Anonymous wrote:"You have NO reliable way of knowing what's routine and what isn't."

Neither do you. Since most posters on this thread concur that this is a rare benefit, your opinion is worth nothing to the conversation.

FFN has spoken.

"You have NO reliable way of knowing what's routine and what isn't."

Neither do you. Since most posters on this thread concur that this is a rare benefit, your opinion is worth nothing to the conversation.

The ONLY thing you DO know, is what your nanny needs and what you can afford to give her.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous



Health insurance is not commonly provided to nannies. It is a perk that is sometimes offered down the road in lieu of a rate increase.

True. It's not a common perk.

You have zero data to backup your claim and you know it.

How do you know what's a common perk?
Parents and nannies self-reporting?
You think that's reliable data?
I think not.
Sorry.

So you think that employers ARE routinely providing this benefit but denying it? That's pretty silly. Just on this board alone it is easy to see the difference between what is common (vacation time, paid holidays, sick leave) and what is not (health insurance, vehicle provided for use, commuting allowance).

You have NO reliable way of knowing what's routine and what isn't.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous



Health insurance is not commonly provided to nannies. It is a perk that is sometimes offered down the road in lieu of a rate increase.

True. It's not a common perk.

You have zero data to backup your claim and you know it.

How do you know what's a common perk?
Parents and nannies self-reporting?
You think that's reliable data?
I think not.
Sorry.

So you think that employers ARE routinely providing this benefit but denying it? That's pretty silly. Just on this board alone it is easy to see the difference between what is common (vacation time, paid holidays, sick leave) and what is not (health insurance, vehicle provided for use, commuting allowance).

Anonymous wrote:

Anonymous wrote:

Anonymous



Health insurance is not commonly provided to nannies. It is a perk that is sometimes offered down the road in lieu of a rate increase.

True. It's not a common perk.

You have zero data to backup your claim and you know it.

How do you know what's a common perk?
Parents and nannies self-reporting?
You think that's reliable data?
I think not.
Sorry.

Anonymous wrote:"There is no pool unfortunately, we nannies do have to pay the exorbitant prices of individual plans. "

But that doesn't change just because your MB buys the plan for you. Unlike with most companies, there is no more affordable plan you can tap into if your employer buys it instead of you. That's what makes it 6 of one, 1/2 dozen of the other in terms of whether MB offers insurance or simply a higher hourly rate.

Actually it isn't quite as simple as "6 of one, 1/2 dozen of the other" because a health insurance benefit comes at just the straight value cost to the employer, and as a non-taxable benefit to the employee. If the annual health insurance benefit is $2,000 (just for instance) - it costs the employers 2k and results in a 2k direct benefit to the employee. If done as a raise the employer pays taxes on that amount above the face value, and the employee pays taxes as well so takes home less than 2k net. So while there can be value in having raises (increases SS benefits over time for instance) it is a more cost-effective benefit for the employer to provide.

There is no good reason for employers to "buy the plan" for a nanny. The nanny is entitled to all the HIPAA protections we all are, so her personal medical information should be private (and it's necessary to provide quite personal info when applying for insurance). Also, the nanny should be able to take the coverage with him/her when changing positions - so it shouldn't be tied to an employer. And health insurance costs can vary widely based on pre-existing conditions, age, health status, provider preferences, etc... so it is in the employer's interest to set an amount they will offer, rather than a whole plan.

Health insurance is not a common perk, OP.

Anonymous wrote:"There is no pool unfortunately, we nannies do have to pay the exorbitant prices of individual plans. "

But that doesn't change just because your MB buys the plan for you. Unlike with most companies, there is no more affordable plan you can tap into if your employer buys it instead of you. That's what makes it 6 of one, 1/2 dozen of the other in terms of whether MB offers insurance or simply a higher hourly rate.

Okay, that's correct (kind of...). Firstly, I don't know anyone whose MB buys their plan for them, all the nannies I know receive a stipend and then puts that money toward the plan themselves. But I never said anything about that (maybe another PP did) so I don't see the relevance, however I don't think it necessarily connects to hourly wage the way you're saying it does.

I get $20/hr for one child, plus full PTO benefits, plus a health insurance stipend. I seriously doubt my employers would have offered $21 or $22/hr if they'd removed the health insurance perk, because that is kind of a nutso rate for the job I perform. They settled on the rate they thought would attract a great nanny and then decided what perks they felt it was important to offer. DB is a doctor and both really care about other people, so it was important to them that their nanny be able to have solid health insurance. Trust me, I know how lucky I am, but this kind of attitude doesn't have to be so rare - it's working out for both of us extremely well.

"There is no pool unfortunately, we nannies do have to pay the exorbitant prices of individual plans. "

But that doesn't change just because your MB buys the plan for you. Unlike with most companies, there is no more affordable plan you can tap into if your employer buys it instead of you. That's what makes it 6 of one, 1/2 dozen of the other in terms of whether MB offers insurance or simply a higher hourly rate.

Anonymous wrote:My huge question is: where, as an employer, do I even find a plan in which I can easily enroll a nanny? My payroll company doesn't offer an option to employers of household workers.

Is there a pool somewhere that is something less than the exorbitant price of essentially buying an individual plan? I used to buy one of these for myself, and cost/benefit tradeoff was pretty dismal.

There is no pool unfortunately, we nannies do have to pay the exorbitant prices of individual plans.

Anonymous wrote:My huge question is: where, as an employer, do I even find a plan in which I can easily enroll a nanny? My payroll company doesn't offer an option to employers of household workers.

Is there a pool somewhere that is something less than the exorbitant price of essentially buying an individual plan? I used to buy one of these for myself, and cost/benefit tradeoff was pretty dismal.

You are right. But isn't all that going to change under Obamacare?

My huge question is: where, as an employer, do I even find a plan in which I can easily enroll a nanny? My payroll company doesn't offer an option to employers of household workers.

Is there a pool somewhere that is something less than the exorbitant price of essentially buying an individual plan? I used to buy one of these for myself, and cost/benefit tradeoff was pretty dismal.

Bargain nannies tend to have minimal benefits (if any), nor are they paid a living wage.
Professional nannies tend to have professional compensation, which includes a living wage. They either have employer health insurance or they self-insure. Some may have it through their husbands.

Anonymous wrote:

Anonymous



Health insurance is not commonly provided to nannies. It is a perk that is sometimes offered down the road in lieu of a rate increase.

True. It's not a common perk.

You have zero data to backup your claim and you know it.