Have you searched long and hard for the perfect nanny or other household employee? When you find the right person that fits right in with your family, it’s time to determine salary and what will constitute household payroll wages.

When you have found a nanny that you trust and that your kids love being around, it’s a great feeling. Finding the right fit for your family can be tough at first, but once you’re over that hurdle, you can begin to rely on your nanny taking good care of your family while you’re away. If this means that you ask her to occasionally work more hours during the week or on the weekends, you should know the facts about paying your nanny overtime. Here are some basic 'must-know' facts about nanny overtime.

Special Update May 18, 2016: Effective December 1, 2016, ANY employee in the US, exclusive of live-in domestics,  who earns less than $913 for a 40 hour week ($22.83/hour) MUST be paid hourly and MUST be paid overtime at the rate of 1.5 times the regular hourly wage for hours over 40 in a 7 day work week.

Providing Senior care at home for yourself or a loved one can be an overwhelming process that is full of emotion and a variety of big decisions. As you do your research, you may run into conflicting information or myths that are out there regarding senior care. So, how do you know that you’re making the right choice? For many seniors, it is beneficial to have them stay in their home in their own surroundings, rather than uprooting them to a new environment. For these people, senior home care can be the perfect answer. How do you know what information accurate and what’s not?

Are you looking to hire a nanny? This is arguably one of the biggest and most important decisions that you will make as a parent. Narrowing down your candidates can be hard, but once you have done that, you’ll need to spend some time getting to know the person and doing an in-depth check of their references. This nanny reference check is a necessary step in the process of hiring a new nanny for your family.

Tax accountants know the complexity needed to meet the everyday demands of their clients. While many tasks are routine, others are complex tax matters that allow the individual tax accountant to demonstrate their deep subject matter expertise. Increasingly, accounting firms opt to outsource time consuming, non-revenue generating activities to help maximize efficiency, minimize operating costs, and gain competitive advantages. Often times, the decision to outsource certain activities is largely driven by the opportunity to reallocate resources internally to focus on the more complex, profitable client engagements. When it comes to nanny payroll and tax compliance, outsourcing to HomeWork Solutions can be incredibly beneficial.

Paid sick leave is an important benefit of any job.  Nannies or senior caregivers often show up for work when they are ill because they cannot afford to miss a days' pay. People in these professions will be glad to hear that the Montgomery County (MD) Council recently joined other localities in providing paid sick leave as a mandated employee benefit after a unanimous vote. (1) It will work as a tiered-system that would provide four days paid sick leave and three days of unpaid leave for employers that have 5 or fewer employees.

Mike and Joyce R. hired a caregiver to help Mike’s mom at home when she came to live with them after her husband passed away. They agreed with the caregiver at the time that they were going to pay her $500 a week off the books. She worked out wonderfully and she stayed with Mike’s mom for almost three years, and was let go with a generous severance when Mike’s mom had to enter a nursing home.

Agency Senior Home-Care Workers About to Become More Expensive

The Obama Department of Labor has been working for the last four years to include senior home-care workers employed by third parties under the Fair Labor Standards Act's minimum wage and overtime provisions. There was also a parallel effort to redefine the services a bona fide senior companion caregiver could provide to align with the Congress' intent of the 1974 expansion of the Fair Labor Standards Act.