thing the two of them have in common: her charge. That's not micromanaging; it's relating to another person who presumably shares your interest in something. A comment or two about what the child did over the weekend should be met with, at the very least, polite interest from someone who presumably cares about that child.
Yes, but if OP is "reminding" nanny about mundane stuff ****that nanny already does effectively and efficiently****, I think the best response she can hope for is, "OK, I will."
Let's think about this issue with a MB being "reminded" to do her job.
Boss: "MB, I just wanted to remind you to get those weekly reports in by Friday. Oh, and make sure the monthly expense summaries are in by the end of the month too!"
MB <seething with resentment, because for 18 months she has managed to get the weekly/monthly stuff submitted at or even before deadline, even when Boss is away and cannot "remind" her>: "I know." vs. "OK, I will."
Anonymous wrote:We have 2 kids in daycare but are considering moving to a nanny for convenience reasons. We would definitely need someone for at least 50 hours/week. I would like to pay a slightly over-market salary in exchange for not having to worry about tracking hours and figuring out overtime, and we would commit to not exceeding a certain number of hours per week, say, 60. We are not trying to cheap out here, quite the contrary. I am interested in paying more to not have to nickel and dime individual hours. Assuming I can get the numbers right to make this appealing for a nanny, do you think one would go for it? I've never heard of it being done this way, but I would think a nanny might appreciate this too. After all, there will be weeks when we're below 50-60 hrs and we would pay vacation of course.
To avoid any appearance of illegal pay methods if you are ever taken to the state wage and labor board, you MUST pay nanny an hourly wage. It is, however, quite easy to figure out how to do that.
-Determine how many hours you want nanny to keep open for your use each week. ****Let's say 60, so that you have the time cushion you want.
-Determine your budget for childcare. ****Let's say $75,000/year
-Figure out the weekly cost of your budget. ****$1440/week
-Take about 15% off the top of that for your share of employment taxes and fees for a nanny tax company. ****1440 - 216 = 1224/week
-Divide the weekly gross wage by your total number of needed hours. ****40 at regular rate + 20 at time-and-a-half = 70 hours, divided into 1224 = $17.48/hour, $26.22 OT rate
-Guarantee nanny pay for 60 hours a week 52 weeks a year.
Write up the wages in your contract as: "Nanny will work from 7 am - 7 pm Monday - Friday, for a total of 60 hours worked per week. Nanny will earn $17.48 for the first 40 hours of work, and $26.22 for the 20 hours of overtime. Nanny is guaranteed her full weekly gross wages of $1223.60 52 weeks of the year as long as she is available to work outside of the 15 days of PTO nanny is given for each employment year."
And OP, the easiest way to keep nanny happy is to let her off early on occasion, especially if she is working a 60 hour/week schedule. So if you are home and settled in at 6:30, thank nanny and tell her to have a good night.
Oh, and if your childcare budget isn't getting you the quality of nanny candidates you want, push the wage offered up and see if you attract better people. As a disclaimer, even not knowing where you live and what sort of candidate you seek, I would guess $1200+/week will get you some great candidates.
While the idea above has some merit, I would be pretty suspicious if my employers suddenly asked if they could cover my car insurance through a company I know tracks driving.
I would either politely decline, or ask why they wish to make that offer, and if they have some concern about my driving.
I would either politely decline, or ask why they wish to make that offer, and if they have some concern about my driving.
OP, is this your first baby? If so, I would consider why you want to hire a night nanny/NCS. Do you want someone who can help you through the transitions to parenthood, by teaching you how to care for baby, and being a guide? Or do you simply want someone to take over the night shift so you can sleep?
If you want experience and expertise, check references carefully and hire the best (able and willing to "teach" parenting hacks and newborn care, able to explain "Why?" she does XYZ...) teacher of the candidates regardless of personality click.
If you want night time relief only, check references carefully and hire whoever you will be happiest to see each night.
And the candidate you prefer might just be the best choice! If she is someone you are willing to learn from, and her references state she is a terrific newborn care educator, go with her.
If you want experience and expertise, check references carefully and hire the best (able and willing to "teach" parenting hacks and newborn care, able to explain "Why?" she does XYZ...) teacher of the candidates regardless of personality click.
If you want night time relief only, check references carefully and hire whoever you will be happiest to see each night.
And the candidate you prefer might just be the best choice! If she is someone you are willing to learn from, and her references state she is a terrific newborn care educator, go with her.
Will you have the 3.5 year old at all normally? For example will you be doing drop-off/pick-up at school?
I would charge the 2 child family 65 - 75% of your 2 child rate, depending on how often you will have the 3.5 yo in your care. I would then charge the other family 60 - 70% of your single child rate.
So if your 2 kid rate is $16/hour, charge that family between $11 - $12/hour, and if your 1 kid rate is $14/hour, charge the second family around $8 - 9/hour for share time. Then charge each family your standard rate if you are caring ONLY for 1 set of kid(s) at any point.
I would charge the 2 child family 65 - 75% of your 2 child rate, depending on how often you will have the 3.5 yo in your care. I would then charge the other family 60 - 70% of your single child rate.
So if your 2 kid rate is $16/hour, charge that family between $11 - $12/hour, and if your 1 kid rate is $14/hour, charge the second family around $8 - 9/hour for share time. Then charge each family your standard rate if you are caring ONLY for 1 set of kid(s) at any point.
1. What is the best way to keep the lines of communication open? Does a weekly sit down help?
Yes, a weekly sit-down is great, and don't let it fall by the wayside 6/12/18 months into the relationship. Another good thing to do is pay attention to how nanny communicates, and accept that her style is what it is - being told you are a poor communicator is no fun at all, and will make nanny reluctant to discuss anything.
2. How do you keep track of hours? Does your nanny record them and report them to you or is that an employer responsibility?
If nanny doesn't have set and guaranteed hours, then you do need to record them, and a paper calendar is a great way to do that. I'd suggest you and nanny each keep records, so that any mistakes can be dealt with easily.
3. What are ways to create the best work environment? Are there any little perks that make a work environment particularly appealing?
Find out what she likes to drink, and keep it on hand for her. If she will be providing her own food, make sure there is space for her to use in the frig/cabinets/pantry. If you choose to offer to provide food for her, tell her to add it to the grocery list. Say "Good Morning", and thank her at the end of the day.
4. How do you handle petty cash? Do you just stick an envelope in a drawer somewhere and periodically refresh it?
It depends how much money she will be spending for you. If she is only paying for the occasional outing/snack/errand, have a cash envelope that you check and refill frequently. She leaves change/receipts for you. If she will be doing a little more spending, like occasional errands, a refillable Visa/MC/Amex gift card is a good choice, and she will again leave receipts for you. If she will be doing household management level spending (groceries, kid clothes, classes, etc.), a credit card linked to your card is a good choice, or a debit card linked to a checking account that you add money to as needed.
Yes, a weekly sit-down is great, and don't let it fall by the wayside 6/12/18 months into the relationship. Another good thing to do is pay attention to how nanny communicates, and accept that her style is what it is - being told you are a poor communicator is no fun at all, and will make nanny reluctant to discuss anything.
2. How do you keep track of hours? Does your nanny record them and report them to you or is that an employer responsibility?
If nanny doesn't have set and guaranteed hours, then you do need to record them, and a paper calendar is a great way to do that. I'd suggest you and nanny each keep records, so that any mistakes can be dealt with easily.
3. What are ways to create the best work environment? Are there any little perks that make a work environment particularly appealing?
Find out what she likes to drink, and keep it on hand for her. If she will be providing her own food, make sure there is space for her to use in the frig/cabinets/pantry. If you choose to offer to provide food for her, tell her to add it to the grocery list. Say "Good Morning", and thank her at the end of the day.
4. How do you handle petty cash? Do you just stick an envelope in a drawer somewhere and periodically refresh it?
It depends how much money she will be spending for you. If she is only paying for the occasional outing/snack/errand, have a cash envelope that you check and refill frequently. She leaves change/receipts for you. If she will be doing a little more spending, like occasional errands, a refillable Visa/MC/Amex gift card is a good choice, and she will again leave receipts for you. If she will be doing household management level spending (groceries, kid clothes, classes, etc.), a credit card linked to your card is a good choice, or a debit card linked to a checking account that you add money to as needed.
How old is the second family's child?
Anonymous wrote:I'm sorry, I've been laughing and laughing as I read this. As a live-in nanny, I assume that I do some housekeeping as part of the household. I don't do full housekeeping unless it's spelled out in the contract. I had a position which included homeschooling 7 children (2 to 14 at start). I got up and around by 6.45am to get them up starting at 7 (shifts to use one bathroom, last child up at 7.30), kids started chores or helping with breakfast as soon as they were ready for the day, breakfast on the table by 8.15am, school from 9 to 11, lunch break and chore time from 11 to 1, school from 1 to 3, chores should be done by then other than dinner help and dishes afterwards, so kids played, read, ran around outside, went to the park, etc. We did switch it up for a while, went to the park (water section) from 1 to 3, then did school from 3 to 5, then dinner, but that was so that the kids wouldn't have to deal with bigger kids pushing three three youngest out of the way. Bedtimes were staggered starting at 7.30 and last one at 10, I did homeschool prep til about midnight, sometimes 1. With 7 kids and the 2/3 year old not wanting to nap? A nanny doesn't need a break if she's comfortable without it. Running around after kids is fun, if it isn't, she shouldn't be a nanny.
I hope you were paid a s#!+ ton of money for working almost 18 hours a day!
Anonymous wrote:Anonymous wrote:Anonymous wrote:similar to 15:21.
we've cover all travel, food (with us) and lodging expenses and pay her normal weekly rate (say $18/hr *40hours).
She usually works close to the 40 hours, some day, some evening.
The food, plane ticket, and other costs get very expensive when bringing a nanny.
I would NEVER pay the nanny extra on top of that. I just wouldn't bring her
What's the benefit to your nanny?
Unless it's some place exotic.
yes, it's usually a beach or Disney or somewhere fun. It's always her choice if she cares to join us, but if she does not, it will count as one (of her 2) paid vacation weeks
If a penalty is attached, that makes it a fairly easy "choice", doesn't it. Don't go and then be unable to pay your bills that month, or go and work while your employers enjoy THEIR vacation. That's not a "benefit" to your nanny, that's just making her leave her home for a week to continue to do her job under more difficult circumstances.
The only people who "benefit" when nanny joins her employers on vacation are the employers.
Anonymous wrote:We have school-age children so our full time nanny works several hours per day (15 hours per week) without the kids, doing things like kids' laundry, grocery shopping, cooking, etc.
When we recently went on vacation for a week, we suggested that she should come in one day while we were away to organize the kids' room, stock the kitchen pantry, etc. -- that we'd give the rest of the week off (4 days). However, she behaved like the suggestion was exploitative and refused to come in since we were away.
We already give three paid weeks of vacation a year at her discretion, so asking her to come in one day while we were away to do her regular non childcare duties did not seem unreasonable.
I know regular nannies get paid time off when their employers are away, but since her formal duties include work when the kids are at school, it felt appropriate to ask her to do some household duties.
What's the norm for those who employ nannies/household managers?
Thanks.
If you were asking her to do jobs that fall within her sphere of responsibility, and you suggested she come in one day while you were gone when you told her you were going out of town, I think your nanny did make a mistake in acting out the way she did.
However, if you asked her the week before you left, when she might have already made plans for her time off that she couldn't change, then you need to give more notice in the future. That said, I don't treat "extra" PTO as my time to head out on a trip. I might make plans, but nothing I couldn't abandon if my NF ended up needing me to work.
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