Well, it’s not Friday, but due to our home under construction and the internet disconnected, you can all pretend with me, can’t you?
Last week, we featured part #1 of “Why Nannies Quit” from Homework Solutions, a great resource for Nanny payroll, tax compliance and answers to any questions about legally paying a Nanny. Kathy Webb, developed this list from the input of nationwide professional Nannies. I feel the importance to share this list with Nannies and Families, in a hopes to educate before these take effect in your professional relationships, or even save a sinking ship. Exact quotes from Homework Solutions are shown below in regular type, with my words italicized. To print the resource, “Top 10 Reasons Nannies Quit” and other resources from Homework Solutions, click here
5. TAXES
Employers, take the time to discuss wage and tax issues SPECIFICALLY at the very beginning and memorialize this in your Work Agreement. Consider giving the nanny a breakdown of the tax deductions from her paycheck with her first payment, and any time there is a change to her compensation. Consult a nanny tax specialist for assistance when needed.
This is a big one, especially for our Nannies in Cincinnati. As we continue to learn the difference between the occasional babysitter and a Nanny, the way a Nanny is paid goes hand in hand. In my opinion, families just don’t want to deal with the hassle of paperwork and research of how to pay a Nanny legally. What most families do not know is that there are benefits to both the family and Nanny for doing the right thing. I believe, a family should contact their CPA before you interview Nannies (or any employees) so that they know what they are getting into. From there, they will be able to communicate to the Nanny BEOFRE HIRE, exactly how pay will work. All financial promises should be put into a work agreement. Huhhh, (exhale). As you may be able to tell, I have seen and consulted many Nanny-Family relationships on this issue. And, here in Cincinnati, it IS a frustration leading to Nannies quitting their jobs. Families, please know how you want to handle money before you hire. Nannies, in the same respects, you must go into an interview knowing what you are comfortable with. Do your research! The info is out there. Here are a few links that I cannot leave this point without sharing!
Breedlove, Frequently Asked Questions.
Homework Solutions, More Questions Answered.
4. POOR COMMUNICATION
The employer must make the time to establish regular communication with the nanny. Find 15 minutes once a week to just sit down and talk over the relationship and how things are going. Consider requiring a Nanny Log and actually look at it every 24 hours, jotting a note to nanny every few days with recognition, suggestions, or just the information that you might be a few minutes late on Thursday.
Communication can be a problem in all relationships. Nannies and families should both take the initiative to keep the communication lines open. With technology these days, there is no excuse. There are so many methods to check in. I definitely recommend a Daily Nanny Log, to be written in and checked by both parties as they arrive back to the house. Sometimes children are sleeping when I arrive, but I can see that we are leaving for Dr. appt. early. Depending on the day, parents and Nanny can be relieving each other without time to converse, the Nanny Log is an excellent way to jot quick notes. Knowledge is power!
Nannies, take the time to share moments in the middle of your day. If the parents don’t mind texts or emails, share a funny quote or a cute picture. I have a Nanny friend that uses Twitter to keep her Mom Boss up with they daily fun. A little touch will brighten their day.
Planned meetings without the children to discuss challenges or upcoming milestones are really a must. End of year meetings should include work agreement negotiation and performance evaluations. Families, use this time to communicate with your Nanny the value they add to your family. Put your appreciation on paper, so that she can keep this for her professional portfolio and read it more than once.
3. NON-COMPETITIVE COMPENSATION
New nannies especially are often eager to accept the nanny job and do not investigate local wages or costs. When nannies find out that $250 per week for a 50 hour week is NOT the norm, they will leave for a better paying job, often without notice.
Like any job, a Nanny is working for living and may leave for no other reason but higher compensation. Families that offer raises and growing benefits, will encourage a Nanny that they see her as a growing professional. Where a babysitter may never make more on the hour, a professional Nanny is looking to her job as a career. Just like any other career there should be incentives. A great time to give a raise is at the end of the first year and each year after that. Here are some links that may help.
Nanny Network Performance Review and Salary Increase.
INA 2009 Salary and Benefits Recap.
2. DUTIES ADDED ONE BY ONE
Sometimes referred to as job creep, the family adds duties (housekeeping, cooking, shopping, watching your neighbor’s son after school) with out appropriate compensation.
Duties should be discussed early in the Nanny-Family relationship. Always a good idea to put specifics in writing, as part of the work agreement. (Anybody noticing a pattern here?) There will always be some changes that a Nanny will understand. For instance, changing diapers and restocking diaper supplies will go away with children who are potty trained (woo hoo!!). Families sometimes believe that “Nanny is home, she can do it” and because it may be a household job, it may not seem like work is being added. Nannies should communicate any “creep-up” duties with the parents.
1. SCHEDULES THAT GROW, GROW, GROW
Careful! Abusing the nanny’s schedule with unplanned overtime can cost you your nanny! Just as an employer will fire a chronically late employee, a nanny will quit on a chronically late parent. And remember, always compensate for overtime. You don’t want a disgruntled employee filing a wage and hour grievance against you!
Respect the Nannies time as you would want them to respect yours. Always compensate overtime. Simple as that.
Other Helpful Hints from Homework Solutions…
– Make sure you start your nanny’s employment by documenting a written work agreement.
– Always state your nanny’s wage in HOURLY rate terms. This insures FLSA compliance and facilitates overtime calculations.
– Regularly find the time – 10 minutes will do – to chat with your nanny about her job. How is she doing? Are there any issues? Can you help?
