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Nannies and Social Media: How Much is Too Much?

Posted on July 25, 2012 by Erin

For most of us, Facebook and Twitter have become a natural part of how we communicate with family, friends, and co-workers. It’s become second nature to hop onto Facebook and update our status and check in with what others are up to, or scan Twitter to see what the hot topics of the day are. The popularity of smart phones has made it even easier for us to stay connected from just about anywhere. But the use of Facebook and Twitter brings unique challenges to the nanny field. Many parents feel they’re paying their caregiver to be fully focused on their child throughout the day, not to be chatting with friends online. Conversely, many nannies feel they can do a great job while using social sites to get a break from the isolation that being a nanny brings. Parents have been concerned about distracted nannies for years. It started with caregivers talking on their cell phones and has grown to include texting, Facebook, and Twitter. When a nanny’s immersed in a text or an online conversation her full attention isn’t on the child she’s caring for. In a public area, like a park or an indoor play space, this can have real life safety consequences. When a caregiver is inattentive a child can get hurt more easily, fall victim to older or more aggressive kids, or in rare but devastating cases, become prey to a child predator. What about at home when the child is playing in a safe, kid-friendly area? This is where many parents and nannies have different viewpoints. Many parents want their nanny’s full attention on their child at all times. Many nannies feel that when kids are playing independently or with friends they can provide supervision while checking their Facebook page or sending out a quick tweet. This isn’t a question that has one right and one wrong answer. The solution that’s right for your family depends on you, your nanny, and the type of caregiving environment you want for your child. One of the advantages of being a nanny employer is that you get to set the rules. You make the decision about the type of person you hire, the boundaries that shape her on-duty behaviors, and the environment she’ll create for your child. Conducting an in-depth interview and reference check helps you accurately predict if the person you’re hiring will mesh with your employer and parenting style, and if the nanny will uphold your preferences throughout the day. As an employer, you have three options for addressing the social media issue with your nanny. One, you can impose a social media free zone in your home. Two, you can sit down with your nanny and find

an approach that works for both of you. Or three, you can leave it up to your nanny to use her best judgment about what’s OK. Simply declaring your nanny isn’t allowed to visit any social media sites while on duty may keep your nanny off of Facebook and Twitter, but it won’t ensure she’ll give your child the attention you want her to. If your nanny doesn’t understand or agree with the idea behind the policy, she’ll most likely follow the letter but not the spirit of the law. As the employer, you have the last word when it comes to what your nanny does and doesn’t do on the job. But enforcing on-duty guidelines is much easier when caregivers understand the why behind the guideline. Sitting down with your nanny and having an honest conversation about how she uses social media on the job, and outlining your concerns and preferences, is an effective way to create a policy that works over the long haul. Talking with her about your concerns and what you want for your child on a day to day basis will help her understand where you’re coming from. Even if she sees things differently, she’ll be much more likely to work with you and adjust her social media use to put you at ease. She wants to do a great job. Your nanny’s day is full of judgment calls that will directly impact the health, safety, and well-being of your child. Many parents feel if they can trust their nanny to make all those other decisions, they can trust them to use Facebook and Twitter appropriately while on duty. This often comes when the nanny has been on the job for a while and has a proven track record of making smart, sound judgment calls the parents are comfortable with. Although the social media issue can be tricky for parents and nannies, detailing on-duty boundaries in a clear and fair policy is the best way to keep this issue from turning into a problem.

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Nannies and Maternity Leave

Posted on July 16, 2012 by Erin

In a June 2012 article entitled My Nanny’s Pregnant and I’m Far From Happy, Katie Hopkins, a British contestant on the UK version of The Apprentice, described her feelings as it related to her beloved nanny’s announcement that she was pregnant. They were not good. While her concerns about keeping her schedule, her children’s routine, and her childcare

budget in check are certainly valid ones, at the core of her thoughts seemed to lie the sentiment that her nanny should be taking care of her kids and not her own. While many nannies dedicate themselves solely to the care of others’ children, many nannies opt to go on to have families of their own as well. Considering they’ve dedicated their lives to helping raise other people’s children, this seems like a natural progression. But for women who employ a nanny, the employee’s pregnancy can be problematic. In fact, it can be problematic for the nanny too, since mandated federal requirements for maternity leave only apply to employers with more than 50 employees, criteria which most household employers do not meet. Although many other countries have laws that protect all pregnant workers, in the United States that isn’t the case. While some state labor laws protect nannies, the Pregnancy Discrimination Act only applies to employers with 15 or more employees. So when it comes to nannies and maternity leave in the United States, it’s up to nannies and their employers to come to their own resolution. For nannies who are of childbearing years, securing disability insurance is essential. When nannies are unable to work due to a non-occupational illness or injury, including pregnancy, they are eligible to collect disability benefits for maternity leave. For nanny employers who wish to allow their nanny maternity leave,

having a nanny who gets disability benefits may financially allow them to hire a replacement caregiver for the duration of their nanny’s maternity leave. While being paid on the books is the only legal way to be paid, many nannies and employers still opt to enter into an illicit relationship. Since the amount of disability or unemployment benefits are dependent on compensation, if a nanny’s salary is underreported, her benefits will be based on the underreported salary. Once a nanny learns this, if she opts to claim her entire salary, it will trigger a red flag because the stated income the nanny provides and the tax records do not match. In addition, if a nanny finds herself terminated without reason and she hasn’t been paid legally, she may not be able to

secure unemployment benefits. If she files for benefits and has been being paid illegally, the authorities will take note and the result could be back taxes and penalties, for both the nanny and employer. If a nanny and employer wish to continue their working arrangement, it’s important that the new arrangement be clear. If the employer will allow the nanny to bring her child to work with her, there will have to be new boundaries established. The nanny and employer will need to discuss logistics, expectations, and concerns, as well as consider and solve any anticipated problems, like what to do when one of the children is sick, prior to committing to the new arrangement. Having a written agreement that includes the provision of a trial period and keeping the lines of communication open can help both parents and nannies transition into their new arrangement. While allowing a nanny to take a significant amount of time off for maternity leave or allowing a nanny to bring her child to work with her may not be feasible for some families, for others, finding a way to make the relationship work takes precedence over logistics. For families who have a nanny who becomes pregnant and both the nanny and family wish to continue their working relationship, with a little planning, preparation and patience, a mutually satisfying situation can usually be worked out.

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12 Things You Need To Know About the $1,800 Wage Threshold

Posted on July 5, 2012 by Erin

To make it easier for people to hire household employees for short or infrequent periods of time without having to struggle with the normal tax obligations, the IRS created a yearly wage threshold. When an employer pays a household employee less than the threshold, the employer doesn’t have to deal with many of the typical employer taxes. Although the threshold was designed to simplify nanny taxes, there’s a lot of confusion around how the threshold affects babysitters, summer nannies, and temporary nannies. The facts outlined here will help you understand the law and ensure that you pay your nanny correctly.

1. The IRS household employment wage threshold is $1,800 for 2012. This number may be raised in future years depending on cost of living factors.
2. The wage threshold affects FICA taxes, which include Social Security taxes and Medicare taxes.
3. The wage threshold applies to all household employees including nannies, housekeepers, gardeners, and other people you pay to provide services in your home. The threshold doesn’t apply to independent contractors such as plumbers, construction workers, and others who provide services through a business.
4. The wage threshold doesn’t affect the nanny’s worker classification. It doesn’t matter how little or how much a nanny earns, she’s considered an employee and not an independent contractor.
5. Regardless of whether a nanny reaches the wage threshold or not, she’s considered an employee from the first day of work. As an employee, she’s entitled to labor law protections like minimum wage and overtime from the first day also.
6. If a parent doesn’t pay a nanny more than $1,800 in any one year, neither the parent nor the nanny owe FICA taxes on the money earned. However the nanny does owe and is responsible for paying federal, state, and possibly local taxes on that income. It’s the nanny’s responsibility to keep track of her income and report it on her personal income tax return.
7. Employers aren’t required to provide a nanny who earns less than $1,800 a W-2 form at the end of the year.
8. Because the nanny isn’t required to pay FICA taxes on wages under the threshold, but she is required to pay federal and state income taxes on those same wages, she must report those wages differently on her income tax return. Nannies should get professional tax advice on the correct way to report that income.
9. If an employer does pay a nanny more than $1,800 in any one year, the employer and the nanny are required to pay FICA taxes on the full amount, not just the amount over the threshold. In other words if a nanny earn $1,801, the parent and the nanny must pay FICA taxes on the entire $1,801.
10. The FICA tax liability is divided between the employer and the nanny and is based on the nanny’s gross wages. The employer pays his portion and withholds the nanny’s portion from the nanny’s paycheck each pay period. Timing is important here, and the taxes must be withheld at each pay period. If the employer fails to withhold the taxes, because, for example, he thought the nanny would not reach the wage threshold, he cannot go back to the nanny at a later date and collect her portion. He must pay the full amount himself.  Because of this, it’s a smart practice for employers to withhold all taxes due at each pay period. If the nanny leaves the position before she reaches the wage threshold, the employer can easily refund her the taxes collected.
11. The IRS $1,800 wage threshold relates to FICA taxes only. The threshold for unemployment tax liability is much lower and depends on the employer’s state. This means it’s possible for employers to owe unemployment taxes even though they don’t owe FICA taxes.
12. A caregiver who works as a temp nanny for several families over a long period of time may have a significant amount of wages that fall under the wage threshold. The upside of that is the nanny will owe a lesser amount of taxes on her wages. The downside is that no one is contributing to the nanny’s Social Security fund. Since the amount she collects at retirement or if she’s disabled depends on the amount contributed over the years, earning under the wage threshold for long periods of time can have a negative long term effect on a nanny’s financial well-being.

The wage threshold is one of the most confusing parts of the nanny tax code. However it can save employers and nannies money while simplifying part of the process.

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How Nannies Can Encourage an Attitude of Gratitude

Posted on July 1, 2012 by Erin

One thing that many kids struggle with as they grow up is developing an understanding of the necessity of expressing gratitude for the blessings in their life. It’s easy for kids to take these things for granted unless they’re taught otherwise. Nannies can do a lot in the way of helping children learn to be grateful, and not just to be grateful for the things they have, but also to be grateful for their health, the warm sun on their skin, and their family. Nannies are great role models for the children that they take care of and if a nanny has an attitude of gratitude, the children will develop one too. Here are some practical ways nannies can cultivate an attitude of gratitude.

1. Help the kids create a gratitude journal. Find a notebook or journal and have the child personalize it. Encourage her to flip through catalogs or magazines and find pictures of things for which she is grateful. These pictures can go into the journal if the child is too young to write. If you are working with an older child, she can cut out pictures to decorate the front of her gratitude journal. Encourage older children to write down 5 things that they are grateful for each day. Whenever the child is sad, have her take out her journal and remind herself of all of the wonderful things for which she is grateful. According to a study done by Dr. Michael McCullough at the University of Miami, kids who learn to be grateful have higher self-esteem and better relationships.
2. Find toys that can be donated. With their parents’ permission, help the kids go through their toy room and box up items they no longer play with. Explain why you are doing this task and that the toys are going to be given to children who don’t have very many toys. Let them know how lucky they are to have all of these toys that they can share with other kids.
3. Help your charges write thank you cards. Every time a gift is received, be it a birthday gift or another gift, a thank you card should be sent to the giver. If you start this habit when a child is young he will send them throughout his life and will be more grateful for the things that he receives and for the people who gave them.
4. Set a good example by thanking people. Children learn largely by example. If a child sees you thanking people for doing things such as holding the door then he will learn to say thank you too. Thanking people isn’t only about good manners, it’s about being aware of your surroundings and taking notice of the nice things people do for you.
5. Bake cookies for a neighbor. Bake some cookies with the kids and talk about why you are making them. Encourage children to show appreciation to others in tangible ways. If a
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6. Establish gratitude rituals. Before the beginning of the evening meal, go around the table and have everyone say one thing that they are grateful for, or say thank you prayers before bed. By regularly getting your charges to talk about the things for which they’re grateful they’ll start to become more vocal on their own.
7. Volunteer at a shelter. Contact the local children’s or family shelter and find out what volunteer opportunities are available. Plan an outing where the child can help children that are less fortunate than he is. Hopefully he will feel grateful that he has a home and that he doesn’t need to worry where his next meal is coming from, and will also learn
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8. Find things to be grateful for no matter how big or small. While walking with the kids mention what a beautiful day it is. Be amazed at how pretty the flowers are. When you show gratitude for the world you live in on a daily basis the kids will learn to show gratitude too.
9. Encourage him to give part of his allowance to a charity. Help your charge find a charity that interests him. Does he want to buy a goat for the Heifer project? Maybe he wants to donate to the March of Dimes. If he like animals maybe he will want to donate to the humane society. Ask him to use his own money to donate to a charity.
10. Buy a thank you present for a coach or teacher. Take your child to buy a gift for his soccer coach at the end of the season, and help him show his gratitude for all of the time that his coach spent with the team. At the end of the school year, help him pick out something small to say thank you.

Nannies play an important role in shaping the lives of the children in their care. Fostering an attitude of gratitude in children will help them develop into caring and appreciative adults.

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5 Reasons to Consider Hiring a Nanny with Kids

Posted on June 27, 2012 by Erin

While you may be thinking that there are many reasons you’d never even consider hiring a nanny with a child of her own, there may actually be some compelling reasons that you should. Yes, when a nanny brings her own child to work with her it can complicate an already complex working relationship, but careful planning and a solid work agreement that outlines everyone’s expectations can help keep any added craziness at bay. At the end of the day, only you can decide if hiring a nanny with a child of her own is right for your family, but there are five definite reasons for doing so that are worth your consideration.

1. Really good nannies become experienced moms.

Many nannies with years of experience and amazing references go on to get married and have families of their own. Having someone else care for their children so they can go care for an employer’s children hardly makes sense.

Unlike many first-time mothers, those who have extensive nanny experience are a little more prepared for parenting and have a keen sense of what to expect. In essence, through motherhood she is expanding her skill set even more. Since many have cared for more than one child over the course of their careers, caring for two children at the same time is typically a nonissue.

2. You can get a qualified nanny at a lower rate.

If the cost of a nanny seems unreachable, consider hiring one with a child of her own. In many cases, you can snag an experienced nanny who has a young child that she wants to bring to work with her for significantly less money than her non- mothering counterpart. Consider a daycare situation, where the ratio of children to provider would still be much higher; hiring a nanny with a child of her own may be a viable care giving option if you’re looking for personalized, customized and convenient in-home child care at a doable price.

3. Your only child will have a built in playmate.

If you’re worried about raising an only child, don’t. Children who have nannies with a child get a built in playmate. Your child will learn how to share, how to be patient, how to respect others, how to show empathy and more with a daily peer companion. If you are thinking about expanding your own family someday, having a nanny with a child may be a good opportunity to test the waters. Your child will gain a pseudo sibling experience and you’ll gain insight into what life is like with two children.

4. Your nanny will be super loyal.

Nannies who find jobs where they can bring their child to work with them know how lucky they are. They get to do a job they love, earn an income, be with their child and avoid paying for their own childcare. These things breed an intense sense of loyalty and a desire to do the job well. Nannies who bring their child to work with them never want their child to be blamed for them not doing their job well, so they typically go above and beyond to be sure things are done right.

5. Your nanny will be able to relate to you on a different level.

Nannies who are moms are able to really relate to other moms. If you’re looking for a nanny who will truly understand your feelings when it comes to being a parent, a nanny who has children of her own will fulfill that need. Even a nanny who brings her child to work with her will experience working mother’s guilt because her work, like yours, is directly affecting

the life of her child.

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What is the Nanny Tax?

Posted on June 26, 2012 by Erin

Nannies are not independent contractors, but are employees of the families for whom they work. What are the employer tax responsibilities? In general, the Internal Revenue Service requires payroll tax filings by a domestic employer who pays a household employee more than $1800* in cash wages in a calendar year. These payroll tax obligations that may include:

• Social Security & Medicare Taxes (7.65% of Gross Wages) [FICA taxes]**
• Federal Unemployment Tax (FUTA) (0.8% of Gross Wages or less in Most Circumstances)
• State unemployment and disability insurance taxes levied on the employer.
• Advance payment of the earned income credit for eligible employees.

The employer is solely responsible for the remittance of the Social Security and Medicare taxes. Should the employer fail to collect this tax from the employee via periodic payroll deductions, the employer remains responsible to remit or pay the tax to the IRS. The household employee cannot remit their share of Social Security and Medicare tax independent of the employer. * Threshold $1800 as of 1/1/2012) ** The FICA taxes are shared between employer and employee. A “payroll tax holiday” is in effect 2011 – 2012, during which the employee contribution is temporarily reduced to 5.65%. If the family fails to collect this tax via payroll deductions from the employee, the family will be liable for both the employer and employee portions of the tax. What taxes does my employee pay? Your employee contributes to or pays:

• Social Security & Medicare Taxes (7.65% of Gross Wages Collected and Remitted by Employer)*
• Employee Disability/Unemployment Taxes where required.
• Federal/State Income Taxes

A “payroll tax holiday” is in effect 2011 – 2012, during which the employee contribution is temporarily reduced to 5.65%. How is the employee’s payroll taxes paid? Household employment taxes are part of the hiring family’s personal Federal Income Tax return. The household employer is required to collect the employee’s (nanny, housekeeper, etc.) contribution to Social Security and Medicare taxes. Should an

employer fail to collect, they remain responsible to remit these taxes for the employee. The hiring family’s tax return is submitted under penalties of perjury – failure to disclose wages paid to a household employee like a

nanny on your tax return is considered tax fraud, which is a felony. Please Note: Deducting federal income taxes and most state income taxes is optional. If income taxes are not withheld by the employer, then the employee is required to make periodic payments of any amounts due. Most household employers with a full-time staff member offer to deduct income taxes for the employee from his/her payroll. This is a convenience to the nanny or other household staff, relieving them from the need to make quarterly estimated tax payments on their own. Families with occasional or part time staff, such as a weekly housekeeper, in general do not deduct income taxes from the employee’s payroll.

When are tax payment due?

The federal and state filing schedules are NOT synchronized. Additionally, not all states have the same reporting schedule.

Federal Employment Taxes: Employers of domestic workers must, at a minimum, make annual payments for Social Security, Medicare and Withheld Income Tax (if applicable), as well as Federal Unemployment Tax (FUTA). This filing is incorporated with the family (employer’s) annual Federal Income Tax Return, reported on Form 1040 Schedule H. Federal employment taxes are added to the employing family’s total

annual Federal tax liability. They are subject to underpayment penalties just like income taxes. The possibility of penalties causes most employers of full time household workers to make quarterly payments to the IRS to offset this liability. State Reporting: States collect unemployment insurance taxes, maintain records of wages paid to individual employees for management of the state’s unemployment insurance compensation system, collect state income taxes where applicable, and may collect other miscellaneous wage based taxes as authorized by the state legislature. Household employers generally must complete wage reporting forms on a quarterly basis. Generally, state unemployment taxes and withheld state income taxes must be paid on a quarterly basis. Other Reporting You are required to give your employee a wage and tax statement (Form W-2) no later than January 31. All Forms W-2, along with a summarizing Form W-3 are sent to the Social Security Administration no later than February 28.

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I Landed a Nanny Job Interview! Now What?

Posted on June 21, 2012 by Erin

Congratulations! You’ve made it to the interview stage of your nanny job search. By now, you’ve likely emailed and chatted with the parents on the phone and perhaps have even met the parents in a public place, without the children, to discuss the possibilities of employment. At this point, you probably have a pretty good idea that this could be the nanny job for you. The nanny interview provides an opportunity for you to meet the parents and the children and to get a real sense of the family you are considering working for. During the interview you’ll gain insight into how the children behave, how the parents discipline and how the parents live. You’ll also be able to take cues from the surroundings to gauge if the family is the organized and structured type, or the chaotic or go-with-the-flow type. As you plan for your interview, consider the following tips. Dress appropriately. While there is no need for pantyhose and heels, you definitely want to look put together. Black slacks, khakis or jeans, with a polo shirt or blouse are appropriate for your nanny interview. Remember, during the interview you’ll want to engage the children, which for younger children will mean playing on the floor. Be sure to dress comfortably so you aren’t preoccupied with your wardrobe selection. Be on time. If you can’t manage to be on time for an interview, it is assumed you won’t manage to be on time for work either. Families depend on their nannies to be on time so that they can be on time for their professional and personal commitments. Be sure to map out your driving or public transportation route in advance and consider doing a test drive to the location the day before. Allow yourself plenty of time to get to your interview. It’s better to sit at a local coffee shop close by than to be caught in a traffic jam. If you are going to be late, be sure to call the family as soon as possible. Be apologetic and be sure to offer an updated estimated arrival time. Be prepared. At this point, you should have a good sense of the family’s care giving needs and expectations. You should have an equally good sense of why this may be the right job for you. Consider how your skills and experience match this specific job with this specific family and be prepared to share your thoughts with the parents. You’ll also want to be ready to ask the family questions. Consider asking questions about the child’s needs, like if they have any allergies or special health concerns, and about specific nanny duties and responsibilities, like if you’ll be responsible for the family’s laundry. Asking these types of questions will demonstrate that you have considered working for this family carefully. Be professional. During the interview, you’ll want to be warm, friendly and personable, but you don’t want to share too much personal information. Avoid sharing information about your dating life and family drama, and instead focus on your nanny experience and what skills, knowledge and expertise you can bring to the family. Take initiative. Many parents

do not know how to interview a nanny. They may ask

seemingly simple questions like “Do you know how to bathe a baby?” because they aren’t sure how to gather the information that they are truly looking for. Answer these questions by providing the information that the parents are seeking. Instead of saying yes, tell the parents about your experiencing caring for newborns and all of the tasks you regularly and confidently performed. While nanny interviews can be nerve-wracking, they don’t have to be. Being prepared and being yourself will help you to have a great interview and leave a lasting impression on the parents. Be sure to send a thank-you note after your interview. Doing so shows that you’re interested in the position, demonstrates good manners and keeps your name in the forefront of the parent’s minds as they consider who their children’s nanny will be.

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10 Things a Thorough Nanny Background Screening Should Include

Posted on June 17, 2012 by Erin

Whether you find your nanny through on online service, word of mouth or traditional nanny placement agency, parents have the ultimate hiring responsibility when it comes to deciding who will be caring for their children. The more information parents can gather about a prospective nanny, the more educated and informed their hiring decision will be.

For parents or hiring agents to run a background screening on a nanny candidate, the nanny candidate must provide authorization. Background screenings must also comply with the Fair Credit Reporting Act.

• Confirmation of Identity. The basis of any accurate nanny background screening is ensuring that you are screening the actual individual who is applying for your job. Parents should verify the individuals’ name, date of birth, Social Security number and driver’s license number by cross referencing the information the nanny candidate has supplied on the application and background screening authorization form with information on the nanny candidates identifying documents.
• Social Security Number Verification. The Social Security Number verification drives the criminal background check. When a Social Security Number is verified, it searches information provided by credit reporting bureaus, who gather information from individuals each time they apply for credit or open utility accounts.  The Social Security Number verification reports names, addresses and phone numbers that have been used in conjunction with the researched Social Security Number.
• Criminal Records Check. Criminal records checks should be conducted in the jurisdictions for the addresses that were populated through the Social Security Number verification going back at least 7 years.  While many online sites advertise a free background check, they are typically referring to conducting a national registry search, which is an electronic database search. The national search should be used in conjunction, NOT in place of country court records checks because they are often outdated and do not house all records for all states. When parents request a criminal background check, they should ensure that the check includes both misdemeanors and felonies, since the records are often houses in different courts, in different indexes within jurisdictions.
• Sex Offender Registry. The sex offender registry is accessible to the public at and should be checked as part of a thorough nanny background screening. The registry houses information on sex offenders.
• Civil Records Search. Parents may want to request a civil records search on a nanny candidate to learn if any liens or judgments have been placed against a candidate or if the candidate.
• Motor Vehicle Record Review. It is important for nannies who are transporting children to do so safely and responsibly. Parents should confirm that the nanny has a clean driving records, free from DUIs, OUIs and tickets for reckless or irresponsible driving.  In some states, employers may be able to request a copy of an individual’s driving record, but in other states, the individual must request the copy and present it to the employer for review.
• Credit Check. While many nannies feel that a credit check is too intrusive and has nothing to do with the quality of care that they will provide the children, some employers feel that insight into a nanny’s credit history could reveal financial troubles, which could be a source of significant stress for the nanny candidate.
• Reference Checks. Parents should speak with at least three references when screening a potential nanny, two of which should be previous employers. Parents should confirm the factual information the nanny candidate provided about the job, ask open ended questions and pay close attention to the tone and demeanor of the reference. What a reference doesn’t say can be just as important as what she does.
• Educational and License Verification. Parents should confirm that the information a nanny candidate has presented about her educational background, training and license is true and accurate. Parents can request copies of transcripts and diplomas and contact schools, colleges and licensing boards to verify the information provided.
• Social Media Search. Parents may wish to search social media sites like Facebook, Pinterest, LinkedIn, MySpace and others to see if there is any information available about a prospective nanny. A Google search of the nanny candidate’s name may turn up interesting information.

While no background check can offer a guarantee that a candidate is free and clear or wrongful doing or will be in the future, thorough background checks can certainly reveal information about a candidate that can help parents make informed and educated hiring decisions.

4Nannies and its sister sites recommend that all parents run a thorough background screening on the candidate they wish to hire. 4nannies and its sister sites have partnered with www.NannyBackgroundCheck.com  to offer nanny employers professional background screening services on prospective nannies.

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7 Secrets to Successfully Traveling With Your Nanny

Posted on June 10, 2012 by Erin

One of the great benefits of employing a nanny is having a caregiver you know and trust that can travel with you on family vacations. Having a nanny who is willing to travel makes it much easier to get away and it gives you and your spouse the chance to carve out some couple time during the family vacation. But traveling with your nanny can present some unique challenges too. Check out these ways to make your next trip with your nanny a great one. 1. Work out your team approach beforehand. When traveling with your nanny, you’ll often be working side-by-side with her. For many parents this is a new arrangement and brings unique challenges. Before you leave for your trip, talk with your nanny about who will doing what, how you’ll handle discipline issues that come up, how the daily schedule will work, and anything extra you’ll need her to do. Clear expectations and boundaries will go a long way in creating a comfortable and successful nanny/parent team. 2. Make sure she has adequate downtime. Traveling with your family can be a stressful time for your nanny. For you it means time away from work to relax and have fun. For your nanny it means working outside her normal schedule, trying to bring the consistency your child needs to an unfamiliar environment, and being away from her home, friends and family. Giving

her time to rest and relax will help her recharge and stay ready-to-go. 3. Schedule time for her to explore on her own. Your nanny may never get the chance to visit your vacation destination outside of your trip. Giving her the opportunity to explore the local area and culture on her own or with a local tour group is a wonderful and unique gift you can give her. Generally she can do this during planned family-only time so it doesn’t have to take away from your vacation. A win-win for both of you. 4. Find lodging that gives her privacy. Often when families travel together, space is limited. Family members are happy to share bedrooms or sleep in common areas because, well, they’re on vacation. Remember, although you may be close with your nanny, she’s still an employee and it’s not appropriate to ask her to share a room with your visiting cousin or camp out on the sleeper sofa in the living room. Giving her a private room or one shared with another nanny is essential is maintaining professional boundaries. 5. Recognize this is work, not a vacation, for her. Nannies sometimes travel to exotic locations, stay in luxury hotels, eat in trendy restaurants, and enjoy amazing attractions and shows while they’re traveling with their employers. To the outside world, this seems like an amazing vacation she’s getting paid to take. To the nanny, it may be a fun opportunity but it’s still work. Her time and energy is devoted to helping both the parents and the kids enjoy their vacation. That doesn’t leave much if any “me” time. So while her work environment may be enviable, it’s still not a vacation. 6. Pay her for an extra help she provides you. A nanny’s schedule and typical responsibilities are often extended during travel times. She may:

• Work more hours than normal.
• Work flexible blocks of time throughout the day and evening (e.g. from early to late morning so the parents can sleep in).
• Care for additional children vacationing with her employer’s family.
• Care for a child in difficult, non-kid friendly environments (e.g. a hotel room, a “please don’t touch” home she’s visiting).
• Pitch in with chores outside her normal responsibilities (e.g. cooking, family laundry, light housekeeping, family errands).
• Help with the many other tasks that come up when traveling with children.

Of course she should be paid for all the hours she works. Providing her with a daily travel stipend or an end-of-trip thank you bonus are great ways to let her know you appreciate her extra effort. 7. Provide her with an off-duty meal stipend. Most employers understand they’re responsible for covering the costs of bringing their nanny along on a trip. Those costs include airfare, hotel, and all costs she incurs on while on duty like meals, entrance fees and tips for service people. Did you know that covering the cost of off-duty meals is also part of the employer’s responsibility? Your nanny may choose to go on local excursions, visit the spa or learn a new sport during your trip. Those expenses are optional and her responsibility. However meals, even when she’s on her own, aren’t optional. Providing your nanny with a daily off-duty meal stipend through cash, a credit card or hotel / resort account is an easy way to make sure you’re covering all standard costs and still staying within your budget. Taking your nanny on vacation can make your next family vacation even better. With a little planning and awareness, you can make it a great trip for both your family and your nanny.

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6 Factors that Affect Nanny Salaries

Posted on June 2, 2012 by Erin

Unlike with union jobs or corporate jobs where the salaries for specific job types are fairly standardized, nanny salaries vary greatly from state to state and nanny to nanny. Determining a nanny salary based on the nanny’s market value and the employer’s budget can be a bit of a balancing act. According to the 2012 International Nanny Association Salary and Benefits Survey, full-time nannies earn on average, $700 gross per week. As you consider the salary for a nanny candidate, keep in mind these 6 factors that influence nanny salaries most. 1. Location. Where you live will significantly affect the nanny’s salary. Nannies who work in major metropolitan areas typically earn more than those who work in rural areas or the suburbs. The highest nanny jobs tend to be found in cities like Boston, Los Angeles, Beverly Hills and New York. 2. Living Status. Whether your nanny lives-in or lives-out can affect her salary. While years ago there was a substantial difference in live-in and live-out nanny salaries, that is no longer the case. Live-out nannies typically earn $50 to $100 more per week than their live-in counterparts. Live-in nannies receive room and board, in addition to their compensation. 3. Experience. The more experience a nanny has, the more her earning potential is. Nannies with more than a decade of experience significantly out earn those who are just entering the field. If

you are looking for a nanny with specialized experience, such as caring for multiples, children with allergies or high needs children, you can expect to pay more. 4. Education and Training. At minimum, all nannies should have a high school diploma or its equivalent, CPR certification and first aid certification. Nannies who hold degrees in early childhood education or who have completed a formal nanny training program earn more than those nannies who have not. Some nannies may have an educational background as a teacher, nurse or family psychologist. These nannies typically command higher wages. 5. Duties and Responsibilities. Nannies are typically responsible for the complete care of the children and all of the childcare tasks related to providing that care. Nannies are generally responsible for keeping the children’s areas, including their bedrooms and bathrooms, neat, clean and organized. They are also responsible for doing the children’s laundry and for picking up after themselves and the children. If a nanny is asked to take on additional tasks, like doing the family’s laundry or grocery shopping, she may expect to earn more. 6. Hours. Nannies must be paid according to the Fair Labor Standards Act. By law, all nannies are required to be paid for each hour worked at least minimum wage. Live-out nannies are entitled to overtime pay at the rate of 1.5 times their base hourly salary for any hours worked over 40 in a 7-day period. Live-in nannies, in some states, are also required to be paid overtime. Most nannies work 40 to 60 hours per week. The more your nanny works, the higher her salary will be. Parents who are able to offer benefits, like partial or full payment of health insurance premiums, have more negotiating power. They may be able to negotiate a lower salary in

exchange for additional pre-tax benefits. On top of the nanny’s salary, nanny employers are required to pay taxes. The taxes on a nanny’s salary total approximately 10% off the nanny’s annual salary. While there are tax credits available to parents who pay their nanny legally, it’s important to consider these additional out of pocket nanny employer expenses.

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