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When you talk net wages it's virtually impossible to accurately answer whether the GROSS wage will be fair, because we have no idea of what sort of taxes nanny will be having taken out.
Regardless, I think $13 net for the candidate you describe is inflated no matter the location. Even if you will only be withholding SS/Med, that adds about $1 to the net wage, and $14 gross is too much for the nanny you describe.
Regardless, I think $13 net for the candidate you describe is inflated no matter the location. Even if you will only be withholding SS/Med, that adds about $1 to the net wage, and $14 gross is too much for the nanny you describe.
Because the job description there is not identical to your job description. You'd be better off asking about nanny's ability to multi-task, how she handled crisis situations, what her discipline methods were, how well she worked within the parent/employer guidelines, if there were any issues that came up, whether nanny went above and beyond on occasion, whether nanny was flexible within reason, how well she seemed to stay up to date on new theories and ideas in childcare, and if the past employers would re-hire her.
Your family will pay nanny based on her experience, your job description, and your childcare budget. Hopefully you'll settle on a starting wage that reflects all of the above and still allows for annual performance based raises and raises for the addition of more children to the family, if that's a possibility.
And if your offer is lower than nanny believes the job and her experience demands, you will then either negotiate or move on to the next candidate.
Your family will pay nanny based on her experience, your job description, and your childcare budget. Hopefully you'll settle on a starting wage that reflects all of the above and still allows for annual performance based raises and raises for the addition of more children to the family, if that's a possibility.
And if your offer is lower than nanny believes the job and her experience demands, you will then either negotiate or move on to the next candidate.
If you do what PP suggests and do not withhold Fed/State taxes, your nanny will likely face non-payment penalties, and will then have to make quarterly payments to both the Federal and State governments in the future. This is NOT the way to go if you want to keep things simple for your nanny.
I would suggest you offer to pay for her to meet for an hour with a tax adviser. She can bring that person her old tax returns and get their help figuring out how many exemptions to take on her W2 to minimize withholding to a level that will match her approximate tax bill.
Offering to pay for "expert" advice also gets YOU off the hook if things don't turn out well. If you act as her tax adviser and things go sideways, she'll be pissed at YOU. If she finds someone and you pay the bill, she'll be pissed at HER chosen adviser if there is an issue.
I would suggest you offer to pay for her to meet for an hour with a tax adviser. She can bring that person her old tax returns and get their help figuring out how many exemptions to take on her W2 to minimize withholding to a level that will match her approximate tax bill.
Offering to pay for "expert" advice also gets YOU off the hook if things don't turn out well. If you act as her tax adviser and things go sideways, she'll be pissed at YOU. If she finds someone and you pay the bill, she'll be pissed at HER chosen adviser if there is an issue.
A bonus is just that: an extra amount of money you give your nanny to show appreciation for a job well done. Nannies do not "deserve" bonuses just for showing up and doing their job. Nannies should not EXPECT bonuses unless they are written into their employment contract.
I'm (obviously) a huge advocate for nannies, but no one has the "right" to a bonus. Employers should stop fretting about what other people do and simply decide what they can afford to give if it's deserved. If that means $250 and a nice gift, so be it. If that means $5000 and a trip to Europe, awesome.
Yes, etiquette experts say 1 - 2 weeks pay is standard for a nanny bonus, but they also suggest tipping the garbage men and the mail man.
I'm (obviously) a huge advocate for nannies, but no one has the "right" to a bonus. Employers should stop fretting about what other people do and simply decide what they can afford to give if it's deserved. If that means $250 and a nice gift, so be it. If that means $5000 and a trip to Europe, awesome.
Yes, etiquette experts say 1 - 2 weeks pay is standard for a nanny bonus, but they also suggest tipping the garbage men and the mail man.
While there are, tragically, situations here in this country that are abusive, this report is flawed. The NDWA (National Domestic Workers Alliance) insists that domestic workers are not covered under the Fair Labor Standards Act, and that is completely false. With a few minimal exceptions for elder care/companion care, domestic workers DO have the right to earn at least minimum wage.
I took this survey. I do not in any way consider myself to be mistreated, although the NDWA representative that interviewed me tried to convince me that having to regularly lift a 25 lb charge was "physically punishing" work, and that in many other ways I was abused.
Again, there are horrible employers in this country who do treat their domestic employees like slaves. The NDWA should focus on informing these workers of the rights they DO HAVE, instead of ignoring those rights in favor of getting inflammatory publicity that will quickly fade from the headlines once reporters and media outlets (such as the New York Times) are forced to actually DO RESEARCH and discover that they are printing absurd falsehoods. The NYT printed a retraction after publishing this story.
If you are a nanny, educate yourself and then educate others. If you meet and befriend a nanny making less than minimum wage, tell her about the rights she has. Encourage nannies you know to refuse to take jobs that pay less than minimum wage or don't pay overtime when it's legally mandated.
Knowledge is power, and possessing that power means others can't exploit you without your permission.
I took this survey. I do not in any way consider myself to be mistreated, although the NDWA representative that interviewed me tried to convince me that having to regularly lift a 25 lb charge was "physically punishing" work, and that in many other ways I was abused.
Again, there are horrible employers in this country who do treat their domestic employees like slaves. The NDWA should focus on informing these workers of the rights they DO HAVE, instead of ignoring those rights in favor of getting inflammatory publicity that will quickly fade from the headlines once reporters and media outlets (such as the New York Times) are forced to actually DO RESEARCH and discover that they are printing absurd falsehoods. The NYT printed a retraction after publishing this story.
If you are a nanny, educate yourself and then educate others. If you meet and befriend a nanny making less than minimum wage, tell her about the rights she has. Encourage nannies you know to refuse to take jobs that pay less than minimum wage or don't pay overtime when it's legally mandated.
Knowledge is power, and possessing that power means others can't exploit you without your permission.
Anonymous wrote:Do you provide a car for your nanny to drive your kids, or do you expect the nanny to have a car for this use?
We have had a car for our Au pairs to use, the last three years. Next year we will switch to a live out nanny. I think we need to keep the car, for a future nanny to use with the kids (ages 4 and 6 months). DH thinks we should sell it and put the money towards paying the nanny. He wants the nanny to have a car and use it with the kids. I think that brings up all sorts of potential issues.
What do you do?
Keeping the car means:
You pay for maintenance and gas, you also pay for insurance on your nanny when she drives the car. You get to ensure the car seats are properly installed and that they REMAIN properly installed. You know that the car your kids ride in is safe and well maintained.
Selling the car means:
You pay standard IRS rate (56.5 cents a mile as of 1/1/13) to nanny when she uses her car for work. You have to trust that nanny has sufficient insurance AND a business rider to cover you for liability if she has an accident. You cannot control whether the car seats remain properly installed. You do not know that nanny properly maintains her car, and you have no control over whether she drives a beater or a brand new sedan.
As a nanny, I would absolutely prefer that my employers provide a "nanny car". In my current job I use my car. We drive between 100 - 200 miles a month, which adds up fast when it comes to mileage money. I also insisted my employers buy an expensive highly rated car seat, so that my charge can rear face for a LONG time. I drive a mid-size sedan, and I want as much protection for my LO as possible in case of a crash.
Honestly, if you've paid for the nanny car, it makes more sense to keep it, from a liability and safety perspective. From a cash perspective, it seems to be best to keep an item you've already sunk money into.
Back up your MB's play, saying something like, "LO, your mom asked you to do X. Please do what your mom said."
I have found that simply providing back up, without trying to take control of the situation, allows everyone involved to "save face".
And I think I would leave your behavior chart deal with your charge out of the occasion when she's disobeying her mom. Don't penalize her when you aren't the one in charge.
And talk to your MB, asking her what she would prefer.
I have found that simply providing back up, without trying to take control of the situation, allows everyone involved to "save face".
And I think I would leave your behavior chart deal with your charge out of the occasion when she's disobeying her mom. Don't penalize her when you aren't the one in charge.
And talk to your MB, asking her what she would prefer.
Anonymous wrote:I am helping ex nanny with her new ontract, and it states:
Gross annual of 36,732 for 45 weekly hours
It also states any additional hours over 40 will be paid at 24.17
So:
40 @ $16 = 644.4
5 @ $24.17 = 120.85
Total: $765.25
52 weeks: 39,793
Am I missing anything? Is the gross in the contract wrong?
Thanks!
Working backwards: 45 hours/week with OT (which I am assuming, since you8 had OT in your post) = 47.5 hours straight time. Pay 52 weeks per year. 47.5 x 52 = total hours worked/paid is 2470. Divide the stated gross annual rate of 36,732 by 2470 = $14.87/hour straight time, and $22.31/hour overtime.
So, yes, there is a miscommunication somewhere. I would suggest your ex-nanny ask her potential employers to specify the weekly rate, and break it down into straight time and overtime. One possibility is that the employers plan to pay every 2 weeks (26 pay periods) and accidentally switched that to bi-monthly pay (24 pay periods) without adjusting the actual yearly gross.
You guarantee nanny's pay for 50 hours and you add additional OT as needed.
Example contract language for a job paying $10/hr straight time, $15/hour overtime: "Nanny will work 50 hours Monday through Friday (outline hours for each day). Nanny will be paid a weekly rate of $550 ($10 per hour for the first 40 hours, $15 per hour for the last 10 hours). Any additional hours worked will be compensated at the overtime rate of $15 per hour. Family guarantees nanny's weekly pay will be $550, whether she works 50 hours or less each week."
Example contract language for a job paying $10/hr straight time, $15/hour overtime: "Nanny will work 50 hours Monday through Friday (outline hours for each day). Nanny will be paid a weekly rate of $550 ($10 per hour for the first 40 hours, $15 per hour for the last 10 hours). Any additional hours worked will be compensated at the overtime rate of $15 per hour. Family guarantees nanny's weekly pay will be $550, whether she works 50 hours or less each week."
Anonymous wrote:A What should the rate be for caring for 1 infant full time?
12 - 18, depending on what the family has chosen to budget for childcare and it also depends on how much they value what you bring to the table.. Don't forget that even at $12/hour, OT rates after 40 hours add up quickly.
B 1 infant part time?
IMO, PT work should pay a higher hourly rate, so $14/hour and up.
C One infant and one older child
$13 - $19/hour
D Full time nanny infant nanny share
$20 - $24/hour. Each family wants to save money versus what they'd pay for a nanny solo. So, if they would be willing to pay $15/hour solo, $10/hour in a share is logical to me.
E full time toddler share
About the same as above.
F Should parents pay "all of the tax" besides the "Nanny tax"
How many nannies get money paid into Unemployment and Disability
No sure what you mean by "all of the tax". The employers are legally obligated to pay SS/Med. Most will also take out Fed/State/Local income taxes if nanny asks. I don't think many people are going to offer you a NET wage and then cover your share of all taxes for you. Paying into unemployment, etc. is part of what employers have to do to be legal.
G How long do you have to work full time in order to be able to use Unemployment or Disability?
No idea.
I Why are so many families not paying the state and federal taxes if they are the employers? (Some are, but seems like few)
IMO, there are several reasons: Nannies are willing to be tax cheats. Parents are willing to be tax cheats. No one actually ENFORCES the laws on the books about paying household staff legally, so there is no "fear factor" for parents. If some nice upper-middle/upper class folks got busted for paying under the table, and the penalties were harsh, I bet more employers would INSIST on paying legally.
PP, this isn't a DC area only discussion any more. I have no idea where the OP lives. If she was known to be in the DC area, your point would be more valid.
Not to speak for the OP, but in response to the PP - it's not about the camera, it's about the non-disclosure. Why not just say to a trusted long-term employee, "Hey, we installed a drop cam this weekend because XYZ." If there's a job performance issue, employers need to SAY SOMETHING. If there's an "I miss seeing my kids" issue, just say so.
It's just like what employers should do with new nannies. In the interview process, disclose that you may use a cam at some point. Don't say when, don't say where, just basically establish that use of a cam is a possibility. if someone is anti-cam, they'll remove themselves from consideration. if someone is willing to be cammed, if a little embarrassed by the possibility, they'll make a decision based on the employers attitudes.
It's just like what employers should do with new nannies. In the interview process, disclose that you may use a cam at some point. Don't say when, don't say where, just basically establish that use of a cam is a possibility. if someone is anti-cam, they'll remove themselves from consideration. if someone is willing to be cammed, if a little embarrassed by the possibility, they'll make a decision based on the employers attitudes.
That is astoundingly rude. Unless she is simply outstanding in every single way other than her pushy assumptions about deserving a (large) bonus, you might consider if keeping her employed is worth the stress.
aelliott7 wrote:this is really helpful. I've talked to three nannies about rates for a nannyshare (2 infants, 10.5 hour days)- one quoted me $20 per hour plus time off, and half the cost of her monthly health insurance premium. The other two said $25/hour minimum for two infants plus vacation etc.
It sounds like $20/hour is a fair rate. Do I need to pay overtime as well? That would average to $22 per hour which seems very fair to me. I just can't figure out why multiple nannies are quoting $25-30...
I'd say $20 is a fair rate for a nanny share with 2 infants IF the nanny is very experienced. That's $10/hour per family plus OT, and with a 52.5 hour week, your nanny will be making $1175/week gross. (Your share will be about $650/week including employer expenses.) If you hired a nanny on your own who had lots of experience, you'd likely pay $12 - $15/hour, or $800 - $950 gross with employer expenses.
I'd absolutely include PTO and guaranteed hours, but you might try to wait on the health care subsidy until her 1 year nanniversary.
Anonymous wrote:Ooops, you caught me posting lazy, nannydeb. I actually meant 50cents/hr, not a nickel per hour.
Thanks for the kind way you pointed out my mistake.
Wait, no, you really weren't that kind, were you?
No, you're right, I wasn't very kind. I guess the tone of your entire post made me think you actually meant 5 cents was adequate?
Regardless, I could have asked. Thanks for pointing my mistake out so nicely.
I'm curious - what is your "cut off", so to speak, on when new baby raises are not needed or no longer significant? I've never actually experienced a nanny care situation in which a new baby didn't add to an already significant workload, but I have never cared for kids who were in FT school when a newborn came along. I do sincerely want your thoughts please!
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