We have recently been discussing the increased popularity of nanny sharing - two families hiring one nanny to care for both children. Today we will explore the top three Sticky wickets in a nanny share arrangement.

Topics: nanny share, nanny employment practices, nanny work agreement

We recently blogged about how many families are turning to nanny sharing arrangements - sometimes called Share Care - to reduce and manage their infant day care expenses. How does a family go about getting a nanny share going?

HomeWork Solutions recommends the following best practices:

• Both families should interview potential nannies together if possible. If Family A already has a nanny and family and nanny mutually decide a share is in their best interests, Family B should have an opportunity to independently interview both Family A and the nanny. Don't forget the all important reference checks and criminal background check.
  
  
• Write down the details. This should be a three way document between both families and the nanny and it should detail the possible issues above - hours, wages, benefits, taxes, sick care policies, vacation, nanny sick days and the notice provision for ending the share by either party.
  
  

Topics: nanny share, nanny work agreement, nanny contract

Did you know that a family in DC will spend an average of $18,200 per year on child care? According to the National Association of Child Care Resource & Referral Agencies (NACCRRA) recent study, many families pay more for a year of early child care than they would pay for a year's tuition at a public university!

Topics: nanny share, nanny employment practices, nanny taxes

Many families have children heading back to school this month. It is not uncommon for a nanny who cares for both an elementary school child and a pre-schooler or younger to negotiate two different hourly rates - one for one child only, the other for both. The puzzle for many nanny employers is how to calculate the correct overtime rate. Legally, the "regular rate of pay," that which is used to calculate the overtime differential, must be at least the weighed average of all rates used in the work week. Here is an example:

Topics: nanny payroll, nanny hourly wage, nanny overtime

Topics: domestic workers bill of rights, workers compensation household employees

The State Department has published the new prevailing wage data for international diplomatic staff who sponsor G-5 or A-3 domestic staff effective 7/1/2011.

Topics: G5 domestic, GV domestic

The SSA has recently resumed sending DECOR notices, commonly referred to as "No Match Letters" to employers when the name and Social Security Number on a form W-2 do not agree with the SSA's records.

Topics: nanny w-2 form, Social Security no match letters

The Fair Labor Standards Act (FLSA) as amended in 1974 extended minimum wage and overtime protections to most household workers.

Topics: elder care, senior caregivers, homecare, companionship services, companionship exemption

Topics: nanny employment practices, domestic workers bill of rights, companionship services, companionship exemption

The Fair Labor Standards Act (FLSA), as amended in 1974, offers minimum wage and overtime protections to most household, or domestic, workers. What this means is that nannies, housekeepers, maids and other household employees are all protected under Federal minimum wage provisions, and that come and go (live out) domestics are entitled to the overtime differential (150% of hourly wage) for hours worked over 40 hours in a 7 day work week. A notable exception to this 1974 amendment was live in "companionship care" - companionship care for elderly and disabled individuals to allow them to continue to reside in their home, rather than moving to a residential care setting. This specific class of domestic workers were exempted from both the minimum wage and overtime protections of the FLSA. It is important to note that state legislation in CA, MD, NJ and NY all extend minimum wage and/or overtime protections to domestic workers in their state.

Topics: elder care, senior caregivers, homecare, companionship services, companionship exemption