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!
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?
Getting sick can really throw busy families a curveball. It can get especially difficult if your family caregiver is sick. No one has time to get sick, but unfortunately, it does happen. Here are some of the important must-knows about understanding the legal parameters of giving your nanny or senior caregiver designated sick time.
Household employee payroll is a legal imperative, as well as the right way to treat your valued household employee. Although it is necessary, it is often a headache and a hassle. You can combat the hassles of household payroll by outsourcing to specialists. There are a number of benefits to outsourcing household your payroll needs, including the five listed below.
When you hire a nanny, senior caregiver, or other household staff, you immediately become an employer subject to all tax and labor laws in force. Unfortunately, the intimacy of the relationship can often induce the parties to cross legal boundaries, and these actions can eventually get the family into hot water.
As a nanny, you are required to wear several different hats: authoritarian, event planner, cook, playmate, and more. During your employment, you may also be asked to step in to be an overnight nanny occasionally. If you are okay with adding occasional overnight stays to your job duties, be sure to talk about this at the time you are first hired.
WE BELIEVE THAT LEGAL NANNY PAYROLL:
Nanny shares allow a nanny to care for children in more than one family and it can be a wonderful solution for working families in need of reliable childcare at an affordable price. Generally, two families (sometimes more), will work together to hire a nanny, splitting the cost of the nanny’s full-time work. While the pay is one of the most important parts to remember when using a nanny share, there are other key factors to include in your planning.
Topics: nanny
