As an employer, are you unsure of what you’re allowed to do when trying to detect and respond to potential cases of COVID-19 in your workplace? Here are some answers.
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1-800-NANITAX (800-626-4829) Enroll Now Log In
As an employer, are you unsure of what you’re allowed to do when trying to detect and respond to potential cases of COVID-19 in your workplace? Here are some answers.
HomeWork Solutions has received many calls about the CARES Act stimulus bill and the Payroll Protection Program offering forgivable loans to employers who retain their employees. Unfortunately, the US Small Business Association (SBA) has just issued final terms of the program which specifically exclude household employers from eligibility. The document notes that, “The Administrator, in consultation with the Secretary of the Treasury (the Secretary), determined that household employers are ineligible because they are not businesses.”
Congress passed, and the president signed into law, the Families First Coronavirus Response Act on March 18. The law allows employees paid time to care for themselves or loved ones and includes provisions for new tax credits to offset employers’ costs. But the immediate need to pay employees on leave may still be difficult for families struggling with monetary losses.
We believe the majority of families want to ensure that the nanny or senior caregiver who took care of their family is taken care of in this crisis. Now that families understand what their legal obligations are under the Families First Coronavirus Response Act (FFCRA), let’s take a few moments to understand how the money works out.
HomeWork Solutions is fielding many questions about the Families First Coronavirus Response Act (FFCRA) from families and caregivers alike. We are committed to helping nannies and other household workers understand and have access to the benefits they deserve, and equally to helping families to understand their new (temporary) responsibilities. Lastly, HomeWork Solutions is waiving some fees for families who have not been paying their nannies on the books. Catching up on "NannyTaxes" will protect families from liability for unemployment claims and/or unpaid wage claims while ensuring the nannies who care for our families are cared for in this crisis.
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.
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!
