You’ve found the perfect nanny for your home and now comes the part of keeping her happy as an employee. If you are new to the scene of household employment, there are some things you should be doing to ensure that you are a good employer. Here are some of the most important items to keep in mind.

Why Relationships Matter More Than Metrics

No matter how modern technology continues to change or evolve, one thing will always remain key to staffing agency growth: relationships. Relationships are what makes companies successful and it’s no different when it comes to building a strong staffing agency. If you don’t value client relationships, chances are, your clients will head to another competitor.  Here are some ways to keep personal relationship building front and center so you can bolster your bottom line.

19 MAR 2020: UPDATED INFORMATION ABOUT EMPLOYER RESPONSIBILITIES IS FOUND HERE

The spread of the coronavirus worldwide has caused employers and employees alike to adapt, sometimes rapidly, to changes to normal daily routines. Primary care physicians are using video chat to assess some patients presenting with flu-like symptoms rather than have them visit the office. Healthcare janitorial services have changed protocols. And many employers have banned corporate travel and liberalized remote-work policies. Airlines are cancelling flights and holiday and entertainment plans are being postponed or cancelled.

If you are looking for a new nanny position, you will likely be weighing the various factors of the job. Salary, location, and benefits are some of the main things that you will considering before you apply for a job, but when it comes to interviewing and negotiating a salary, you should understand gross versus net pay. Knowing the details will help you budget and plan for your various financial needs and will help you determine which position is right for you. Here are some important must-knows.

Many nanny employers are sole proprietors, operating their own small businesses, law practices, medical or accounting firms. These nanny employers turn to nanny care because they need the flexibility in their childcare to allow them to focus work time on growing their businesses. They honestly could not do it without in-home childcare, so it seems logical to pay your nanny through your business, right? Wait a minute, the tax code does not agree with you!  

At some point or another, we are all faced with a low-cost competitor. The solution isn’t necessarily to lower your own prices, but instead determine what makes you different and worth the extra money. Nailing down cost versus value is an age-old question that businesses in all industries continue to grapple with. So, what do you do to sell your services when put up against competitors that offer similar services for less?

Nanny jobs are never permanent. Nanny jobs inherently change and evolve over time as the children grow. Maybe your charge is heading to school and your nanny family wants you to assume more household management functions and that is not your cup of tea. Maybe you prefer to work with a particular age group. Maybe you have received a job offer with a better schedule or better pay. Whatever the reason, if you’ve decided that it is time to move on from your current nanny position, there are some important things to keep in mind when you do. Leaving your employer with a positive impression is crucial. Here are some of the best practices for leaving your nanny job.

Leaving your employer with a positive impression is crucial. Here are some of the best practices for leaving your nanny job.

For parents and nannies that share the responsibility of transporting kids to and from their various activities, it’s important that you are aware of your local state laws regarding car seat usage, in addition to what the best practices are to keep kids safest.  Here are two helpful tips to ensure both your family and your nanny are on the same page when it comes to car seats.

Historically au pair host families nationwide have based au pair compensation on Federal minimum wage, allowing for a 40% wage deduction for the value of room and board. However, a class action lawsuit settlement and a court ruling have changed this standard. A federal court ruled on Dec. 2, 2019 that au pairs in Massachusetts were covered by the state's Domestic Worker Bill of Rights as well as entitled to earn state minimum wage and overtime. What does that mean for host families and Massachusetts au pairs?