Anonymous wrote:Back to the original topic at hand... I don't think changing the minimum wage law will affect live out nanny salaries as most people in the DC area pay above 11:50 an hour anyway.

It could have an impact on live in nanny salaries which are closer to $10-$12 an hour. The families could switch to a model where they deduct rent but this is a lot of paperwork. I would guess that more families would switch to an au pair but many existing live ins would get a bump in pay.

The increase would have a substantial impact on daycare costs. Its already hard for daycare centers or in-home daycare to turn a profit with the ratios. Many daycare workers make below 11:50 and they have better child care experience/certifications than nannies. This turns the tables for them. I remember when my oldest was a baby a nanny was much cheaper than a DC daycare center. This will probably flip back to this for awhile.

If daycare costs rise, more cost sensitive families may look for nanny shares BUT they will not be paying the $18-$20 an hour share rates nannies hope to get. The increase in share job positions could lower those rates substantially.

You understand that no nanny "contract" has ever been legally enforced (at least as far as anyone on this forums knows)? The only thing that gets occasionally enforced, is payment of back wages. Nanny contracts are usually useful to get over on naive nannies who come from ethical families, and just want to be good girls.

Most employers don't much care about a useless piece of paper. Oh, did it say MB has to give you severance if you get no advanced notice of your termination? Sorry, cash is tight this month. (We're going Hawaii next week for the holidays.) Just try to bring that to court. Wise up. Can't make your rent or mortgage payment without your "contracted" paycheck? Too bad. Maybe next time you'll request a couple of references before you trust a total stranger to obey the law.

No where to go this weekend, seeing that MB intends on firing the live-in nanny on Friday evening, allowing 15-20 minutes to pack up, and immediately escorting her out the door, as per her lawyer's advice: "You don't want to risk having a disgruntled nanny near your children, or your diamonds (even more risky!).

Haven't most of us here in the nanny world heard similar experiences? If not, it's only a matter of time, and keeping your ears open.

Anonymous wrote:

nannydebsays wrote:

Anonymous wrote:I can't imagine setting up a share the way the previous poster describes, with two separate agreements, checks, etc.. I always thought that if I did a share, the other parents and I would set it up together so that we were jointly the one employer, and the onus for collecting the money, taxes, etc. would fall on us. Having two separate bosses seems absurd. So one family could just leave the share with impunity, and the other family wouldn't be on the hook to pay you more?

How do 2 different families, at different addresses, become a single employer? Do they form an LLC or something? If so, whose legal address goes on those documents, and on all the employer tax documents? How do 2 families as a single entity use the childcare tax credits? I'm not trying to be snarky, I am just trying to get folks to look at this logically.

If I worked in a nanny share, I would have 3 different contracts: one for family A, in which their pay obligations/hours/etc. would be outlined, one for family B, same details, and one Share Contract, covering everyone's expectations and obligations, including a section on what happens if she share ends. That would include how much notice must be given, how long one family must pay nanny's full salary (I would have a 6 week notice, an obligation on all 3 parties to seek a new share partner, and 2 weeks obligation for the remaining family to pay the full nanny salary.), and every other tiny detail that makes a complex situation with 2 employers and a single employee work smoothly.

You understand that no nanny "contract" has ever been legally enforced (at least as far as anyone on this forums knows)? The only thing that gets occasionally enforced, is payment of back wages. Nanny contracts are usually useful to get over on naive nannies who come from ethical families, and just want to be good girls.

Most employers don't much care about a useless piece of paper. Oh, did it say MB has to give you severance if you get no advanced notice of your termination? Sorry, cash is tight this month. (We're going Hawaii next week for the holidays.) Just try to bring that to court. Wise up. Can't make your rent or mortgage payment without your "contracted" paycheck? Too bad. Maybe next time you'll request a couple of references before you trust a total stranger to obey the law.

No where to go this weekend, seeing that MB intends on firing the live-in nanny on Friday evening, allowing 15-20 minutes to pack up, and immediately escorting her out the door, as per her lawyer's advice: "You don't want to risk having a disgruntled nanny near your children, or your diamonds (even more risky!).

Haven't most of us here in the nanny world heard similar experiences? If not, it's only a matter of time, and keeping your ears open.

nannydebsays wrote:

Anonymous wrote:I can't imagine setting up a share the way the previous poster describes, with two separate agreements, checks, etc.. I always thought that if I did a share, the other parents and I would set it up together so that we were jointly the one employer, and the onus for collecting the money, taxes, etc. would fall on us. Having two separate bosses seems absurd. So one family could just leave the share with impunity, and the other family wouldn't be on the hook to pay you more?

How do 2 different families, at different addresses, become a single employer? Do they form an LLC or something? If so, whose legal address goes on those documents, and on all the employer tax documents? How do 2 families as a single entity use the childcare tax credits? I'm not trying to be snarky, I am just trying to get folks to look at this logically.

If I worked in a nanny share, I would have 3 different contracts: one for family A, in which their pay obligations/hours/etc. would be outlined, one for family B, same details, and one Share Contract, covering everyone's expectations and obligations, including a section on what happens if she share ends. That would include how much notice must be given, how long one family must pay nanny's full salary (I would have a 6 week notice, an obligation on all 3 parties to seek a new share partner, and 2 weeks obligation for the remaining family to pay the full nanny salary.), and every other tiny detail that makes a complex situation with 2 employers and a single employee work smoothly.

nannydebsays wrote:

Anonymous wrote:I can't imagine setting up a share the way the previous poster describes, with two separate agreements, checks, etc.. I always thought that if I did a share, the other parents and I would set it up together so that we were jointly the one employer, and the onus for collecting the money, taxes, etc. would fall on us. Having two separate bosses seems absurd. So one family could just leave the share with impunity, and the other family wouldn't be on the hook to pay you more?

How do 2 different families, at different addresses, become a single employer? Do they form an LLC or something? If so, whose legal address goes on those documents, and on all the employer tax documents? How do 2 families as a single entity use the childcare tax credits? I'm not trying to be snarky, I am just trying to get folks to look at this logically.

If I worked in a nanny share, I would have 3 different contracts: one for family A, in which their pay obligations/hours/etc. would be outlined, one for family B, same details, and one Share Contract, covering everyone's expectations and obligations, including a section on what happens if she share ends. That would include how much notice must be given, how long one family must pay nanny's full salary (I would have a 6 week notice, an obligation on all 3 parties to seek a new share partner, and 2 weeks obligation for the remaining family to pay the full nanny salary.), and every other tiny detail that makes a complex situation with 2 employers and a single employee work smoothly.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:She hasn't posted on this forum in ages. Besides, I'm sure she's obligated to adhere to your local laws, which can affect the legality of a nanny share. Did you mention where you live?

For years? Last she posted in August 2013. http://www.dcurbanmom.com/nanny-forum/posts/list/283790.page#3017921

Is everything you say that well-researched?

Is everything you read, not comprehended?

How do 2 different families, at different addresses, become a single employer? Do they form an LLC or something? If so, whose legal address goes on those documents, and on all the employer tax documents? How do 2 families as a single entity use the childcare tax credits? I'm not trying to be snarky, I am just trying to get folks to look at this logically.

1. The work agreement is signed by the nanny and the two employers. The work agreement defines the aspects of the job. The hours, gross hourly wage, location, expectations, PTO, defines holidays, inclement weather policies etc. A work agreement is not a contract. Legally these are different documents. The nanny is always an at will employee. The work agreement is for one job. The employers and nanny can stipulate in the work agreement what happens when the share ends.

2. Both employers set up an employer tax ID and manage payroll for their portion. They both withhold employee taxes, pay employer taxes, and file. The nanny receives 2 W-2s for her taxes. There is no requirement that the employer gross wage be above minimum wage as long as the job itself is a gross wage above minimum wage.

3. If one employer fails to pay, the nanny is harmed individual and has the right to take them to small claims court. The nanny can also report them to the state employment agency. The state employment agency would fine the employer that didn't pay. If the other employer knowingly continued knowing that their was no longer a join employer then that employer would be responsible. For example, if the share dissolved and the nanny stay on until a new joint employer was found, the remaining employer would be responsible for paying minimum wage.

Its not that hard a concept. Joint employment occurs in other fields. Employment law allows more than one employer to exist for one job which is the basic concept underlying a share.