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Because it's the legal thing to do, and because you don't want a pissed off nanny exposing your illegal pay arrangement to anyone. Yep, she might have to pay penalties, but you would pay a hell of a lot to the tax man.
Paying nanny legally saves you grief in the long run.
Paying nanny legally saves you grief in the long run.
Anonymous wrote:
1. Is a nanny share better for my situation? Or is it just a hassle dealing with another family?
I would not try to do a share, simply because of your time frame. Now, if you are open to continuing nanny care instead of daycare if you find an amazing nanny, you might look into a share, but that is another whole topic!
2. What do I do about my dog? He's a 70lb pain in the ass.
Doggie daycare? Find a nanny who loves dogs? Figure out a way to keep dog and baby/nanny separated during work day?
3. How do I get a background check done, how much does it cost, how long does it take?
One of the nanny tax companies, HomeWork Solutions would likely have some info for you on this. Do NOT accept the "background checks" care and sittercity offer - they are worthless.
4. Does the nanny hand me a boilerplate contract or do I need to provide it?
It depends on the nanny. It's a good plan to have something typed up and then you can work together to meld your contracts into a mutually agreeable form.
5. Do I reimburse any mileage? where would the nanny go with a 3 month - 9 month old? being alone for 10 hours a day with an infant seems cruel
Yes, at the current IRS rate of 57.5 cpm. Playgrounds, parks, storytimes, music class, playdates, zoo, museums - baby brains are able to process a lot more than many people believe.
6. what does a nanny do during naptimes? I have a housecleaning service, so I'm good there.
Again, it depends on the nanny and on your pay rate, but baby laundry, bottle prep for the night, homemade baby food, tidying toys and play areas. Most nannies will take their break first (about an hour to eat, relax, and recharge for the rest of the day) and then start working on chores. Note this is during the mid-day nap - otherwise, a short break of about 15 minutes, then chores during morning and late afternoon naps is what I generally do.
7. Is 7am too early to start?
Nope, unless the commute to your home is pure hell for nanny due to traffic or her need to use public transport. Experienced nannies know they have to get to work early so their employers can commute/work/commute.
8. Is this even an attractive job for an experienced nanny? What kind of applicants can I expect?
It could be, if a nanny is seeking something short term before starting a new long-term position. Again, everything in the nanny world is individual. One way to possibly avoid nanny leaving early would be to offer a very substantial retention bonus on her last day of work before your baby starts daycare. Make it clear from the start that you need nanny to commit from x date - x date, and that you will pay 2 - 4 weeks wages as severance if she stays to fulfill her commitment to you. Offer what you can afford that makes staying seem like a better choice than leaving!
OP, is this your first job? Not your first NANNY job, but your first job ever?
I ask because you seem to be a bit confused as to the meaning of "work", when related to cooperation, minor additional tasks, and teamwork.
1) Yes, you do have to take care of the baby if MB has taken the toddler somewhere. One cannot simply ignore the baby, it needs tending. Diapering/Feeding/Soothing/Holding/Nurturing are all things babies thrive on. Being ignored makes babies sad, and employers furious.
2) Without clean bottles, it is very difficult to feed the baby when the baby is hungry. Hungry babies tend to cry more and more loudly the hungrier they get. So unless you are personally lactating and MB has agreed to let you share your breasts and the contents therein with her baby, wash the damn bottles.
3) And unless the new baby is lucky enough to have been gifted enough clothes that it never has to wear an item more than once, yes, laundry is a necessity. Think of it this way: baby clothes are tiny, but once they have been peed/pooped/vomited on, or have milk/formula dribbles on them, the stench they create is HUGE. Save your nose and your job, and wash the baby clothes.
4) Although I feel this may be beyond your abilities, try your best to be a good sport and a great tag team member these next few months. That might serve to increase your new baby raise beyond the traditional $2/hour (or 10 - 20%) most nannies get.
5) If you thought you would have your pay doubled for adding the care of an infant to your day, you might as well just give notice now, because you are living in a fantasy world. Not even the Kardashian Klan would offer a nanny a 100% raise!
I ask because you seem to be a bit confused as to the meaning of "work", when related to cooperation, minor additional tasks, and teamwork.
1) Yes, you do have to take care of the baby if MB has taken the toddler somewhere. One cannot simply ignore the baby, it needs tending. Diapering/Feeding/Soothing/Holding/Nurturing are all things babies thrive on. Being ignored makes babies sad, and employers furious.
2) Without clean bottles, it is very difficult to feed the baby when the baby is hungry. Hungry babies tend to cry more and more loudly the hungrier they get. So unless you are personally lactating and MB has agreed to let you share your breasts and the contents therein with her baby, wash the damn bottles.
3) And unless the new baby is lucky enough to have been gifted enough clothes that it never has to wear an item more than once, yes, laundry is a necessity. Think of it this way: baby clothes are tiny, but once they have been peed/pooped/vomited on, or have milk/formula dribbles on them, the stench they create is HUGE. Save your nose and your job, and wash the baby clothes.
4) Although I feel this may be beyond your abilities, try your best to be a good sport and a great tag team member these next few months. That might serve to increase your new baby raise beyond the traditional $2/hour (or 10 - 20%) most nannies get.
5) If you thought you would have your pay doubled for adding the care of an infant to your day, you might as well just give notice now, because you are living in a fantasy world. Not even the Kardashian Klan would offer a nanny a 100% raise!
"I have accepted another offer with a family offering a compensation package including guaranteed pay, PTO, blah de blah. I lost interest in the position with your family because you offered NONE of those benefits, and because you refused to pay me for 3 hours of my trial day. Please stop contacting me. I will not change my mind."
Anonymous wrote:Anonymous wrote:A mom's club which I will not name, but for you have to pay about a week's worth of nanny to pay to get in had a reputable nanny agency come and do a presentation. The agency is often asked about on here. They tried not to cite pay but did say for part time, you have to pay a bit more, which is in the $18/hr range.
This meshes with what care.com says about average nanny pay in my area, which is supposed to be $17/hr.
Most of us know which agency it was. They market themselves more aggressively than any other. They're also well-known to try to drive down nanny wages. More money for them with their exorbitant fees.Top tier nannies earn more without such agencies.
Care.com isn't even worth commenting on, but you already know that.
Every nanny agency I know of charges a placement fee equal to a percentage of nanny's gross income the first year. So dropping nanny rates would be so stupid I am not able to fully express the idiocy of your comment.
Nanny agency owner: "I know, we will mess with the nannies we place by dropping their hourly rate! And we will make sure their employers refuse to pay overtime too!"
Employee 1: "Great plan! Let's make sure nannies stop making $20/hour and make $16/hour instead, with no overtime."
Employee 2: " So the nanny we are sending on that interview tomorrow for a 50 hour a week job making $20 and $30 OT, or $57,200 would actually only make $16/hour, or $41,600? BRILLIANT!!!"
Employee 3: "That means our 15% placement fee would drop from $8580 to $6240. That's a 37.5% drop in income for us! YAHOO!"
Employee 4: "You have all lost your everloving minds. Are you on drugs?"
OP, the only way for you to determine if you can truly afford a nanny is to advertise the job at $15/hour and see who applies. If the applicants you screen and interview are up to your standards, then you've hit the jackpot.
But if the applicants are not people that you would want to hire, you will either have to up the wage or find a family daycare or large daycare to use.
And with a lower than average wage, you run the risk of a lot of turnover once your nanny figures out that others in her circle get paid more for the same amount of work.
But if the applicants are not people that you would want to hire, you will either have to up the wage or find a family daycare or large daycare to use.
And with a lower than average wage, you run the risk of a lot of turnover once your nanny figures out that others in her circle get paid more for the same amount of work.
Diptheria (whooping cough) shots are recommended for anyone who will be in contact with infants. I wouldn't hire a nanny for a child under 1 who didn't have proof of whooping cough immunity or of their last shot.
1) No. You only finger sweep after back blows/tummy thrusts, and then only if you can clearly see the food.
1)a) My understanding is that unless the person choking is expressing they are unable to breathe, you watch and wait to see if they clear the obstruction themselves. With an infant/toddler, you may not wait too long to start back blows and tummy thrusts, but I do think you let them try.
2) There should be Red Cross classes taught in Spanish available if you live in a large metro area. Find a class, give nanny 2 or 3 dates to choose from, pay for the class, and send her. Ask to see her completion card.
3) I would strongly suggest you and she attend private tutoring with a person who speaks excellent English and Spanish, preferably a native Spanish speaker. You need to know at the very least basic Spanish, including several useful childcare related sentences. Nanny needs to know as much English as possible.
If you are not comfortable with her ability to handle any sort of emergency issue, are you at home 100% of the time with her and your child? If not, what is your contingency plan if the pediatrician needs to be called? Are you confident nanny can read and understand medication instructions and other essential directions? If not, you might need to consider whether she is the best nanny for your child.
1)a) My understanding is that unless the person choking is expressing they are unable to breathe, you watch and wait to see if they clear the obstruction themselves. With an infant/toddler, you may not wait too long to start back blows and tummy thrusts, but I do think you let them try.
2) There should be Red Cross classes taught in Spanish available if you live in a large metro area. Find a class, give nanny 2 or 3 dates to choose from, pay for the class, and send her. Ask to see her completion card.
3) I would strongly suggest you and she attend private tutoring with a person who speaks excellent English and Spanish, preferably a native Spanish speaker. You need to know at the very least basic Spanish, including several useful childcare related sentences. Nanny needs to know as much English as possible.
If you are not comfortable with her ability to handle any sort of emergency issue, are you at home 100% of the time with her and your child? If not, what is your contingency plan if the pediatrician needs to be called? Are you confident nanny can read and understand medication instructions and other essential directions? If not, you might need to consider whether she is the best nanny for your child.
How do you measure "fit"?
Anonymous wrote:Anonymous wrote:I'd like some more details about the rates.
Someone mentionned for a Nanny share: $17-20/hr base rate, time and a half after 40 hours.
I'd like to know if that rate includes stipends, local and federal taxes?
Many thanks
Does everyone in your field have the same base rate?
As a long term nanny, I am happy to break this down further for you. Experienced nannies will not generally agree to an "average" hourly rate, and will be clear on an hourly rate and an OT rate for their services. So if you are hiring me, $20/hour for 50 hours/week means I will expect $20/hour for the first 40 hours, and $30/hour for the remainder of the hours I work each week. I will also request guaranteed hours, ensuring I am paid my weekly rate ($1100) for UP TO 50 hours, and my OT rate for hours over 50 each week. That allows you, the employer, to know I am available to you from X am - X pm, 10 hours a day, M - F. That also allows me to rely on a gross income of $1100/week whether you let me go early one day, or take an extra week of vacation, or have the grandparents visit and only need me half days for a week.
Stipends - I am not sure what you mean by this, but I am guessing you are talking about admission to kid attractions and lunches out? My admission is paid by my employers, since I would not be going to the Zoo/Puppet Show/Kid Museum if I were not working for them. I tend to pack lunches when possible, but if I had to take the kids somewhere and buy lunch, I would expect my lunch to be paid for by my employers. I also would not order the most expensive thing on the menu. OTOH, if I am driving with my charge and decide to get Starbucks, I pay for that myself. And sometimes I get the kid(s) a treat on my dime as well. I would also expect to be paid mileage at the IRS rate of 57.5 cents per mile for all miles driven during work hours.
Taxes - Hire a nanny tax company who knows the laws for your area. I can tell you that generally taxes are around 10% of the nanny's gross pay, and that fees paid to nanny tax companies vary.
In a share, assuming both families need 50 hours of care during the same times each day, Family A (FA) would pay 1/2 of nanny's wages and Family B (FB) would pay 1/2 of the wages. Each family would pay a nanny tax company to process taxes and such, and would be billed separately. As far as a stipend, I would likely suggest a prepaid card of some sort that one family was responsible for keeping loaded with up to $250. I would save all receipts and track mileage, and present both families with 2 log sheets the last day of the month. The family that loads the card would then be reimbursed for 1/2 of expenses by the other family, and each family would pay 1/2 of the monthly mileage total.
And yes, it is reasonable to put limits on expensive outings and meals out, and it's reasonable to ask that nanny doesn't drive kids 50 miles every day to visit new playgrounds and museums, unless you live 40 miles away from civilization!
So the total weekly costs end up like this:
Nanny wages - $1100 gross
Nanny taxes - $110
Nanny tax company - $10
Stipend - $0 - $100?
Total - $1220 - $1320 per week, $610 - $660 per family in a share.
If I am given a full name and an address BEFORE setting an interview venue, I google to try and determine if the people are who they claim to be and if their home is in a decent area.
That said, often parents choose to meet elsewhere for the first interview, because they don't want every potential nanny knowing where they live.
That said, often parents choose to meet elsewhere for the first interview, because they don't want every potential nanny knowing where they live.
If you haven't already told her she is done in 2 weeks, I would wait and just let her go at the end of the 2 weeks, telling her you got your kiddo into daycare early.
I have never suggested the "no notice" route, but in this case, I think giving her notice may leave you with either a disgruntled nanny or no nanny at all.
If you feel you absolutely must give her something, then offer 1 week severance in exchange for your house keys, car seat, and any other possessions of yours she has.
"Nanny, we have been able to get kiddo into daycare starting Monday. So today was your last day with us. We know this is short notice, and we plan to give you a week of severance pay once you have returned all of the items on this list to us. When you come over to give these things back, we hope you will say a gentle goodbye to little Edith. We wish you the best with your pregnancy."
And change locks and security codes asap.
Unless this nanny was outstandingly stellar until she got pregnant, I don't think you owe her much of anything, and what I outlined above is more courtesy than she has shown you recently.
I have never suggested the "no notice" route, but in this case, I think giving her notice may leave you with either a disgruntled nanny or no nanny at all.
If you feel you absolutely must give her something, then offer 1 week severance in exchange for your house keys, car seat, and any other possessions of yours she has.
"Nanny, we have been able to get kiddo into daycare starting Monday. So today was your last day with us. We know this is short notice, and we plan to give you a week of severance pay once you have returned all of the items on this list to us. When you come over to give these things back, we hope you will say a gentle goodbye to little Edith. We wish you the best with your pregnancy."
And change locks and security codes asap.
Unless this nanny was outstandingly stellar until she got pregnant, I don't think you owe her much of anything, and what I outlined above is more courtesy than she has shown you recently.
OP, if you are paying her for 40 hours when both kids are in school, any other job she has needs to be one where she can drop everything and leave if your kids need her. And that sort of job is likely tough to find!
You'd be guaranteeing her hours/wages, so she needs to guarantee you availability!
You'd be guaranteeing her hours/wages, so she needs to guarantee you availability!
Know a nanny who interviewed with parents of infant twins, and was <GASP!> honest about being a newlywed and hoping to have a baby at some point. The employers hired her on the condition that she delay trying until the infant twins were 18 months old. She did, and is still with them today, 5+ years down the road.
She even <HORRORS!> brings her child to work with her, and has since her child was 6 weeks old. And she didn't have her pay cut and has gotten RAISES in the last years of being a nanny/mom.
So it can be done with mature communication, clear expectations, and a nanny who is willing to accept that her child will be treated as the youngest sibling, having to accommodate and adjust to the employer's kids schedules.
She even <HORRORS!> brings her child to work with her, and has since her child was 6 weeks old. And she didn't have her pay cut and has gotten RAISES in the last years of being a nanny/mom.
So it can be done with mature communication, clear expectations, and a nanny who is willing to accept that her child will be treated as the youngest sibling, having to accommodate and adjust to the employer's kids schedules.
I don't think you can pay nothing unless nanny was not "on call" and/or doing other kid related tasks while your kids were not there. IOW, if the play date was at 3:00, and you told nanny to go home for the day after dropping off the kids, that is actual "free time".
If the play date was from 10 - 12, and nanny was doing kid laundry/tidying/grocery shopping then she did not have free time, she had kid free time. She was still working, right?
So if nanny was working during the play date, get her a small gift card to one of her favorite places for the work of hosting, make sure she knows her job is to supervise and do household stuff **if possible**, and go from there.
If the play date was from 10 - 12, and nanny was doing kid laundry/tidying/grocery shopping then she did not have free time, she had kid free time. She was still working, right?
So if nanny was working during the play date, get her a small gift card to one of her favorite places for the work of hosting, make sure she knows her job is to supervise and do household stuff **if possible**, and go from there.
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